Climax and Fibre Case Analysis

According to the theory of relative deprivation, a sense of injustice is aroused when individuals come to believe that their outcome is not in balance with the outcomes received by people like them in similar situations. This occurs in this case where although the four employees are on the same level. This is evident in the case as although Blackman is slightly ahead in the sales of the Southern Area, Frerris is rewarded with more responsibilities and Blackman has a sense of injustice receiving none. When people have a sense that they are at an unfair disadvantage relative to others, or that they have not received their fair share, they may wish to challenge the system that has given rise to this state of affairs and conflict arises. In this case the system was the new organizational structure.
“Conflict appears to be an integral component of human functioning” (Slabbert, 2003, Pg 83). There are many different definitions of conflict, each one with a different key aspect. Often conflict occurs when “one side perceives that the other side is blocking its goal achievement and expectation” (Kwahk and Kim, 1998. Pg 448). As in this case where Blackman believed that Ferris was preventing him from attaining his expectations of more responsibility which is one of the outputs to balance inputs of an employee in Adam’s Equity theory, named after John Stacey Adams when he developed this job motivation theory in 1963. Adam’s Equity theory argues that people derive job satisfaction and motivation by comparing their efforts (inputs) and outputs with those of the other people in the same or other firms. If the employee perceives an imbalance he/she may work to bring balance by asking for more compensation or recognition. Others will be de-motivated and still some may seek alternative employment. As said above, Blackman seeked to balance his input with his outputs by asking for more responsibilities.
Organizational structure is “ the system of arrangements, the pattern of