...satisfaction and patient satisfaction.1 Family physicians who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. What's more, physicians may even discover that by creating a positive workplace for their employees, they've increased their own job satisfaction as well. KEY POINTS: • Employee satisfaction affects every aspect of a medical practice, from patient satisfaction to overall productivity. • Frederick Herzberg theorized that employee satisfaction has two dimensions: “hygiene” and motivation. • Hygiene issues, such as salary and supervision, decrease employees' dissatisfaction with the work environment. • Motivators, such as recognition and achievement, make workers more productive, creative and committed. Herzberg's theory In the late 1950s, Frederick Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: 1. Think of a time when you felt especially good about your job. Why did you feel that way? 2. Think of a time when you felt especially bad about your job. Why did...
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...What is job enrichment? What are the benefits of a job enrichment program? Are there disadvantages to enriching jobs? In this lesson we'll discuss what job enrichment is, how to do it, and the good and bad of modifying jobs in your organization. What Is Job Enrichment? Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work. The concept is based on a 1968 Harvard Business Review article by psychologist Frederick Herzberg titled 'One More Time: How Do You Motivate Employees?' In the article, Herzberg stated that the greatest employee motivators, based on several investigations, are (in descending order): achievement, recognition, work itself, responsibility, advancement, and growth. To improve employee motivation and productivity, jobs should be modified to increase the motivators present for the employee. To make this concept more usable, let's imagine you are a company manager and want to increase the satisfaction of your staff. As you walk through the process of job enrichment, you'll need to keep in mind these goals: Reduce repetitive work. Increase the employee's feelings of recognition and achievement. Provide opportunities for employee advancement (i.e. promotions into jobs requiring more skills). Provide opportunities for employee growth (i.e. an increase in skills and knowledge without a job promotion). Why Enrich Jobs? The purpose of job...
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...Frederick Herzberg’s paper, “One More Time”, addresses the issue of what motivates employees. He discusses motivating employees through a KITA approach and through job enrichment. Additionally, he outlines the significance of job enrichment and how to implement the concept in an organization. I found Mr. Herzberg’s paper intriguing. Usually I find psychological theories to be inconclusive and not applicable to all groups of people. However, Mr. Herzberg does not make any bold claims about his theory he just points out that job enrichment is often overlooked, and when added to other benefits employees are substantially more motivated than other employees in the control group. I liked looking at the exhibit #1 on pg. 170. It’s weird to think about all the factors that go into job satisfaction. Generally, I just think about the salary and the job atmosphere, but when I really think about it I want all the six factors listed for extreme job satisfaction. The feeling of accomplishing a long project and being recognized for it is extremely rewarding but a lot of the time we take it for granted. I loved Mr. Herzberg’s quote: “In attempting to enrich certain jobs, management often reduces the personal contribution of employees rather than giving them opportunities for growth.” Rewarding a successful project with praise and increased responsibility would highly motivate me to work harder to move up in salary and job position because there are opportunities for advancement. A lot...
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... * Sports * Business * Entertainment * Lifestyle * Jobs * Cars * Real Estate Small Businessby Demand Media * Accounting & Bookkeeping| * Advertising & Marketing| * Business Communications & Etiquette| * Business Models & Organizational Structure| * Business Planning & Strategy| * Business Technology & Customer Support| * Business & Workplace Regulations| * Finances & Taxes * |More » 1. Small Business > 2. Managing Employees > 3. Jobs Dimensions of Job Satisfaction by Catherine Lovering, Demand Media Employees do not derive job satisfaction from high pay alone. In the 1950s, motivation theorist Frederick Herzberg divided the elements required for job satisfaction into two dimensions: hygiene and motivators. In short, the environment has to be positive and the job has to be a good fit. In the decades since Herzberg's study, employee surveys have confirmed employees' ownership of their jobs and tangible company benefits are as important to satisfaction as a big paycheck. Ads by Google Training Materials Soft skills training materials to teach soft skills training courses. corporatetrainingmaterials.com Hygiene Hygiene refers to working environment. While this dimension does not in and of itself create job satisfaction, it's a prerequisite to satisfaction occurring. Work environment involves all of the administrative aspects of an organization...
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...Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory Tomala Lewis PSY/320 6/5/2010 Angelica James Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory I agree with Mr. Frederick Herzberg’s two factor theory 100% and without any shadow of a doubt. There is no way any small business or large company can succeed, grow and continue prosperity in the future without the two factors Herzberg theorized. The first of two factors believed by Herzberg is Hygiene factors; Hygiene factors are based on the need for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include company policy and administration, wages, salaries, and other financial remuneration, quality of supervision, quality of inter-personal relations, working conditions, and feelings of job security. The second factor believed by Herzberg is Motivator factors. Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors are status, opportunity for advancement, gaining recognition, responsibility, challenging and or stimulating work, and a sense of personal achievement & personal growth in a job. The need for a business to run efficiently...
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...In: Business and Management Motivation Concept Analysis Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory Tomala Lewis PSY/320 6/5/2010 Angelica James Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory I agree with Mr. Frederick Herzberg’s two factor theory 100% and without any shadow of a doubt. There is no way any small business or large company can succeed, grow and continue prosperity in the future without the two factors Herzberg theorized. The first of two factors believed by Herzberg is Hygiene factors; Hygiene factors are based on the need for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include company policy and administration, wages, salaries, and other financial remuneration, quality of supervision, quality of inter-personal relations, working conditions, and feelings of job security. The second factor believed by Herzberg is Motivator factors. Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors are status, opportunity for advancement, gaining recognition, responsibility, challenging and or stimulating work, and a sense of...
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...One More Time– How Do You Motivate Employees? Bill Hackos and JoAnn Hackos Comtech Services, Inc. www.comtech-serv.com © 2003 Comtech Services, Inc. One More Time: How Do You Motivate Employees? • Frederick Herzberg – • Harvard Business Review • January–February 1968 2 Most popular reprint in HBR history • Re-run in HBR in September–October 1987 • Re-run again in HBR in January 2003 3 Motivation by KITA • KITA = Kick in the pants (1968) • KITA = Kick in the ass (1987, 2003) 4 What is KITA? • Negative KITA • Motivation by punishment— • A push 5 Negative physical KITA • 50 lashes • Two weeks in the brig 6 Negative psychological KITA • Move to undesirable office • Stop speaking to subordinates • Threaten termination •… 7 What is KITA? • Positive KITA • motivation by reward— • pull 8 Positive KITA • Reducing time spent at work • • • • • Comp time Time off as a reward Recreation programs Sabbaticals Cruises 9 Positive KITA • Compensation • • • • • • Pay Increases Stock Options Bonuses Commission Incentive 401K contribution 10 Positive KITA • Benefits • • • • Health insurance Free food Limited work week Work at home •… 11 Positive KITA Human relations training • Supervisors trained in psychological approaches to management 12 Positive KITA Sensitivity training • Supervisors trained to be sensitive to the needs of their subordinates 13 Positive KITA Communication • Training...
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...Work Based Assignment – M3.12 motivating to perform in the workplace By Ron Brown The value of assessing performance At MPL it is mandatory that each individual takes part in the appraisal system. An appraisal template form is first filled in by the individual’s manager, and a meeting time and date is planned. There are sections on the form for contributions by either manager or appraisee – either can add information before the meeting. In the meeting, the previous appraisal will be studied. A discussion will occur on whether last year’s objectives and training plan were met and what future objectives and training needs the individual should pursue. The appraisee can bring up any issues, and suggest themselves what they may want to achieve this year. Once the objectives and training are agreed, a plan is written up. The appraisee gets a copy and the manager will file one away. This system is repeated every 6 months. When assessing individuals in the workplace, there are 2 different methods used. Informal assessment: This kind of assessment is mostly based on how you perceive the individual. It isn’t based on facts and figures but more about how well you think the individual is doing. Some examples of that are: Walk around and watch them – As a section leader you can get a good idea of how well your staff are doing just by watching them. Do they work quickly? Do they work efficiently? Do they have good accuracy? Do they get on well with the team? Do they look...
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...Use the theory of Maslow or Herzberg to explain the decrease in employee motivation following the takeover. What steps might management take to re-establish high employee motivation? Motivation is a "needs-led" process determined through a basic process of an unsatisfied need or urge which leads to tension, further leading to search behaviour and finally leads to either need satisfaction or further search. However in practice the process is more complex than presented as sometimes multiple needs are needed at the same time as well as conflicting needs. Frederick Herzberg developed a theory on motivation during the midst of the 20th century which is most commonly known as the "dual factor theory". This is generally used when investigating motivation in organisations. His study was based on a survey of a study of 203 people across the 2 professional groups of engineers and accountants at Pittsburgh University, where they were asked to recall times over the previous year when they felt "exceptionally good" and "exceptionally bad" and their explanation for each case. From this study he identified two distinct list of factors that altered their motivation. These lists were a set of factors which cause satisfaction and dissatisfaction with both lists being mutually exclusive. The factors of satisfiers or Motivators, which are understood to yield a real sense of motivation in employees, are ordered in a list increasing in frequency beginning with a sense of personal achievement...
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...JOB ENRICHMENT I-Job enrichment Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as 'vertical loading' of a job, while job enlargement is 'horizontal loading'. An enriched job should ideally contain: • A range of tasks and challenges of varying difficulties (Physical or Mental) • A complete unit of work - a meaningful task • Feedback, encouragement and communication In contradict to job simplification, job enrichment, whose definition is “an attempt to motivate employees by giving them the opportunity to use the range of their abilities”, provides employees who want promotion with the chance to develop their skills and abilities in varityped jobs. Need to be distinguished from job enlargement, the goal of job enrichment is not merely to make the jobs more varied, it allows promotion-seekers to experience with the techniques to make every single employees a manager. The employee will be able to design his own working style, like what to do first and what can wait. II-Techniques Job enrichment, as a managerial activity includes a three steps technique. 1. Turn employees' effort into performance: • Ensuring that objectives...
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...together build enthusiasm, are as follows: 1. Equity/Fairness – People want to be treated fairly at work. 2. Achievement – People want to do important, useful work, and be recognized for this. 3. Camaraderie – People want to enjoy good relationships with their co-workers. Factor One: Equity/Fairness People are motivated by fair treatment, and they want their company to provide basic conditions that respect their physiological, economic, and psychological needs. Equity and fairness would consider physical working conditions, job security, the amount of work expected, compensation, communication, favoritism, and the consistency of management's actions and words. The equity factor is very similar to the hygiene factors described by Frederick Herzberg in his Motivation-Hygiene Theory Factor Two: Achievement People want to be proud of their work, and they want their achievements to be acknowledged. They also want to feel proud of what the organisation as a whole achieves. The individual’s performance and motivation can depend on type of feedback they received, how participative their work environment was, whether adequate resources were provided, and how proud they were of their company. Individuals would also expect to be provided with fair compensation, summarised below • Competitive wages, and keep up with inflation. • Include some variable pay (bonuses) for performance. • Allow workers to share in company success through stock ownership or other profit-sharing programs ...
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...The ideas of the classical theorists, particularly those of bureaucracy and scientific management, are generally considered as rather old fashion and out of date, and of little relevance to work and organization today. Is this really the case? The classical theory is the earliest form of management that perceived that a set of universal principles would apply to all the organizations in all situations to achieve efficiency and organization's goals. Scientific management and bureaucratic theory were one of the several components of the classical school of organization. Important pioneers among them are Frederick Taylor and Max Weber. The classical theories have been contested of little relevance to work and organization today simply because today’s organizations have moved from industrial revolution to the information age due to the fast-paced change in technology (Toffler, 1984). Although bureaucracy has been synonymous to red tape and has negatives effects such as “rigidity, alienation and low commitment” (Adler, 1999, p.37) and dehumanizing people (Grey, 2009), the characteristics of bureaucracy such as specialization, hierarchy of authority, system of rules and impersonality (Stewart, 1986) as well as evidence of ongoing existence of this management method, bureaucracy is proved to remain noteworthy. This essay will examine the situation presented in organization today, and determine whether bureaucracy and scientific management can be considered as old fashioned,...
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...Reframing at the Movies: Office Space The movie Office Space, examines and critiques various organizational practices in our society. It is a story about work life and the effects of bad management on the morale of the workers. It is set in a high-tech company and the central character is a technical professional in the organization who has no motivation or passion for his job. Pete works at Initech, a software company. His job consists of sitting in a cubicle crunching numbers all day long, which is enough to make anyone go crazy. Office Space depicts an oppressing, unsatisfactory view of the working world in an attempt to demonstrate unhealthy and ineffective practices that many businesses and organizations utilize. While many elements in Office Space are ridiculous and exaggerated, many ring true with experiences shared by anyone who has worked in a managed organization. By presenting the daily horrors that such organizations can create, the film serves as an ideal of what a successful organization ought to avoid. In the movie, power is extremely centralized at Initech with Bill Lumbergh at the top of the ladder. The employees work in tiny cubicles that block their view of the windows, thereby eliminating outside distractions. The copy machine never works, their supplies (i.e. the staplers) are constantly being replaced with lesser-quality brands, and poor Milton is repeatedly forced to move desks, eventually ending up in the basement alongside the cockroaches. Furthermore...
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...JFT Task 1 Lisa R. Green A1. Bill Bailey Inspiration is the mental fortitude that drives one to succeed at a targeted objective. Inspiration is derived socially, behaviorally, and physiologically. Mr. Baily can employ a goal setting theory during the proposed merger between the Utah Symphony and the Utah Opera. Edwin Locke, who is a leading authority on the goal setting theory, along with his associates defines a goal as what an individual is trying to accomplish. (Kreitner & Kinicki, 2010) Goal setting has four motivational characteristics which are the following: 1. Goals direct attention- Goals direct one’s action toward objective relevant activities instead of activities that would delay you from reaching your goal. Goals force you to set priorities. 2. Goals regulate effort- Goals force us to meet deadlines and at accordingly within time frames established. 3. Goals increase persistence- Goals motivate people to work harder and pay more attention to the objective ahead. Goals encourage acting according to priorities set. 4. Goals foster the development and application of task strategies and action plans- Goals encourage you to make decisions, plans, and priorities based on meeting certain established objectives. . (Kreitner & Kinicki, 2010) Mr. Baily can view the merger as a goal and persuade the remaining representatives that the merger will have a positive end result rather than a negative one. Mr. Baily needs to put a specific...
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...Loving one’s job: What it means for employees today Loving one’s job: What it means for employees today INSIDE THIS ISSUE The most recurrent factor in our answers is the opportunity for advancement. Regardless of the interviewee’s field of work, this category was present. We can safely say that it is strong motivator. Since only two people did not mention money as one of the primary factors in choosing one’s job, we began to think that there was a possibility that the opportunity for advancement might not only be the need for recognition and accomplishment, but also for the need of a higher salary. If opportunity for advancement is a desire for a high salary, doesn’t it imply that money is a motivator? Further questioning and studies in that area could be interesting. So, is the desire for advancement a motivator or a hygiene factor? Hertzberg would mark it into hygiene, however opportunity for advancement may also translate into a desire for a bigger salary. To put it into layman's term: “It’s okay if my salary is small now, because if I advance on the social ladder, it will get bigger!” So even though employees are ready to sacrifice their desire for money at the present time, it doesn’t mean they do not aspire for it. Herzberg’s studies are valid, but other opinions must be taken into consideration. The most recurrent factor in our answers is the opportunity for advancement. Regardless of the interviewee’s field of work, this category was present. We...
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