The Relationship Between Reward, Employee Motivation and Production

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

Employee equality, job security, and fair wages are considered some of the hygiene factors that exist in a workplace environment (O. Ferrell, Hirt, & L. Ferrell, 2009). Frederick Herzberg used these elements along with motivational factors to create a theory of motivation, known as Herzberg’s Two-Factor Theory.

This paper discusses the Herzberg theories of motivation also known as the two factor theory, or motivator-hygiene theory. Intending to discuss how the theory was developed, how reliable it is in the work place today, and if it plays a role in the motivation of people in the workforce.

This journal just described if the Herzberg theory still have a power or not in the organization. The Motivation to Work was publish in 1959 by Herzberg and his collaborators, that consist two factors influencing motivation at work which hygiene factors when they are inappropriate and motivators that sustain effort. It was the one of the most contested of management theory, largely because of assertion that was a weak correlation between finance reward and job satisfaction. Herzberg’s results that financial reward can demotivate nevertheless, beyond a limited threshold money is a hygiene factor and does not motivate. The Herzberg’s theory challenged the dominate assumption at the time job satisfaction and dissatisfaction. An

Herzberg 's motivational theory has a two component approach and is known as the two factor theory. His theory suggests that things which prevent dissatisfaction are not the same as things which create satisfaction. When people are dissatisfied with their work it is usually because of discontent with environmental factors which he terms as "Hygiene Factors". These hygiene factors include factors such as, security, status, relationship with subordinates, personal life, salary, work conditions, relationship with supervisor,

The majority of people on earth work either with or without salary (housewives, volunteers). Why some of them work more and others less? Why some of them are happy in their jobs and others are not? The questions were puzzled managers and psychologists who, through the understanding of employee incentives want to steer their behavior to reach the objectives of the organization. The following essay will consider two basic motivation theories that attempt to answer the above questions.

Bauer and Erdrogen (2009) state that Herzberg used a different approach in understanding motivation and the factors of what satisfies employees and what dissatisfies employees in the workplace. He states that Herzberg referred to dissatisfying factors as hygiene factors and satisfying factors as motivators. According to Herzberg research, Bauer and Erdrogen (2009) state that hygiene factors more pertain to job environment conditions whereas motivators are factors that encourage workers to work hard. Bauer and Erdrogen (2009) state that company policies, supervision and relationship, working conditions, salary, and security are examples of hygiene factors and motivators, on the other hand, are achievement, recognition, interesting work, increased responsibities, and advancement and growth. The presence of dissatisfying factors and the absence of satisfying factors can result in employees not being motivated and not working up to the level expected of them. Although, Bauer and Erdrogen (2009) state that there are limitations in Herzberg, they believe it can be used by managers to address motivation and dissatisfaction issues among employees. Both Bauer and Erdrogen (2009) and

The purpose of this article is to explain the construct of job satisfaction and how job satisfaction can make failure on the performance of employees in an organization. This article will be modified to the positive and negative effects of Job satisfaction. Secondly, the essay review will discuss the relationship between employee motivation, job satisfaction and employee achievement.

In the two-factor theory, money would play a role in the hygiene factors. Salary and job security both are part of the hygiene factors. An individual in this theory would be seen as using the motivation of money to complete a task, but not necessary be happy with completing the task. Without money, who says the individual will attempt the task at all. For example, someone who

In today’s economy, businesses face evolving issues, and attempt to examine ways to obtain a competitive edge. The individuals behind these problem-solving issues are the managers within the company, whether they are first-line managers or top managers. One of the many goals of a manager is to motivate their employees, which makes the organization more efficient. Employee motivation is a very understandable concept, but the process of implementing this to your work staff is very complex. Employee motivation is very essential to running a successful organization, and managers need to find the best strategies to make sure that this is accomplished.

Today, competition between the businesses is extremely high thus companies need to find ways to be competitive. Organizations prepare the best market strategy to increase the company performance and the ways to keep their employee motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play an important role for every organization to perform well within the competition.

Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.

European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 3, No.3

Motivated employees feel obligated to make use of every resource they have for the right purpose. They ensure effective use of assets in a bid to achieve their set goals as well as meeting the firm’s goals and objectives. These resources could include time or company equipment. According to Hiam (2003), motivated employees tend to spend a longer period than may be required of them, in a firm, leading to increased productivity and lower cases of absenteeism or low turnover. A motivated workforce is compelled to ensure efficiency in the business and facilitate the realization of its goals and objectives (Lipman, 2013).

This study aims to investigate the impact of compensation on employee motivation in a manufacturing unit comprising of 120 employees