In this example, the employee initially did not have all the facts regarding his coworker. Without that knowledge, he took it upon himself to make things "equal." This decision, however, is detrimental to the employee and the organization. Having all the facts could have avoided the situation. Rewards at any level within a company structure play an incredibly important aspect in retaining and developing employees. Surface value of a reward to an employee is it subjective meaning or worth. Symbolic value of a reward to an employee is it subjective and personal meaning or worth. The moment the manager was able to explain and provide factual information about his coworker, the employee's attitude completely changed. The manager further explained that work-life balance was important as well. He made this clear by stating that this coworker puts in 50 hours in a 40-hour work week. The employee's perceived inequity is based on his belief that he was being treated unfairly compared to his coworker. All he sees is that they were both hired at the same time. Without background knowledge, he perceived himself as being mistreated by the company. All levels of federal, state, and local government provide their salaries, incentives