...on two-factor theory. Employees in an organization are either satisfied or dissatisfied with their job based on whether they are motivated or not on their job. However, the kind of motivation employees get determines their output level. Thus, a high level of satisfaction could lead to high output whilst high level of dissatisfaction with the job could lead to low output. However, the opposite of job satisfaction is not dissatisfaction, but rather a simple lack of satisfaction. In the same way, the opposite of job dissatisfaction is not satisfaction, but rather “no dissatisfaction” (Herzberg, Mausner, & Snyderman, The Motivation to Work, 1959). Now, it would interest managers to know the level of employee’s satisfaction and the factor(s) causing such satisfaction/ dissatisfaction. (Herzberg, Mausner, & Snyderman, The Motivation to Work, 1959) proposed that in understanding the relevant attitude of employees, it is possible to best understand such an employee’s motivation to work. That is, if searched by managers, they should get reasonable information on motivation of workers based on the internal concept of attitude which originates from a state of mind. To explain the concept of job satisfaction and dissatisfaction, Herzberg in 1959 developed a theory on job attitudes out of the Maslow’s theory of motivation and called it the two factor theory which he preferred most to call it the motivation-hygiene theory. It is also called “Herzberg's motivation-hygiene theory”...
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...regardless of the reasoning behind the downsizing. Therefore, emphasis on motivating employees before, during and after the process is of utmost importance. The purpose of this paper is to discuss the various motivational methods applied in the downsizing process and the various concepts that support the points addressed by these methods. Motivational Methods Motivating employees is a process requiring a combination of techniques to warrant the maximum number of employees feels motivated and satisfied by their work. One of the biggest challenges to motivating employees is each is different, which is why using a combination of motivational methods and concepts is most beneficial. It is up to the department manager to determine which motivational methods will be the most effective with their present staff. It is important to note, that motivational methods will be used to help prepare staff for the upcoming downsizing, which has not yet occurred. When staff knows cut backs are about to happen, management may find it difficult to motivate them. By using different motivational methods, managers can make an effort to continue motivating employees despite the approaching. Management should consider the following three motivational methods: Herzberg’s two-factor theory, Maslow’s hierarchy of needs theory, and Adam’s equity theory. These...
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...Herzberg's Theory of Motivation The motivation of employees is important to organizations since it is one of several factors that significantly affect the productivity of employees. Raising the level of motivation increases profitability through greater creativity and commitment in employees. Herzberg's Two Factor Theory, also known as the Motivation-Hygiene Theory, was derived from a study designed to test the concept that people have two sets of needs: 1. Their needs as animals to avoid pain 2. Their needs as humans to grow psychologically Herzberg's Study There are two hundred engineers and accountants in Pittsburgh were interviewed. To test the hypothesis, engineers and accountants were interviewed to assess events that led to significant changes in their job attitudes and to determine the factors that caused those changes. Herzberg's study consisted of a series of interviews that sought to elicit responses to the questions: (1) Recall a time when you felt exceptionally good about your job. Why did you feel that way about the job? Did this feeling affect your job performance in any way? Did this feeling have an impact on your personal relationships or your well- being? (2) Recall a time on the job that resulted in negative feelings? Describe the sequence of events that resulted in these negative feelings. RESEARCH RESULTS It appeared, from the research, that the things making people happy on the job and those making them unhappy had two separate...
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...Developing a Motivational Plan Essay Marianne Darquea Grand Canyon University: EDA 575 April 8, 2015 In developing a motivational plan for my school, my leader needs to be aware of Maslow’s Hierarchy of Needs and Herzberg’s Motivation-Hygiene Theory and how they can apply them to the change the behaviors of the stakeholders at my school. In knowing how to use these two theories, which are very similar, my leader will be able to influence and encourage stakeholders to act upon their skills and desires to contribute more for the success of the school and its students achievements. In Maslow’s Hierarchy of Needs, he states that there are five fundamental needs that inspire an individual and they are constructed in steps that a higher need can't be met until the former need is met. The five essential needs are: psychological which are the basic needs such as air, water, food, sleep etc., safety which deals with a secure stability and freedom from fear in the world and they are more psychological in nature, love or belongingness is the desire to belong to groups, families, and an acceptance by others, esteem comes from competence and mastery of a task and the attention and recognition from others, and self-actualization is the desire to become more than what one is, they seek self-fulfillment, inner talent, creativity, and innovativeness. Herzberg goes further by saying that ‘the needs that influence work attitudes can be met intrinsically or extrinsically.’(Udechukwu, 2009)...
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...Effects of Motivational Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y Administrative and Diplomatic Officers Nargess Mottaghi Golshan1, Aznur Hafeez Kaswuri2, Betsabeh Aghashahi3, Muslim Amin4, Wan Khairuzzaman Wan Ismail5 1 International Business School, University Technology Malaysia Abstract. Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors...
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...a need to an extent that will drive them to satisfying it. Some psychologists and business people define motivation as the thing that makes people do something, which usually they will not do. Motivation is a fundamental psychological approach where the management process of inducing employee’s behaviour established on the evidence of what causes people to click (Luthans, 1998). Theories of motivation presume that motivational behaviour happens due to work fulfils their psychological needs or because there appears to be a link between effort and performance and performance and value of outcomes (R. Fincham and. Rhodes 2009). There are two types of motivational theories: content theories, which focus on the specific identity of what it is deep down in an individual or his environment that stimulates and assists behaviour. In addition, process theories that strive to understand how specific variables interact and affect each other to create certain kinds of behaviour. A good example of content theory is Frederick Herzberg’s Two-Factor Theory or Motivation-Hygiene Theory (Herzberg et...
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...rewarded. This makes them satisfied and happy. Motivation encourages the employees to contribute more to the development of an organization despite of being variety of functions and work performed like engineering operatives in the manufacturing section, finance, marketing, sales, information technology or human resources. Kellogg has encouraged everyone to live in a positive way. The Kellogg Company which is the world’s leading producer of breakfast cereals that produces their product in 18 countries and sell them in more than 180 countries have applied the various motivational theories in their organization has gained success in satisfying their employees. Based on Taylor theory monetary reward can be great motivational factor that tends to work with narrow job confined, as it might reduce the quality and increase the productivity which would not make the customer satisfied. Kellogg dint find this motivational theory effective. Another theory which Kellogg adopted is Maslow theory which is based on the human needs which is designed in hierarchy. By offering competitive salaries to employees Kellogg fulfills the basic pshylogical needs for living. The company is committed to provide a safe and healthy work...
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... persistence of effort toward attaining a goal (Pinder, 1998). Motivation is one of the most frequently researched topics in organizational behavior (Latham and Pinder, 2005) and over the years, several theories have been coined and widely used by managers in their organisations. In 1950, 4 theories of employee motivation were formulated and one of them is Herzberg’s Two-‐Factor Theory of Motivation. The Two-‐Factor Theory of Motivation, or motivation-‐hygiene theory, was proposed by Frederick Herzberg in 1959. The theory states that there exist certain job factors that lead to satisfaction while others prevent dissatisfaction. According to Herzberg, the opposite of “satisfaction” is not “dissatisfaction” but “no satisfaction”. Similarly, the opposite of...
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...theories of your choice, explain similarities and the differences between the two theories? Answer: I will use Maslow's and Herzberg's theory of motivation. There are following similarities and differences between these models. Similarities: In a broad sense there are some similarities between Herzberg’s two-factor theory and Maslow’s Hierarchy of need theory which are as under: (i) Both Herzberg and Maslow lay stress on the different needs of the employees. Both can be appropriately classified as content theorists. (ii)In an advanced society, the lower level needs like food and shelter as pointed out by Maslow are all satisfied. As such they cease to be motivators. It is the higher level needs like esteem and self-actualization, which are more important for the purpose of motivation. Similarly, according to Herzberg, hygiene factors like pay, working conditions must be present to provide the necessary environment for motivation. Once this is done, the motivators like advancement, responsibilities go into play and actuate the individual. But it would be wrong to make much of the aforesaid over-all alikeness. Rather it would be doing injustice to the pioneers whose originality and deep insight are well recognized a staircase cannot be equated with a room although basically nearly the same materials may have been used to build both. (b) Difference: Herzberg’s model differs from Maslow’s model in respect of the following: (i) An important point of difference is that the lower level...
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...Everest University Online The three motivational theories that I chose for this assignment are: Maslow’s hierarchy of needs theory, Herzberg’s two-factor theory and expectancy theory. I chose these three because throughout my studies in business administration these three motivational theories are the ones that I can mostly identify with. As it is well known, everyone has their own unique motivational factors that drive them; I have found that it is usually one of these three that most people identify with. Maslow’s hierarchy of needs theory which was originated by Abraham Maslow in 1943 is represented as a five level pyramid. This motivational theory in psychology maintains that while all people aim to meet certain basic needs, there are still other higher needs that are represented in that pyramid that they also wish to successfully accomplish. These needs are: physiological, safety, belongingness, esteem and at the very top, self-actualization. (Hegar, 2012, p. 56). The two-factor theory, also known as Herzberg’s motivation-hygiene theory, argues that there are factor in the workplace that causes job satisfaction. It also maintains that there are factors in the workplace that causes job dissatisfaction. Frederick Herzberg, the developer of this theory contends that job satisfaction and job dissatisfaction act independently of each other. Herzberg called the factors associated with negative feelings hygiene factors. He called the factors associated with positive feelings...
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...Topics: A. Barriers To Need Satisfaction B. Herzberg’s Two Factor Theory Of Motivation A. Barrier -A natural formation or structure that prevents or hinders movement or action ← What are the things that make you dissatisfied? It can be: - Personal Characteristics - Social and Interpersonal - Environmental or Situational - Perceptual/Behavioral - Financial B. Herzberg’s Two Factor Theory Of Motivation Frederick Herzberg, a clinical psychologist and pioneer of “job enrichment,” developed his motivation theory during his investigation of 200 accountants and engineers in the USA. ← Herzberg showed that satisfaction and dissatisfaction at work almost always arose from different factors ← According to him, Man has two sets of needs: ◦ As an animal to avoid pain; and ◦ As a human being to grow psychologically Two Factor Motivational Theory ← According to this Theory People are influenced by two factors: ◦ Hygiene factors are needed to ensure an employee does not become dissatisfied. They do not lead to higher levels of motivation, but without them there is dissatisfaction. Examples of “Hygiene” Needs or Maintenance Factors ✓ The organization, its policies & administration ✓ Kind of supervision (leadership & management, including perceptions) ✓ Relationship with supervisor ✓ Work conditions (including ergonomics) ...
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...a “hygiene factor”. Critically evaluate his position drawing on your understanding of what motivates individuals and groups.” This assignment will look at the origin of Herzberg’s theory, those who agree with Herzberg’s two-factor theory and those that disagree with his two-factor theory. The assignment will look into what motivation means to individuals, and how motivation creates job satisfaction. It will then be possible to evaluate the relevance of Herzberg’s and how relevant it is to all individuals. Herzberg carried out a survey interviewing 200 Engineers and Accountants from Pittsburgh in the 1950’s. From his findings he came up with the two-factor motivation theory which consisted of motivational factors and hygiene factors. Both factors affect motivation in the workplace, but are very different and are completely unrelated. “Motivators refer to factors intrinsic within the work itself like the recognition of a task completed” (Tietjen & Myers, 1998) while “hygiene factors tend to include extrinsic entities which do not pertain to the worker’s actual job” (Tietjen & Myers, 1998). Motivators make the employee content and when they are present they increase job satisfaction. They were named intrinsic factors as they are factors that are related to the job itself. Hygiene factors do not make the employee happy when they are present but they do dis-satisfy when they are not present or are in shortfall, the hygiene factors were named extrinsic factors as they...
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...employers can improve retention rates and decrease the associated costs of high turnover. How To Increase Employee Retention | | | Companies have now realized the importance of retaining their quality workforce. Retaining quality performers contributes to productivity of the organization and increases morale among employees. Four basic factors that play an important role in increasing employee retention include salary and remuneration, providing recognition, benefits and opportunities for individual growth. But are they really positively contributing to the retention rates of a company? Basic salary, these days, hardly reduces turnover. Today, employees look beyond the money factor. | employee retention can be increase by inculcating the following practices: 1. Open Communication: A culture of open communication enforces loyalty among employees. Open communication tends to keep employees informed on key issues. Most importantly, they need to know that their opinions matter and that management is 100% interested in their input. 2. Employee Reward Program: A positive recognition for work boosts the motivational levels of employees. Recognition can be made explicit by providing awards like best employee of the month or punctuality award. Project based recognition also has...
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...1. According to Maslow's hierarchy, which basic needs did Shank's old boss fail to meet? Explain why the needs have not been met. What could be done to meet these missing needs? a. Maslow’s motivational theory is has five levels of needs that is required for human beings; those need are for survival and motivational reason. Shank’s old boss failed to meet the basic needs of belonging, esteem and self-actualization (which all for the most are physiological needs). The boss made shank feel like she was not of use, there was no need for her presence there and that she was replaceable. She no part of decision making or was she given a chance to show improvement or even learn anything. Shanks boss never even took the time to even look at the detail of shank’s work and this did not motivate her to even do better than what she was doing already, this affected her self-esteem. Her needs were not met due to her manager attitude towards her, there should be set time for work review and quality checking. The manager should be the worker number one coach; give feedback, and compliment. Motivates the employer to wk. up in the morning and come in to work. Set task, projects that will involve everyone and challenge their skills. Also an open door policy should be done... 2. Use the Expectancy Theory and/or the Equity Theory of motivation to explain how feeling underpaid might affect the work of a Flight 001 associate and what a manager can do to increase the employee's...
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...Motivational Method Motivation is the key element in a workplace and it is extremely important to know the theories, methods, and applications associated with motivation. Motivation is a necessary skill for future managers and leaders as it is used to motivate employees to work more efficiently. Researching the different motivation methods has brought the realization of just how important motivation is in the workplace. For most managers, motivating their employees is a key issue. In today’s work force, managers are inclined to pay special attention to their employees. They also pay attention to motivates them to perform at a higher level. Not every individual works in the same manner or needs the same motivation. This paper will look at the different characteristics of professional workers and lower-level contingent workers. Also addressed in this paper will be the different motivational approaches that are used by managers today towards these two groups. Finally, by applying a set of motivational theories, this paper will attempt to explain why managers should apply different methods to each of these groups. There are many questions facing managers about motivation; questions such as how does motivation work, when to apply motivation, and whom to apply motivation techniques to. Motivation reflects how innovative and productive jobs are achieved within work organizations. Because motivation influences productivity, supervisors need to understand what motivates employees...
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