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Herzberg's Theory Of Employee Motivation

Decent Essays
SUMMARY
Having analysed the above journals, what really motivates an employee to perform? Are those theories appeared to be test-proof as they hypothesised?
Gallagher and Einhorn (1976) stated a simple model as Performance = Ability x Motivation, that shows ability and motivation play their important roles in employee’s work performance. Ability is the physical and intellectual capabilities required of an employee to get a job done; whereas the word “motivation”, as advised by Vroom (1994), is originated from the Latin word “movere”, meaning to move. It is the intrinsic value that drives an employee in getting his job done. When one has high internal motivation, feeling good about oneself is closely tied to how well he or she performs on the job (Hackman & Oldham, 1975). Work motivation is
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As the Herzberg’s duality theory demonstrate simple-general research (1959), but what use is a theory if it is not accurate? Herzberg’s theory asks us to question whether the determinants of job satisfaction lie solely in the job itself (the intrinsic view), or whether satisfaction is the consequence of an interaction between the worker and his/her work environment (Smerek and Peterson, 2007). Findings in Tan and Waheed (2011) and Maidani (1991)’s surveys had showed that both hygiene factors and motivators are sources of satisfactions. On the other hand, the Hackman and Oldham model is basically task oriented, focuses on the job itself. It can be considered as the expansion from the intrinsic motivators that involves elements of job enrichment and job enlargement techniques in skill variety, task identity and task significance. Autonomy and feedback are the two motivating core characteristics found to be motivational contributors. This theory is most useful in carrying out re-design activities (Casey & Robbins,
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