Herzberg Two-Factor Theory Essay

In any case, a general notion can be drawn that the the motivator factor are measured in different terms. The Sales staff aggressively pursues more sales opportunities because its success, feeling of achievement and the large financial incentive depend on their individual performance. This does not exist in Marketing as the feeling of achievement or the vague bonus scheme depends on the company’s performance rather than individual success. Furthermore, the hygiene factors such as pay policy, supervision style, social status and working condition seem to play significant role in Pluto Telecommunications. These hygiene factors in Sales department create job satisfaction as the sale staff is well paid, with greater autonomy in making decisions, high social status awareness and self –esteem. Yet, these factors, up to certain degree do, not play important role for Marketing. Therefore, it is essential to understand what and how motivates people.

Theodor Seuss Geisel, or as we all know him Dr Seuss, is one of the most known children's book authors to go down in history.

According to Herzberg two factor theory there are “two issues that play an important role in the workplace experience: hygiene factors and motivational factors”( Fischer and Baack, 2013 ). Hygiene factors contains wages, hours, working conditions and relationships with supervisors. Motivational factors consist of achievements, recognition, actual work or job, responsibility, and the chance for advancement or growth, and relationships with peers. Herzberg states that a person is either satisfied and driven or unfulfilled and

Based the Hertzberg’s Hygiene and Motivating theory, the author of this article collects data showing that the incomplete motivators may be the reasons why the workers and employees are not satisfied at work and decide to leave and emigrate. Data also show that opinions concerning hygiene and motivating factors are very different amongst the employees with different age, educational level and work position. In general, Almonaitiene’s research matches Hertzberg’s dual factor theory. In order to retain employees, employers need to find out what are the hygiene and motivating factors for different employees. This research helps my essay in small business motivation issues and provide suggestions on motivating factors in small businesses.

An Organization’s productivity and efficiency depends to a large extent on what employees think or perceive about their organization. It is a well-known concept that “If you keep your employees happy, they will make your customers happy”. So to make them happy or motivated, challenging jobs, tasks, assignments are to be provided along with better or superior environment to excel in. As a result, we can have two benefits; on one hand it will enhance the employees’ job experience and on the other hand organization’s productivity will increase. Turnover and absenteeism will be low, employee commitment will be high. In short, job satisfaction and dissatisfaction play a major role behind overall employee motivation. Herzberg’s Motivator-Hygiene

Herzberg’s Motivation-Hygiene Theory- a theory that explores factors associated with satisfaction or dissatisfaction in the workplace (Bell et al., 2014).

Maslow’s study of the needs hierarchy led to Frederick Herzberg’s theory, Two-Factor Theory. Herzberg researched focused on employee’s attitudes and motivation. He determined that there are two factors of motivation. The first set (hygiene factors) relates to the employee's need for fair treatment in compensation, supervision, and working conditions (Dictionary of Human Resource Management, 2001). If these are not met, employees feel dissatisfied. Herzberg second set of needs, (motivator factors) identify personal growth and capacity development on the job, (promotion, achievement, responsibility, etc.) must be met for employees to experience job satisfaction. Distinguishing between these two sets of factors is important because it means that different factors are responsible for job satisfaction and job dissatisfaction (Dictionary of Human Resource Management, 2001). Herzberg believed that motivation increases when one combines pay (extrinsic factor) with a motivator such as challenging work (DuBrin, 2007). This theory has led people to understand that money will not always be the best motivation.

According to Herzberg, individuals are not satisfied with lower-order needs at work, for example, those associated with minimum salary levels or safe and pleasant working conditions. Theses individuals look for the gratification of higher-level psychological needs such as achievement, recognition, responsibility, advancement, and the nature of the work itself. Motivation-hygiene theory, based on the presence of one set of job characteristics or incentives lead to worker satisfaction at work, while another and separate set of job characteristics lead to dissatisfaction at work. Moreover he found that job characteristics related to what an individual does is the nature of the work he performs, having the capacity to gratify such needs such as achievement, competency, status, personal worth, and self-realization, leading to satisfaction. However, the absence of such gratifying job characteristics does not lead to dissatisfaction. Instead, dissatisfaction results from unfavorable assessments of such job-related factors as company

The two-factor theory by Frederick Herzberg was based how the employees themselves felt about their jobs. The two factors are the hygiene factor which had to do with the working environment and the motivator factor which is linked to an employee's performance. These factors are not best applicable to a sales force as they are usually goal orientated and look for set objectives.

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Herzberg’s two factor theory of motivation at the workplace shows the difference between two factors of motivation. The two factors being satisfiers, which are the main causes for job satisfaction (motivation), from hygiene factors which are the main causes for job dissatisfaction (demotivation to stay in the job). Examples of motivating factors are achievement, recognition, responsibility and the work itself. Hygiene factors include: working conditions, salary, relationship with colleagues, supervision, etc. An organisation needs to influence satisfiers through performance management using range of tools such as: job descriptions, supervision, performance appraisals, continuous development/training, rewards and career development.

Frederick Herzberg’s two factor theory and work Motivation: This second management theory proposes that workers are mainly motivated through interesting, yet internally and emotionally motivating work. Factors such as wages and salaries need to be competitive and substantial enough, which in various events is not prompting certain MBA students to contest Herzberg’s’ affirmation however, as observed, once lower-order needs, such as cognitive, safety, and the need for relatedness and belongingness are met, challenging and interesting work motivates the

Employees, the most fundamental components of organizations, are vital resource for improving enterprises’ market competitiveness if they are satisfied and loyal to their jobs. However, many Chinese stated-owned enterprises didn’t realize that they need employees to success. The above-mentioned phenomenon might arise in lack of motivation both in hygiene factors and motivation factors that proposed by Herzberg (1959).

Geoffrey Chaucer, in his novel Canterbury Tales, characterizes twenty four pilgrims on their journey to Canterbury. Ranging from knights to aristocrats to the trade class , the descriptive passages depict his opinions on each traveller. These characters in turn reflect Chaucer’s criticism and attitude towards medieval society, an example of social commentary. One character specifically used to reflect Chaucer's views on Scottish culture, the lower class, and corrupt businessmen is the Miler. In the general prologue, Chaucer reveals an overall negative opinion towards the Miller’s appearance and actions, reflecting his disappoint with aspects of the Middle Ages.

This study, reflecting the high tech boom times of the late 1990s, implied that demand for talented employees exceeded the available supply, thus leading to the issue of talent scarcity. Various human resource professionals as well as consultants identified the necessity of this movement; therefore several studies were carried out in the following years by several human resource professionals and management specialists to ascertain and minimize talent scarcity within