According to the fairness theory, employees' work motivation is mainly influenced by wages and remuneration, including absolute remuneration (the amount of their actual income) and relative remuneration (the ratio of their actual income to others' actual income). Everyone will consciously or unconsciously compare their own labor and remuneration with others, and will also compare their present labor and remuneration with their past labor and remuneration vertically. By comparison, if you find that your income and expenditure ratio is equal to others, it is considered normal and reasonable, so you feel comfortable and work with peace of mind; If you find that your income-expenditure ratio is lower than others, or that your current income-expenditure ratio is lower than in the past, you will feel unfair and have a negative impact on your work attitude and enthusiasm. In this case, the pleasure of A's vertical comparison is that his salary has increased by 200 yuan. However, when he made a horizontal comparison with B, he found that his salary was less than that of B by 300 yuan, which resulted in a sense of unfairness and a marked decline in his work enthusiasm.
Managers should carefully analyze the wage difference between Party A and Party B. If the reason is that Party B is more capable and contributes more than Party A, they should explain it to Party A in time, so that Party A can reposition itself, find out the gap, make clear the direction of efforts and stimulate Party A's work enthusiasm. If the reason is that the managers misjudge the abilities and contributions of Party A and Party B, they should promptly and decisively correct the mistakes and re-establish the salary standards of Party A and Party B..