Summary: Working At The Container Store

Environmental, organizational and job factors, and human and individual characteristics which influence behavior at work in a way which can affect health and safety. A simple way to view human factors is to think about three aspects: the job, the individual and the organization and how they impact on people’s health and safety-related behavior. (HSE, 1999 p2)

unhappiness out of working. They are also referred to as 'hygiene' factors. Such hygiene factors, if not satisfied, had an effect of reduced employee efficiency.

Herzberg had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (hygiene factors)

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.

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 theory also states the reason why employees are less motivated is due to health factors not being satisfactory. There are two factors in Herzberg’s theory Motivation factors, which include the work, responsibility and achievement and Hygiene factors, which include, relationships between staff, job security, and the environment. According to Herzberg, these types of motivators have an opposite correlation. This means that they tend to inspire motivation when they are present and reduce motivation when they are absent (Thomson, 2015). However, in this setting, the most important motivational factor is making sure everyone in the setting has a positive attitude and the correct information is shared, and this can be done by simply being more approachable towards staff members.

The motivational factors parallel Maslow’s. Job satisfaction is achieved through a personal growth, sense of achievement, and being recognized for hard work. Herzberg’s theory, however, goes a step farther than Maslow by including elements that cause dissatisfaction. These elements are called the hygiene factors. They could include lack of a sufficient salary, hazardous working conditions, and feeling micromanaged. To understand the significance of this theory it is best to look at under the light of specific industry. In ballet companies, dancers are motivated by achievement, such as getting a lead part in a ballet. In contrast they would be dissatisfied if they had to buy their own pointe shoes for performances when they only make about 20,000 per year. The directors of ballet companies could use Herzberg theory to make sure they are provided with enough pointe shoes per performance season and ensure that the company only dances on stages with sprung floors for their safety and health. Conversely, directors could reward hard work by giving roles to young talent or provide experienced dancers with more responsibility by letting them run some of the rehearsals.

    The core of this allegiance is a wage and benefits package that is typically far more competitive than that of most companies in the supermarket industry. Wages may attract high-quality employees, but wages are not necessarily the reason they remain loyal, as any human resources expert can attest. Employees stay because Trader Joe’s has created a culture of success: an

Chapman, Alan (n.d.). Frederick Herzberg motivational theory, motivators and hygiene factors. Businessballs.com Retrieved 7/21/10 from http://www.businessballs.com/herzberg.htm

Analysts who study specialty grocer TRADER JOE'S attribute the company's financial success to the canny use of private labels, direct deals with producers and very compact stores (Speizer, 2004). Trader Joe’s is known for their critical standards of hiring their employees. Trader Joe’s customer service holds some superiority over other small grocery stores as they focus on that one important standard of their

Creating open communication is one way that The Container Store motivate its employees. Any topic is open for discussion with management. Employees are to feel that their concerns can be taken seriously. To show appreciation, several events are held by The Container Store for its valued employees. “We Love Our Employees” day is held every February 14th (Ferrell, Hirt, & Ferrell, 2009).

Hygiene factors which do not give positive satisfaction, although dissatisfaction results from their absence. These are extrinsic to the work itself, such as Company policy, Supervision, Relationship with boss, Work conditions, Salary, Relationship with peers, Security.

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

Herzberg’s model (1956) is the most used in business. It splits hygiene factors from motivation factors. Hygiene factors are related to salary, working conditions, policies and administration are not managed well lead to dissatisfaction in the employees when they are not satisfied. (Saiyadain, 2009)

Herzberg’s two-factor theory Psychologist Frederick Herzberg developed a ‘two-factor’ theory for motivation based on ‘motivators’ and ‘hygience factors’. Hygience factors are basic human needs at work. It do not motivate but failure to meet them causes dissatisfaction. The hygience factors