According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. These do not lead to positive satisfaction for long-term. These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction.
HR Assignment Help writing review analysis: The two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead to satisfying workers in the work environment.
On the other hand, motivators are the factors that are related to the nature of the job and play a significant role in providing satisfaction among workers and leading to higher level of motivation Bassett-Jones and Lloyd The thesis statement for the paper is: The strengths of the article are as follows: Extensive coverage of the basis of motivation theory The article has covered the formation of the motivation theory and related literature in extensive manner so as to understand the scenario 50 years earlier when the theory was first framed.
Earlier, organizations remained competitive without requiring high level of creativity or innovation due to emphasis on mass production of goods and services. Identification of movers and motivators The study identifies movers and motivators on the basis of the work suggestion schemes and ideas contributed by employees.
Movers have an association with the desire of winning rewards and gifts, while motivators relate to the sense of achievement. They also have the desire to bring improvement in the success of the organization as well as save the money of the employer.
Relationship with the line manager is not a motivator. There is no need of recognition by the manager when it comes to motivating contributors.
However, it is a major hygiene factor in the context of contemporary business environment as there is negative impact of poor perception of line manager by the employees.
It is a strong point in terms of identifying factors for motivators and movers to contribute in work suggestion schemes. It has also been supported in the study by Daartey-Baah and Amoako where it is stated that managers play a significant role in creating satisfaction among employees.
It is considered as a hygiene factor and managers should work in direction of creating satisfaction among employees by providing proper working conditions. There can be other events that can affect the motivation and movement of employees, that are not discussed in the article, such as suiting the special needs of employees and blending both hygiene and motivating factors for the efficiency and effectiveness of the work of employees as well as the organization concerned Bassett-Jones and Lloyd Additionally, the article does not take into account the consideration that has an association with the social desirability and ego defense bias.
There is also no consideration of the attribution of emotion of employees to certain events that occurred in the past. The focus is on just one event- contribution to ideas by employees in the organization.
There should be adequacy of the hygiene factors and managers must ensure that employees are motivated to work by giving opportunities, recognition, job enrichment, and utilizing their capabilities to the maximum possible level.
It is essential to understand what motivates workers to give their best at the workplace. Employees rate factors related to motivation higher than those related to hygiene in the work setting.
However, neither the hygiene factors alone nor the motivator factors alone can contribute significantly to remove the dissatisfaction on the whole.The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.
The main focus of this paper, however, is on Herzberg’s theory of motivation. 75 Tan Teck-Hong and Amna Waheed Herzberg’s motivation-hygiene theory, also known as the two-factor theory, has received widespread attention as having a practical approach toward motivating employees.
Assignment Samples & Case Study Review Sample: The biggest assignment sample database – Chat with caninariojana.com Experts to get your own custom made paper!
Herzberg’s two-factor theory of motivation & Organization culture However, it is a major hygiene factor in the context of contemporary business environment as .
To apply the theory, you need to adopt a two-stage process to motivate people. Firstly, you need to eliminate the dissatisfaction they're experiencing and, secondly, you need to help them find satisfaction. This lesson describes Frederick Herzberg's two-factor theory, which is based on the idea of how hygiene factors and satisfiers or motivators are used to provide satisfaction to employees in work.
Published: Wed, 10 May Herzberg proposed the Motivation-Hygiene Theory, also known as the Two factor theory () of job satisfaction. According to his theory, people are influenced by two factors: Satisfaction, Which is first and foremost the result of the motivator factors; these factors help magnify satisfaction but have slight effect on .