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Content: On the job, feelings of inequity revolve around a person's evaluation of whether he or she receives adequate REWARDS to compensate for his or her contributive inputs. People perform these evaluations by COMPARING the perceived fairness of their employment exchange with that of relevant others. Perceived inequity creates motivation to restore equity. Explain the differences among distributive, procedural, and interactional justice. Distributive, procedural, and interactional justice are the three key components underlying ORGANIZATIONAL JUSTICE. Distributive justice reflects the perceived FAIRNESS of how RESOURCES AND REWARDS are distributed. Procedural justice represents the perceived fairness of the PROCESS AND PROCEDURES used to make allocation decisions. Interactional justice entails the perceived fairness of a decision maker's BEHAVIOR in the process of decision making. Describe the practical lessons derived from equity and interactional justice. Equity theory has at least six practical implications. (