Abstract:
Different theories in Organizational Behavior propose different models to determine equitable treatment of employees in an organization. Justice, fairness, or equity are three overlapping concepts used by authors to prove their fundamental importance in the workplace. On the other hand, researchers have studied the cause and effect relationships between motivation and/or satisfaction and pay-for-performance in the organizational setting.There were less attentions given by researchers to the understandings of the needs of people in the organizations. Indeed, managers and supervisors need to be more familiar with the human talents and individual differences in the organizational settings. Today, businessmen are aware of how difficult is to achieve full utilization of human resources. Increase productivity, performance, motivation, and satisfaction etc. are concepts concerned many researchers. However, a few studies discussed the relationship between the employee satisfaction and equal pay related to his or her needs. Equity, equality, and equitable situations reviewed by Adams 1965, Dittrich and Carrell 1979, and Hegtvedt 1989. Most of the studies have examined the relations between equity perceptions. employee job satisfaction, and turnover (Dittrich, and Carrel 1979). On the other hand, other researches have been focused on drawing an effective pay system in the organizations based on performance (Sullivan 1988, Minken 1988, and McGinty 1989).The purpose of this paper is to vitalize the personal needs - need for achievement, need for affiliation, and need for power- as key factors related to equitable pay. The philosophy behind this research paper is to prove that employees are motivated when their needs are not met; therefore, a relationship between the three personal needs as well as the type of paystructure under equity is taking place.