Factors Of The Two Factor Theory Of Motivation

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Motivating the work force can be difficult to achieve and maintain due to all employees are not motived by the same thing. As Ken Sundheim (2013) points out some individuals are motivated by money and time off, while other are motivated by praise and recognition. Motivation is the tool that managers use to energize, direct, and sustain human behavior in the work place (Gomez-Mejia, Balkin & Cardy, 2016).
Many things can increase or decrease the effeteness of motivating employees. According to Fredrick Herzberg the Two Factor Theory of Motivation states for workers to even begin to be motivated her or she must first be satisfied with their job (as cited by Gomez-Mejia, Balkin & Cardy, 2016). The two factors that must be addressed in the work environment are motivators and maintenance factors (Gomez-Mejia, Balkin & Cardy, 2016). According to Gomez-Mejia, Balkin & Cardy (2016) motivator in the workplace are achievement, responsibility, opportunities, recognition and the work employees do. The Second factor of the Two Factor Theory of Motivations is the maintenance factor also known as the hygiene factor (Gomez-Mejia, Balkin & Cardy, 2016). The hygiene factor is the working condition, employee job security, employee benefit, salary’s, policy and the relationship formed with in the work place. (Gomez-Mejia, Balkin & Cardy, 2016).
Furthermore, the correlation of the work place need to meet the basic needs of the employee to ensure motivation can be achieved is supported by the
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