(1)Bill Bailey, Chairman of the board of the Utah Opera Organization might use the Adams Equity Theory to support the merger. The Adams Equity Theory falls under the process theories of motivation. These theories focus on explaining the process by which internal factors and congnitions influence employee motivation. This theory focuses on the balance or imbalance that exists between an employee's inputs and outputs. Equity exists for employees when they feel their ratio of perceived outcomes to inputs is equal to the ration of outcomes to inputs for a similar coworker. The employee wishes to see employer returns or outputs based on what they input to their job performance. Interactional justice is the last component to this theory and is the extent to which people feel fairly treated when procedures are implemented. This is achieved by managers communicating truthfully and by treating people with courtesy and respect. By recognizing that people have varying sensitivities to perceived equity and inequity and by noting that inequity can be reduced in various ways Bailey can help support the merger. He needs to highlight the mergers ability to showcase a climate for justice therefore he will be able to influence the employee's organizational commitment and job satisfaction.

(2)Scott Parker might use Vrooms Expectancy Theory, which also falls under the category of process theories of motivation to convince Mrs. Abravanel to support the merger. This theory states that the motivation of the behavior selection is determined by the desirability of the outcome. In this theory the ultimate goal does not matter, the impact that achieving that goal will have on the individual is what matters. There are three key components as to how an individuals opinion is formed. First, expectancy, does the individual believe that the task can be achieved. Second, valence, is it