1. Organizational behavior is typically categorized and studied based off three key themes; personal/behavioral, interpersonal, and environmental. Factors that contribute to the personal/behavioral lens include communication, performance appraisal, jobs, organizational design, work design, and organizational structure (Weisberg, 2016). Similar to the personal/behavioral lens, the interpersonal lens also regards factors such as communication and organizational design. But, rather than being applied to the individual themselves, as in the case of the personal/behavioral lens, the interpersonal lens relates these factors to the relationships and communications between two different individuals or a group of individuals. The third theme, the …show more content…
The Two-Factor Theory addresses work conditions and how they relate to an employee’s experience. This theory is comprised of a hygiene factor and a motivation factor. Hygiene factors are what we expect in any decent job, they help to avoid job dissatisfaction. They include company policy and administration, supervision, interpersonal relations, working conditions, salary, status, and security (Weisberg, 2016). Motivation factors increase job satisfaction, and improve general working conditions. They include achievement recognition, the work itself, responsibility, advancement, and growth (Weisberg, 2016). McGregor’s Theory X and Theory Y address the different management styles that may need to be used in the workplace, because one management style that motivates one individual may not motivate a different individual. Theory X represents “a set of assumptions of how to manage individuals who are motivated by lower order needs” (Weisberg, 2016). Those individual’s who fall under Theory X tend to be dependent upon others and lack leadership and responsibility. Theory Y represents “a set of assumption of how to manage individuals who are motivated by high order needs” (Weisberg, 2016). Those individual’s who fall under Theory Y tend to be independent, self-motivated, and responsible. Motivational theories help employer’s to better understand and classify their employee’s based on what motivates them to perform in the
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.
Kreitner, R., & Kinicki, A. (2013). Organizational behavior (10th ed.). New York, NY: McGraw-Hill/Irwin. Retrieved from
John Molson School of Business Department of Management Comm 222: Organizational Behaviour and Theory Winter 2013 General Information Comm 222 Section E Class times: Monday & Wednesday 8:45 – 10:00 Class location: MB 3.430 Credits: 3 Instructor:
Kreitner, R., & Kinicki, A. (2013). Organizational behavior (10 ed.). New York, NY: McGraw-Hill/ Irwin. .). Retrieved from http://gcumedia.com/digital-resources/mcgraw-hill/2013/organizational behavior_ebook_10e.php
Kinicki, A., & Fugate, M. (2016). Organizational Behavior: A Practical, Problem-Solving Approach. New York, NY: McGraw-Hill Education.
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
Kinicki, A., & Fugate, M. (2016). Organizational behavior: a practical, problem-solving approach. New York, NY: McGraw-Hill Education.
According to Bateman & Snell (2009), Motivators to employee job performance are centered on extrinsic and intrinsic rewards. Extrinsic rewards are characteristics of the workplace that attract and retain people. They revolve around organization and management policies, working conditions, pay, benefits, and other so-called “hygiene” factors. Intrinsic rewards are motivators that provide employees personal satisfaction in the performance of their jobs such as opportunities for personal and career growth, recognition and the feeling of achievement in the successful completion of a task. (p. 486). Herzberg’s two-factor theory suggests
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River,
Intrinsic factors, such as achievement, recognition, the work itself, responsibility, advancement, and growth seem to be related to job satisfaction. When respondents questioned felt good about their work, they tended to attribute those factors to themselves. On the other hand, when they were dissatisfied, they tended to cite extrinsic factors such as company policy, administration and supervision. Herzberg deduced from these experiments that the opposite of satisfaction is not dissatisfaction, as was believed. He found that removing dissatisfying characteristics from a job does not necessarily make the job satisfying. He thus proposed a dual continuum, where the opposite of satisfaction would be no satisfaction and the opposite of dissatisfaction would be no dissatisfaction (Robbins,1993) According to Herzberg’s two-factor theory of motivation, organizations cannot begin to motivate employees until that which dissatisfies them has been removed. Hygiene Factors such as salary, working conditions and supervision are not motivators even when they are being met. Other types of hygiene factors include, company policy, poor interpersonal relations and job security. The meeting of lower-level needs of employees is not motivating, but can have a de motivating impact if not met. True motivation only kicks in when an employee’s higher-level needs are met (La Motta,
Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior (14th Edition). Boston, MA: Prentice Hall.
10. McGregor’s Theory X and Theory Y • Taught psychology at MIT. • At Antioch College, McGregor found that his classroom teaching of human relations did not always work in practice. • From these experiences, his ideas evolve and lead him to recognize the influence of assumptions we make about people and our managerial style. Content Theories of Motivation McGregor‟s Theory X and Theory Y – Theory X • Assumes that workers have little ambition, dislike work, avoid responsibility, and require close supervision. – Theory Y • Assumes that workers can exercise self- direction, desire responsibility, and like to work. – Motivation is maximized by participative decision making, interesting jobs, and good group relations.
He asked them what they liked and disliked about their jobs and the reason why. Hertzberg set the results into two categories and called them “motivation factors” and “hygiene factors”. This became known as ‘two factor theory’. Motivation Factors Motivation factors develop positive job satisfaction and psychological growth. It can encourage employees to achieve above-average performance and effect.
Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).
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