Many destructive behaviors in the workplace result from a person's perception of unfair treatment and the attempt by that person to restore a feeling of equity in his or her life. This article proposes that the factors that affect the redress of inequity by the underrewarded person can be categorized, and that only one category is both tangible and manageable. Suggestions are made for applications of effective managerial communication as a tool to deter undesirable behavior resulting from the perception of inequity.
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