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fying, rather than the few. Those are more likely to be the wishes of managers motivating someone to repeat the same positive actions in the days that follows. According to the above theory, they play an important role in eliminate complaints and negative emotions caused by multifarious content of their working.

2.2. Equity Theory
The theory is based on the presupposition that people think they have received fair treatment when observing the ratio of their investments and outcomes, in this theory, they should perceive the ratio to be equivalent to their collogues in the surroundings, on this occasion, they will conclude that the environment around them is really appreciative and the team they join is worthy of doubled efforts and energy and intend to be dedicated to the construction of it.

Equity theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity theory is considered as one of the justice theories(WIKI,2011).On the basis of the main trend in the world today, a company should attach great materiality to the equity. The stability of the employees’ will is vital to the development of company, otherwise the unfair policy goes against the will of the people, it is bound to result in dissatisfied and worthless feelings for employees.

In the case study, the theory is evident and conspicuous. Firstly, fair treatment on jobs turns out to be a compulsory measure to motivate employees to concentrate on their business with fixed attention. However, if a worker considers that his contributions and work performance are not evaluated fairly and feels that he is underpaid, he will be hostile to his superior and even his colleagues. Secondly, it is managers’ treatment consistent with the intention of employees that also plays an important role for the feeling of equity. Even though they have different positions and work contents, the act of respect is mutual, this may be another reflection of equity.

3.0. Reward Strategy
3.1. Definition
The reward strategy aims at creating a more cohesive mechanism that can motivate and retain its employees thus makes the company operate smoothly and efficiently. In order to give a boost to the morale of the employees and motivate them fruitfully, managers should list the regulations of the various reward terms distinctly and clearly and coordinate them in a systematic form. Only in this way, can they work out to be feasible and endurable.

3.2. History
Traditionally, it is financial rewards such as bonus and incentive schemes that motivate employees. More recently, people transform their concept of reward strategy by applying non-financial rewards, researches shows that non-financial rewards include many terms such as, flexible working (working at home or flextime), a comfortable working environment or opportunities for personal and career development.
3.3. Advantages and Potential Problems
3.3.1 Advantages
Small gifts during the rapid working rhythm may boost employee’s mood or morale. For instance, at Mercer, the act of giving employee gift bridge the gap between employers and their subordinates, which can make employees feel that a job well done or a special effort is valuable in the eyes of their leaders thus will spare no efforts to devote themselves to creating greater performan本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。