Personal Development Essay

* My reflections on training I have attended recently, progress with my NVQ or other qualifications

Herzberg concluded that extrinsic rewards, or hygiene factors, could never create real work motivation. The growth or motivational factors in a firm include achievement, recognition, responsibility, and advancement while the dissatisfaction -avoidance or hygiene factors consists of extrinsic factors such as administration, supervision, interpersonal relationships, working conditions and salary (Boone p.176). Thus, in attempting to enrich an employee's job, it was necessary for management to reward and recognize personal contribution rather than just giving the employee the opportunity to growth. This school of thought is known as vertical loading was at the time thought of to be more rewarding to employees and increase productivity rather than horizontal loading, which did not concentrate on employees' motivational factors.

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

The rationale behind job enrichment is to motivate employees. The traditional practice of specialization or division of labour, dividing work into many components, and assigning each component to a separate worker results in employee boredom, and consequently loss of efficiency, and low productivity. The earliest approach to relieve such boredom was job rotation and job enlargement. Such concepts however did not have any backing from psychological studies. Frederick Herzberg, the noted psychologist, in his 1968 article, "One More Time: How Do You Motivate Employees?" advocated enhancing individual jobs and responsibilities to make them more inspiring and rewarding for the workforce. This became the basis of Job Enrichment, the earliest psychological backed approach to motivating employees at work. According to Herzberg, a few motivators are added to a job to make it more rewarding, challenging and

There were also a few professional changes that had occurred during this course in my personal life. In the second journal, I stated that I’m always making a conscious effort to stay self-motivated and

Herzberg theory of motivation differs a bit from Maslow’s. Herzberg’s theory was based off of one’s needs in a professional elements. Herzberg was trying to discover a theory that would avoid employees’ dissatisfaction and gains satisfaction within his or her work environment. So he came up with these six factors. The factors that lead to dissatisfaction are, salary, relationship with peers, company policy, work conditions, relationship with boss, and supervision. The factors that lead to satisfaction are growth, advancement, recognition, achievement, responsibility, and work itself (Herzberg, 1959). These are not separate from one another to gain satisfaction. However, without dissatisfaction to gain satisfaction there would be none at all. So in order to gain satisfaction ones psychosocial and

Fluoride in primary school- this is a local issue where fluoride is being put into primary school children’s milk, this is being introduced in the hope that it reduces tooth decay in young children. It is shown that 41% of 5 years in Blackpool have tooth decay; some parents are worried of the long term effects of drinking fluoride. Although this scheme can be opted out of.

There is a growing understanding that managers of the 21st century need certain theories to help and support them when dealing with staff in the work place. Theories such as Maslow, Hertzberg , Mayo , John Adair , Mc Gregor and Fredrick taylor

MODUL – Introduction to personal development in health, social care or children’s and young people’s settings (L2) (3) (M)

Frederick Herzberg first published his motivational theory in his book, The Motivation to Work which was authored in 1959. His theory focus’s around the idea that “satisfaction and dissatisfaction at work nearly always arose from different factors” (Businessballs, 2016). He cites several motivating factors for both satisfaction and unhappiness with a particular job. These factors include achievement, recognition, growth, the actual work itself, pay, benefits and relationships. In short, Hertzberg observed that factors which lead to satisfaction usually are centered on those that directly result from doing the job or task, while factors that led to dissatisfaction were more closely tied to what he deemed “Hygiene Factors”. As an example, a sense of achievement, recognition within the organization, personal growth and the quality of the actual work itself are what he refers to as motivators. Consequently, interpersonal relationships with superiors or peers, company policies, working conditions and a balance with personal life

The purpose of this essay is to describe my personal experiences during my part on the family assessment and goal planning which was the section pertaining to me specifically. Additionally, I will reflect over the family experience as opposed to the Dyad. I will analyze my expectations of the assignment prior to starting it and my perception after finalizing it. I will touch base on my experience while role-playing as both part of the family and as the social worker portion of the experience. Lastly, I will summarize my strengths and weaknesses and the areas of growth I identify that I need to develop as I see it fit to my professional growth.

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

Articles written by third party sources and one article written by Frederick Herzberg himself are covered in this paper. Mr. Herzberg’s theory of management focuses on one area mainly. The area of focus deals with job satisfaction and everything that leads to job satisfaction. Unlike my previous papers, this paper will focus on one main subject. I will try to explain in detail the Herzberg theory.

Some research on this subject has proven that Herzberg’s theory is valid and effective. A recent study by Smerek & Peterson (2007) on this subject found this by surveying 2700 non-academic employees at a large public university. These employees had jobs in the areas of IT, human resources, and financial operations. The goal of the study was to find what the greatest predictors of job satisfaction are and how these work to verify Herzberg’s theory in a higher education context. Researchers answered these questions by surveying employees on topics such as

Ways to alleviate the negative effects of Taylorism especially to worker motivation and performance and find new ways to job designs came about following the introduction of the American psychologists Fredrick Hertzberg two factor theory of motivation. Hertzberg had the idea that there were two sets of factors that affected motivation and job characteristics: