Final answer:
The answer to whether motivation is maximized when an employee's ratio of "outcomes" to "inputs" matches those of a "comparison other" is true, according to equity theory.
Step-by-step explanation:
The statement you're asking about relates to equity theory, which suggests that employees are motivated to achieve a balance between their inputs, such as effort and costs, and their outcomes, like compensation and rewards, as compared with others. According to equity theory, motivation is indeed maximized when an employee's ratio of "outcomes" to "inputs" matches those of a "comparison other." In other words, if an employee perceives that they're being rewarded fairly in relation to their peers, their motivation is likely to be higher.
It's important to note that motivation can be influenced by both intrinsic and extrinsic factors. The presence of extrinsic rewards, such as pay, can sometimes lead to a decrease in intrinsic motivation, a phenomenon known as the overjustification effect. Additionally, managerial theories like Theory X and Theory Y suggest different assumptions about work motivation. Theory X posits that employees inherently dislike work and must be coerced to perform, while Theory Y suggests that work is a natural activity and workers are motivated by goals and empowerment.
In summary, the answer to the question is true, as motivation is indeed at its peak when there is perceived equity in the balance between inputs and outcomes as compared to others in the workplace.