Motivation is a state of mind, filled with energy and enthusiasm, which drives a person to work in a certain way to achieve desired goals. Motivation is a force which pushes people to work with a high level of commitment and focus, even if things are going against them. Motivation translates into a certain kind of human behaviour. In short, motivation is the driving force behind human actions (Munyewende et al., 2014).
There are many different forces that guide and direct our motivations. It is important to ensure that every team member in an organization is motivated. Various psychologists have studied human behaviour and have formalized their findings in the form of various motivational theories. These motivational theories provide insights into the way people behave and what motivates them (Ausloos and Pekalski, 2007).
Motivation is a huge field of study. Psychologists have proposed many different theories of motivation. Some of the most famous motivational theories include the following (Blaauw et al., 2013).
Hertzberg’s two-factor theory
Hertzberg classified the needs into two broad categories; namely hygiene factors and motivating factors:
01. Poor hygiene factors may destroy motivation, but improving them under most circumstances will not improve motivation
02. Hygiene factors only are not sufficient to motivate people, but motivator factors are also required
Figure 2.0: Herzberg's Two Factor Theory
Source: Blaauw et al., 2013
Applying Herzberg’s two-factor theory in IT organizations
It's veritably important to identify any demotivating factors in the association and permanently exclude those. This could be a low compensation scheme, poor work connections, poor plant conditions, bad association programs, or an admixture of all these issues (Herzberg, 2003)
Removing the hygiene factors from the association helps to achieve a neutral workspace. Latterly, the association operation can continue to apply better hand programs that help to motivate the pool (Timmreck, 2001).
n order to improve job satisfaction, it is required to establish motivating factors in Herzberg's theory after eliminating demotivating factors. (Kacel et al., 2005) Providing career growth opportunities, recognizing employee achievements and contributions, training and development opportunities are some of the actions that can be identified under motivating factors (Kosteas, 2010).
However, depending on different contexts, motivational factors related to employees will vary from one workplace setting to another. Further, what is recognized as a motivator in one organization culture may be a demotivator in another organization culture (Al-Akeel and Jahangir, 2020).
Video 1.0: Herzberg’s two-factor theory
Source - Mind tools video - 2018
Reference
Ausloos M., Pekalski A. (2007). Model of wealth and goods dynamics in a closed market, 560–568.
Al-Akeel N., Jahangir S. (2020) Relationship between employees’ cultural background and work motivation, 24, 156–163.
Bassett Jones N., Lloyd G. (2005) Does Herzberg's motivation theory have staying power? J. Manag. Dev, 24(10), 929–943.
Best, M. F., & Thurston, N. E. (2004). Measuring nurse job satisfaction. Journal of Nursing
Administration, 34(6), 283–290.
Blaauw D., Ditlopo P., Maseko F., Chirwa M., Mwisongo A., Bidwell P. (2013). Comparing the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa. Glob. Health Action, 6(1)
George J., Jones G. (2008) fifth ed. Pearson Education; Upper Saddle River, NJ. Understanding and Managing Organizational Behavior.
Herzberg F. (1966) first ed. World Publishing Company; Cleveland. Work and the Nature of Man.
Herzberg, F. (2003). One more time: How do you motivate employees? Harvard Business Review, 81(1), 86.
Kacel, B., Miller, M., & Norris, D. (2005). Measurement of nurse practitioner job satisfaction in a Midwestern state. Journal of the American Academy of Nurse Practitioners, 17, 27–32.
Kosteas V. (2010) Job satisfaction and promotions, 50(1), 174–194.
Lundberg C., Gudmundson A., Andersson T. (2009) Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism. Tourism Manag, 30(6), 890–899.
Lu Y., Hu X., Huang X., Zhuang X., Guo P., Feng L. (2016) Job satisfaction and associated factors among healthcare staff: a cross-sectional study in Guangdong Province, China. BMJ Open, 6(7)
Munyewende P., Rispel L., Chirwa T. (2014) Positive practice environments influence job satisfaction of primary health care clinic nursing managers in two South African provinces. Hum. Resour. Health, 12(1)
Ruthankoon R., Olu Ogunlana S. (2003) Testing Herzberg’s two-factor theory in the Thai construction industry. Eng. Construct. Architect. Manag, 10(5), 333–341.
Timmreck T. (2001) Managing motivation and developing job satisfaction in the health care work environment. Health Care Manag, 20(1), 42–58.
Agreed Purnima. In addition to the above, Herzberg’s Two-factor theory shows that humans do not make an effort to meet the lower-level needs but prevent them from becoming dissatisfied (Kian, 2013). In order to motivate employees, management must focus on providing high-level requirements. Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further; hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies, and administration create general satisfaction (Kim, 2006). Herzberg says the best way to motivate the employees is to give challenging work to take responsibility (Leach and Westbrook, 2000).
Hi Nirmika, Thanks for the comments. adding to that Herzberg's motivation-hygiene two-factor theory (also known as dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction (Ruthankoon and Olu Ogunlana, 2003). Herzberg theorized that job satisfaction and job dissatisfaction act independently of each other (Lu et al., 2016).
Hi purnima, agree with you, adding to your points, full supply of Hygiene Factors will not necessary result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed (Wan et al, 2013)
Hi Dineth, thank you for the comments. adding to that the two-factor motivation theory has since become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006)
I agree with above blog Purnima. In order to improve job satisfaction, it is required to establish motivating factors in Herzberg's theory after eliminating demotivating factors (Kosteas, 2010). Recognizing employee achievements, career growth opportunities, training and development opportunities are some of the actions that can be identified under motivating factors (Kacel et al., 2005).
Hi Dileep, thanks for the review, Herzberg's thesis is primarily responsible for the practice of giving employees more responsibility for planning and controlling their work. The tools, as well as motivation and job satisfaction, are not excessively complicated. The issue is that many companies and managers use hygienic aspects as a way to inspire when, in reality, they offer relatively little to motivate beyond the very short term (Baah and Amoako, 2011).
Hi Purnima While the two factor theory has many practical implications, it is not without its flaws. For example, as mentioned by Kunchala (2017) an inexperienced employee could perceive job security as a hygiene factor, whereas a more experienced employee would see it as a motivator. Hence, factors that motivate can change during an individual's lifetime. Moreover, the theory overlooks situational variables.
Hi Amila, Thanks for the comment. According to this Herzberg theory employees have to satisfy the needs in order from bottom ones to top ones and therefore can satisfy the top ones when the bottom is unsatisfied. Managers, therefore, need to identify which needs are satisfied and which are unsatisfied so they can know how they should motivate their employees. (Jennifer , 2008)
Agree with you Purnima. It's worth noting that Herzberg's motivation theory was influenced by Maslow's hierarchy of needs (Dartey-Baah and Amoako, 2011). Hygiene factors satisfied "the desire to avoid unpleasantness," whereas motivation factors satisfied "the individual's drive for self-growth and self-actualization" (Alshmemri et al, 2017).
Hi Janakan, Thanks for comment. employee's supervisor's motivation will ensure the employee's behaviour in the organization. Every employee should be encouraged by his or her management so that employees will perform better in the organization and help the company meet its goals (Velmurugan and Sankar, 2017).
Hello there, Purnima. I agree with the above statement. In addition, Management must focus on offering high-level requirements in order to motivate personnel. High motivation and satisfaction are enhanced by elements such as recognition, achievement, responsibility, growth, opportunity, and advancement; hygiene considerations include salary, working conditions, job security, personal life, company policies, and administration (Kim, 2006). According to Herzberg, the greatest approach to encourage employees is to provide them demanding tasks in which they can take responsibility (Leach and Westbrook, 2000).
Hi Isuru, Thanks for the statement, According to Herzberg, motivating factors are primarily intrinsic job elements that lead to satisfaction. Hygiene factors are extrinsic elements of the work environment (Manolopoulos, 2008).
Hi Purnima. well explained. Being highly motivated at work means we try harder to do our best. Sometimes we are motivated by external factors such as how much we're being paid, the benefits we are receiving through work, or whether we receive recognition from a superior or positive feedback (Bethany Kiynn, 2021).
Hi Upeksha, Thanks for the comment, according to Robbins (2001) Motivation is a needs-satisfying process, which indicates that when a person's wants are met, he or she will put up greater effort toward achieving organizational goals.
Agree with your points and This theory shows that humans do not make an effort to meet the lower-level needs but prevent them from becoming dissatisfied (Kian, 2013). In order to motivate employees, management must focus on providing high-level requirements
Hi Indika, Thanks for the comment. Herzberg’s Two-Factor theory was used to assist with investigating and determining the level and impact that hygiene and motivation factors have on job involvement. The results showed that both hygiene and motivation factors did have a positive and significant effect on job involvement when tested separately, with the exceptions of monetary rewards and recognition (Park, 2007).
Hi Purnima. Agree with the contents in this article. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to achieve and satisfy the employee’s needs (Xie & Haidung, 2013). Herzberg (2003) mentions that motivation factors are only operated to increase the job satisfaction whereas hygiene factors work to reduce job dissatisfaction.
Hi Gihan, Thanks for the comment, Factors that influenced goal performance and factors that could potentially preserve employee motivation were found by Herzberg's theory. Employees' motivation levels are related to their position in the company (Hur, 2018).
Well Purnima, also, among the theories that seek the explanation of the relationship between motivation and job satisfaction is the Two-Factor Theory, proposed by Herzberg. The theory proposes that dissatisfaction and satisfaction are two different concepts. It means, the elimination of dissatisfaction does not automatically mean that satisfaction occurs. Therefore, an organization should initially strive to fulfill the factors that are able to eliminate job dissatisfaction (Ceicalia T. and Dedy S. 2012)
Hi Ganith, Thanks for the comment. Herzberg’s two-factor theory was the first to demonstrate that satisfaction and dissatisfaction at work arose from different factors and was not simply opposing reactions to the same factors. Even though Herzberg’s concept has been criticized, it is highly credible and well regarded (Moon, M. J., 2000).
Hi Purnima, Agreed your points. Adding to that the two factor theory has many practical implications, it is not without its flaws. For an example, according to Kunchala (2017) an inexperienced employee could perceive job security as a hygiene factor, whereas a more experienced employee would see it as a motivator. Hence, factors that motivate can change during an individual's lifetime.
Hi Lakshan, Thanks for the comment, Motivation and Hygiene Elements are two sets of factors described by Herzberg in determining employees' working attitudes and levels of performance. This approach provides new parameters to assess how employees are motivated at work (Robbins, 2009).
Hi Purnima, Adding to the theory, In advancement of Herzberg's theory, must be tested on a different culture, occupational groups, different personalities, and different countries (Gokce et al., 2010). Motivation is a complex concept, and different factors have to be examined in depth. An individual who works in the same place or similar work conditions can vary significantly. An individual develops many attitudes toward their life before entering working life.
Hi Thiloka, Thanks for the comment. The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction (Ann and Blum, 2020).
Hi Purnima, Very good article. Adding to that n all enterprises whether private or state owned, motivation plays a key role in driving employees towards achieving their goals, organizational goals and to a certain extent the dreams of their nations. There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction. There are three main theory categories, namely content theories, process theories and contemporary theories (Saif, Nawaz, Jan and Khan, 2012).
Hi Ijaz, Thanks for the comment. Herzberg`s work has influenced thinking in organizational behavior and management. Its most enduring benefit is its focus on the effects of company systems and job design on employees’ motivation and job satisfaction. Job design refers to how work is structured and how much employees control their work decisions (Ann and Blum, 2020).
Managers perceive that intrinsic motivation have a larger influence on the psychological aspects of employee engagement than extrinsic motivation (Habte 2016). Management should know what motivates their workers and manipulate motivational techniques based on employees’ desires. Simple things like creating a new job tittle or positive feedback can motivate employees.
Habte, A., 2016. The Effect of Reward Management Practice on Employee Engagement: The Case of Commercial Bank of Ethiopia (Cbe) (Doctoral dissertation, St. Mary's University).
Hi Ravi, Thanks for the comment, According to Herzberg, satisfaction is determined by motivators, whereas dissatisfaction is caused by hygienic considerations. Motivators were described as intrinsic to the employment function, while hygienic elements were defined as extrinsic to the job. There is also a distinction to be made between satisfaction and dissatisfaction (Udechukwu, 2009).
Nice perceptive, Organizations are naturally expected to create a healthy and positive relationship with their employees. Many organizations are trying to develop, maintain and improve their Human Resources (HR) strategies so that their employees become more motivated, for high performance, for both the short and the long-run success (Çetin and Aşkun, 2018)
Hi Surangi, Thanks for the comment. he important consideration for managers is that they must provide rewards to their employees that both come from the organization and from doing the work itself. Rewards need to be balanced to have a maximum effect (George and Jones, 2008).
Hi Purnima, Further to this there are several theories can be identify as optimal - level theory, Psychoanalytic Theory and Humanistic Theory (Sheldon, 2004). However, Maslow's hierarchy of needs, ERG theory and McClelland's acquired needs theory that consist six factors as achievement, recognition, advancement, work itself, possibilities of personal growth, responsibility for the employee motivation (Ramlall, 2004).
Hi Deshani, Thanks for the comments, It does not take only the motivators to motivate workers neither does it take the hygiene factors to remove dissatisfaction. To motivate and satisfy workers, managers need to effectively blend these factors well to suit the special needs of their employees in the organization (Adair, 2004).
Here you have explained about the Content theories. H/E, Content theories focus on how to understand and satisfy employees' innate needs through employment, Process theories place more emphasis on the process of motivation rather than its content and the following summary will be elaborate on the motivation theories (Naylor, 1999).
Hi Shazna, Herzberg's two factor theory can be utilized as an important tool in HRM. However, Basset-Jones and Lloyd (2005) states that despite the common view, the reputation of one's in an organization and the financial benefits might be second to the intrinsic feelings' accomplishment.
Hi Purnima, Agreed with you, Also known as Herzberg's motivation-hygiene theory, the two-factor theory or the dual-factor theory, the Herzberg theory states that certain elements within a workplace lead to job satisfaction, while others lead to dissatisfaction. Herzberg developed the theory to better understand an employee's attitude, motivation and overall satisfaction on the job, ( Improve Employee Motivation With the Herzberg Theory),
Hi, Thanks for the comment, Managers are responsible for creating an environment that allows employees to reach their maximum potential. Failure to create such an environment might raise employee dissatisfaction, leading to reduced performance, lower job satisfaction, and increasing departure from the company (Kovach, 1995).
Hi Purnima , agreed with your points , however Armstrong state negative side of this model and would like to highlight it as Herzberg's two factor model was attacked. The research method has been criticized because no attempt was made to measure the relationship between satisfaction and performance. It has been suggested that the two factor nature of the theory is an unavoidable results of the questioning method used by the interviewers. It has also been suggested that wide and unwarranted inferences have been drawn from small and specialized samples and that there is no evidence to suggest that the satisfiers do improve productivity(Arsmtrong,2006)
Hi Manoj, Thanks for the comment. The two-factor motivation theory has since become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006)
Why The Happiness of Your Employees Matters and How You Can Encourage It. In today’s demanding economic climate, improving your employee engagement might not seem to be a top priority, but overlooking employee happiness will impact companies where it hurts – on the bottom line (Blair, 2015). It is a well-known fact that happier people are better employees- those who are engaged with their jobs and colleagues work harder and smarter. Notwithstanding this, there are still individuals who are not engaged (Blanchard and Stoner 2004). According to recent research by Gallup, there is a global employee engagement issue- the number of workers engaged worldwide has fallen to an all-time low of 13%. It seems like not that many people are emotionally and intellectually dedicated to their employer and organization, and a small number are actively disengaged. This means that they are likely to project resentment at work, which can sometimes manifest itself in covert activities, sab...
Motivating the new generation. Motivating employees is not a new concept in business–but measuring and maintaining employee happiness is. As a result, the associated technology for enterprises to capture this data and be able to leverage it has only recently started to make progress. The combination of enterprise resource planning and human capital management can help businesses gain the insights they need to understand this new generation in the workforce. Merging these two technologies allows business leaders to better serve their younger employees, as it allows organizations to access the data relating to worker satisfaction and engagement, which have traditionally been siloed in multiple systems. They are able to better understand what the younger generation expects and create a constant stream of interaction that provides the feedback they crave to genuinely address the needs and challenges of their employees (Baard et al., 2004). The rise of the employee-experie...
Agreed Purnima. In addition to the above, Herzberg’s Two-factor theory shows that humans do not make an effort to meet the lower-level needs but prevent them from becoming dissatisfied (Kian, 2013). In order to motivate employees, management must focus on providing high-level requirements. Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further; hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies, and administration create general satisfaction (Kim, 2006). Herzberg says the best way to motivate the employees is to give challenging work to take responsibility (Leach and Westbrook, 2000).
ReplyDeleteHi Nirmika, Thanks for the comments. adding to that Herzberg's motivation-hygiene two-factor theory (also known as dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction (Ruthankoon and Olu Ogunlana, 2003). Herzberg theorized that job satisfaction and job dissatisfaction act independently of each other (Lu et al., 2016).
DeleteHi purnima, agree with you, adding to your points, full supply of Hygiene Factors will not necessary result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed (Wan et al, 2013)
ReplyDeleteHi Dineth, thank you for the comments. adding to that the two-factor motivation theory has since become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006)
DeleteI agree with above blog Purnima. In order to improve job satisfaction, it is required to establish motivating factors in Herzberg's theory after eliminating demotivating factors (Kosteas, 2010). Recognizing employee achievements, career growth opportunities, training and development opportunities are some of the actions that can be identified under motivating factors (Kacel et al., 2005).
ReplyDeleteHi Dileep, thanks for the review, Herzberg's thesis is primarily responsible for the practice of giving employees more responsibility for planning and controlling their work. The tools, as well as motivation and job satisfaction, are not excessively complicated. The issue is that many companies and managers use hygienic aspects as a way to inspire when, in reality, they offer relatively little to motivate beyond the very short term (Baah and Amoako, 2011).
DeleteHi Purnima While the two factor theory has many practical implications, it is not without its flaws. For example, as mentioned by Kunchala (2017) an inexperienced employee could perceive job security as a hygiene factor, whereas a more experienced employee would see it as a motivator. Hence, factors that motivate can change during an individual's lifetime. Moreover, the theory overlooks situational variables.
ReplyDeleteHi Amila, Thanks for the comment. According to this Herzberg theory employees have to satisfy the needs in order from bottom ones to top ones and therefore can satisfy the top ones when the bottom is unsatisfied. Managers, therefore, need to identify which needs are satisfied and which are unsatisfied so they can know how they should motivate their employees. (Jennifer , 2008)
DeleteAgree with you Purnima. It's worth noting that Herzberg's motivation theory was influenced by Maslow's hierarchy of needs (Dartey-Baah and Amoako, 2011). Hygiene factors satisfied "the desire to avoid unpleasantness," whereas motivation factors satisfied "the individual's drive for self-growth and self-actualization" (Alshmemri et al, 2017).
ReplyDeleteHi Janakan, Thanks for comment. employee's supervisor's motivation will ensure the employee's behaviour in the organization. Every employee should be encouraged by his or her management so that employees will perform better in the organization and help the company meet its goals (Velmurugan and Sankar, 2017).
DeleteHello there, Purnima. I agree with the above statement. In addition, Management must focus on offering high-level requirements in order to motivate personnel. High motivation and satisfaction are enhanced by elements such as recognition, achievement, responsibility, growth, opportunity, and advancement; hygiene considerations include salary, working conditions, job security, personal life, company policies, and administration (Kim, 2006). According to Herzberg, the greatest approach to encourage employees is to provide them demanding tasks in which they can take responsibility (Leach and Westbrook, 2000).
ReplyDeleteHi Isuru, Thanks for the statement, According to Herzberg, motivating factors are primarily intrinsic job elements that lead to satisfaction. Hygiene factors are extrinsic elements of the work environment (Manolopoulos, 2008).
DeleteHi Purnima. well explained. Being highly motivated at work means we try harder to do our best. Sometimes we are motivated by external factors such as how much we're being paid, the benefits we are receiving through work, or whether we receive recognition from a superior or positive feedback (Bethany Kiynn, 2021).
ReplyDeleteHi Upeksha, Thanks for the comment, according to Robbins (2001) Motivation is a needs-satisfying process, which indicates that when a person's wants are met, he or she will put up greater effort toward achieving organizational goals.
DeleteAgree with your points and This theory shows that humans do not make an effort to meet the lower-level needs but prevent them from becoming dissatisfied (Kian, 2013). In order to motivate employees, management must focus on providing high-level requirements
ReplyDeleteHi Indika, Thanks for the comment. Herzberg’s Two-Factor theory was used to assist with investigating and determining the level and impact that hygiene and motivation factors have on job involvement. The results showed that both hygiene and motivation factors did have a positive and significant effect on job involvement when tested separately, with the exceptions of monetary rewards and recognition (Park, 2007).
DeleteHi Purnima. Agree with the contents in this article. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to achieve and satisfy the employee’s needs (Xie & Haidung, 2013). Herzberg (2003) mentions that motivation factors are only operated to increase the job satisfaction whereas hygiene factors work to reduce job dissatisfaction.
ReplyDeleteHi Gihan, Thanks for the comment, Factors that influenced goal performance and factors that could potentially preserve employee motivation were found by Herzberg's theory. Employees' motivation levels are related to their position in the company (Hur, 2018).
DeleteWell Purnima, also, among the theories that seek the explanation of the relationship between motivation and job satisfaction is the Two-Factor Theory, proposed by Herzberg. The theory proposes that dissatisfaction and satisfaction are two different concepts. It means, the elimination of dissatisfaction does not automatically mean that satisfaction occurs. Therefore, an organization should initially strive to fulfill the factors that are able to eliminate job dissatisfaction (Ceicalia T. and Dedy S. 2012)
ReplyDeleteHi Ganith, Thanks for the comment. Herzberg’s two-factor theory was the first to demonstrate that satisfaction and dissatisfaction at work arose from different factors and was not simply opposing reactions to the same factors. Even though Herzberg’s concept has been criticized, it is highly credible and well regarded (Moon, M. J., 2000).
DeleteHi Purnima, Agreed your points. Adding to that the two factor theory has many practical implications, it is not without its flaws. For an example, according to Kunchala (2017) an inexperienced employee could perceive job security as a hygiene factor, whereas a more experienced employee would see it as a motivator. Hence, factors that motivate can change during an individual's lifetime.
ReplyDeleteHi Lakshan, Thanks for the comment, Motivation and Hygiene Elements are two sets of factors described by Herzberg in determining employees' working attitudes and levels of performance. This approach provides new parameters to assess how employees are motivated at work (Robbins, 2009).
DeleteReply
Hi Purnima, Adding to the theory, In advancement of Herzberg's theory, must be tested on a different culture, occupational groups, different personalities, and different countries (Gokce et al., 2010). Motivation is a complex concept, and different factors have to be examined in depth. An individual who works in the same place or similar work conditions can vary significantly. An individual develops many attitudes toward their life before entering working life.
ReplyDeleteHi Thiloka, Thanks for the comment. The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction (Ann and Blum, 2020).
DeleteHi Purnima, Very good article. Adding to that n all enterprises whether private or state owned, motivation plays a key role in driving employees towards achieving their goals, organizational goals and to a certain extent the dreams of their nations. There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction. There are three main theory categories, namely content theories, process theories and contemporary theories (Saif, Nawaz, Jan and Khan, 2012).
ReplyDeleteHi Ijaz, Thanks for the comment. Herzberg`s work has influenced thinking in organizational behavior and management. Its most enduring benefit is its focus on the effects of company systems and job design on employees’ motivation and job satisfaction. Job design refers to how work is structured and how much employees control their work decisions (Ann and Blum, 2020).
Delete
ReplyDeleteManagers perceive that intrinsic motivation have a larger influence on the psychological aspects of employee engagement than extrinsic motivation (Habte 2016). Management should know what motivates their workers and manipulate motivational techniques based on employees’ desires. Simple things like creating a new job tittle or positive feedback can motivate employees.
Habte, A., 2016. The Effect of Reward Management Practice on Employee Engagement: The Case of Commercial Bank of Ethiopia (Cbe) (Doctoral dissertation, St. Mary's University).
Hi Ravi, Thanks for the comment, According to Herzberg, satisfaction is determined by motivators, whereas dissatisfaction is caused by hygienic considerations. Motivators were described as intrinsic to the employment function, while hygienic elements were defined as extrinsic to the job. There is also a distinction to be made between satisfaction and dissatisfaction (Udechukwu, 2009).
DeleteNice perceptive, Organizations are naturally expected to create a healthy and positive relationship with their employees. Many organizations are trying to develop, maintain and improve their Human
ReplyDeleteResources (HR) strategies so that their employees become more motivated, for high
performance, for both the short and the long-run success (Çetin and Aşkun, 2018)
Hi Surangi, Thanks for the comment. he important consideration for managers is that they must provide rewards to their employees that both come from the organization and from doing the work itself. Rewards need to be balanced to have a maximum effect (George and Jones, 2008).
DeleteHi Purnima, Further to this there are several theories can be identify as optimal - level theory, Psychoanalytic Theory and Humanistic Theory (Sheldon, 2004). However, Maslow's hierarchy of needs, ERG theory and McClelland's acquired needs theory that consist six factors as achievement, recognition, advancement, work itself, possibilities of personal growth, responsibility for the employee motivation (Ramlall, 2004).
ReplyDeleteHi Deshani, Thanks for the comments, It does not take only the motivators to motivate workers neither does it take the hygiene factors to remove dissatisfaction. To motivate and satisfy workers, managers need to effectively blend these factors well to suit the special needs of their employees in the organization (Adair, 2004).
DeleteHere you have explained about the Content theories. H/E, Content theories focus on how to understand and satisfy employees' innate needs through employment, Process theories place more emphasis on the process of motivation rather than its content and the following summary will be elaborate on the motivation theories (Naylor, 1999).
ReplyDeleteHi Shazna, Herzberg's two factor theory can be utilized as an important tool in HRM. However, Basset-Jones and Lloyd (2005) states that despite the common view, the reputation of one's in an organization and the financial benefits might be second to the intrinsic feelings' accomplishment.
DeleteHi Purnima, Agreed with you, Also known as Herzberg's motivation-hygiene theory, the two-factor theory or the dual-factor theory, the Herzberg theory states that certain elements within a workplace lead to job satisfaction, while others lead to dissatisfaction. Herzberg developed the theory to better understand an employee's attitude, motivation and overall satisfaction on the job,
ReplyDelete( Improve Employee Motivation With the Herzberg Theory),
Hi, Thanks for the comment, Managers are responsible for creating an environment that allows employees to reach their maximum potential. Failure to create such an environment might raise employee dissatisfaction, leading to reduced performance, lower job satisfaction, and increasing departure from the company (Kovach, 1995).
DeleteHi Purnima , agreed with your points , however Armstrong state negative side of this model and would like to highlight it as Herzberg's two factor model was attacked. The research method has been criticized because no attempt was made to measure the relationship between satisfaction and performance. It has been suggested that the two factor nature of the theory is an unavoidable results of the questioning method used by the interviewers. It has also been suggested that wide and unwarranted inferences have been drawn from small and specialized samples and that there is no evidence to suggest that the satisfiers do improve productivity(Arsmtrong,2006)
ReplyDeleteHi Manoj, Thanks for the comment. The two-factor motivation theory has since become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006)
Delete