Hygiene Theory: Motivation Of Staff

Herzberg showed that to truly motivate an employee a business needs to create conditions that make him or her feel fulfilled in the workplace.

It has been shown that employees who have a high satisfaction rate on the job or with the company that they work for, are less likely to leave the company that they work for compared to those who have a less satisfaction rate (Hellawell, 2012). As mentioned earlier, this would result not only in cost savings, but it would improve the overall relationship between the employee and the company. Employees that are committed and satisfied are not only not going to leave, they would also be able to contribute more and be more effective and efficient.

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Herzberg and his companions’ intention was to increase employees’ satisfaction at workplace in relation to work assigned to them and also to motivate employees regarding their assigned work. Job enrichment was presented by the American psychologist Frederick Herzberg in 1950s. The basic reason of this idea was to motivate employees by providing those opportunities of utilizing their abilities so that productivity and performance of the employees increase and positively impact the organizational environment and smoothing the way for achieving organizational goals. Job enrichment increases job depth, the degree to which employees can plan and control the work involved in their jobs (Eraut 2004; Kayes, Kayes et al. 2005).

Job satisfaction is a very important variable in an organisation as it affects employees’ behaviour and outcomes. (book) There are many factors influencing a person’s job satisfaction such as working condition, motivation and job expectation. Giovanni is experiencing job dissatisfaction for many reasons. Firstly, his expectation of the job in Bathurst Bank is to be appointed to a higher position, in this case is the HR director. Given that the relationship between job expectation and satisfaction is positive (Saleem, Hussain, & Saleem 2012), his working expectation has not been met, so, his satisfaction with the job also decreases. Next, the fact that Giovanni is not chosen to be the new HR director makes him feel like Ingrid failed to notice his talent and contribution to the bank as Ingrid did not make a clear explanation about her decision to Giovanni. Ingrid only focused on how well Giovanni did in his job and compliment him on exceeding his goals but she did not give Giovanni any reasons why she did not let him take on the HR director position and it make Ingrid’s feedback irrelevant to Giovanni in the situation. Through her feedback, Giovanni only sees that he has done a great job but in the end, the outcome is not what he expected. As a consequence, Giovanni thinks that he was not given the position for not being in Bathurst long enough instead of not being skilful enough. Last

212). For workers to be both satisfied and happy with their job, some particular motivation qualities have to be present, such as recognition, achievement, responsibility, and organization’s advancement. Herzberg had added to the list some physical aspects including salary, physical working conditions, benefits, technical quality supervision, challenging, and company policy (Miller, 2006, p. 32-33). The two characteristics sets must be present for employees to be happy, satisfied and deliver their best, their absence could interpret to workers who are unsatisfied, unhappy and unproductive, as it is in Initech. A good example is when Peter tells Bobs “If I work my ass off and Initech ships a few extra units, I don’t see another dime. So where’s the motivation?”

determination and being able to motivate workers are ways and methods I would use in

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

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Herzberg proposes several way to maintain employee’s motivation to continue practicing their specific task. Herzberg proposes one thing called “The motivation to work”. Herzberg did a study where he came to conclude 5 job satisfactions and dissatisfactions. The five satisfaction he found where: achievement, recognition, work itself, responsibility, and advancement (Starling, 2015). If this five satisfaction where introduce in any company or

JLB Enterprises finds itself in a situation that will likely get worse if they don’t address it. Research by Murlis and Schubert for Hay Group (2001) concludes that organizations with less satisfied employees are much less productive. This dissatisfaction can lead to a loss in production and can negatively impact the long-term stability of the company. A company that has dissatisfied employees can have a hard time attracting and retaining good workers.

As mentioned, all is not lost for the managers since they can still impact employee motivation even though they are not thrilled with reference to their benefit plans being changed. The managers can utilize Frederick Herzberg’s satisfiers and dissatisfiers in the job to continue to motivate employees. The five factors associated with job satisfaction

As mentioned, all is not lost for the managers since they can still impact employee motivation even though they are not thrilled with reference to their benefit plans being changed. The managers can utilize Frederick Herzberg’s satisfiers and dissatisfiers in the job to continue to motivate employees. The five factors associated with job satisfaction

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Herzberg’s motivator-hygiene theory suggests that job satisfaction and dissatisfaction are not two opposite ends of the same continuum, but instead are two separate and, at times, even unrelated concepts. ‘Motivating’ factors like pay and benefits, recognition and achievement need to be met in order for an employee to be satisfied with work. On the other hand, ‘hygiene’ factors like; working conditions, company policies and structure, job security, interaction with colleagues and quality of management, are associated with job dissatisfaction.