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class All-Stars impartiality TheoryProcess surmise is a commonly use form of scientific research study in which events or occurrences atomic number 18 said to be the result of certain input states leading to a certain outcome stat, following a set process. Process possibility holds that of an outcome is to be duplicated, so too must the process which sooner created it, and that there ar certain constant necessary conditions for the outcomes to be reached. When the verbiage is used in connection with human motivation, process theory attempts to rationalize the mechanism by which human needs changes. virtue theory locomote into the process theory.John Stacey Adams, workplace and behavioral psychologist, put forward his Equity Theory on job motivation in 1963. There are similarities with Charles Handys extension and interpretation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and variabl e factors affect each case-by-cases assessment and perception of their consanguinity with their work, and thereby their employer. Awareness and cognizance feature more strongly than in earlier models, as does the influence of colleagues and friends, etc, in forming cognizance, and in this particular model, a sense of what is fair and reasonable.     Equity or inequity is a psychological state residing at heart an exclusive. It creates a feeling of dissonance that the individual attempts to resolve in some manner. The notion of "equity" is associated with justice and fairness. The individual fundamentally believes that they are being treated fairly in resemblance to what they see others receiving.      Equity is a social similitude process, resulting when individuals compare their put up to the catch up with of others. There is no "rational" or single " faithful expect rate" for any given job or individual. Equi ty is a subjective evaluation, not an objective one. Based on the comparison that individuals use, each individual is likely to develop different perceptions of equity.       The comparisons individuals use slant to fall into five classes of comparison 1.     Job Equity- Individuals compare their pay to the pay of other individuals in the akin position they hold within their organization.2.      community Equity- Individuals compare their pay to the pay of other individuals holding the different positions within their organization. 3.     Occupational (Market) Equity- Individuals compare their pay to the pay of other individuals holding the same position in other4.     Cohort Equity- Individuals compare their pay to the pay of others in similar cohort groups, generally age and education.