...Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory Tomala Lewis PSY/320 6/5/2010 Angelica James Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory I agree with Mr. Frederick Herzberg’s two factor theory 100% and without any shadow of a doubt. There is no way any small business or large company can succeed, grow and continue prosperity in the future without the two factors Herzberg theorized. The first of two factors believed by Herzberg is Hygiene factors; Hygiene factors are based on the need for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include company policy and administration, wages, salaries, and other financial remuneration, quality of supervision, quality of inter-personal relations, working conditions, and feelings of job security. The second factor believed by Herzberg is Motivator factors. Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors are status, opportunity for advancement, gaining recognition, responsibility, challenging and or stimulating work, and a sense of personal achievement & personal growth in a job. The need for a business to run efficiently...
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...In: Business and Management Motivation Concept Analysis Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory Tomala Lewis PSY/320 6/5/2010 Angelica James Motivation Concept Analysis Motivation in theory – Frederick Herzberg two factor theory I agree with Mr. Frederick Herzberg’s two factor theory 100% and without any shadow of a doubt. There is no way any small business or large company can succeed, grow and continue prosperity in the future without the two factors Herzberg theorized. The first of two factors believed by Herzberg is Hygiene factors; Hygiene factors are based on the need for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include company policy and administration, wages, salaries, and other financial remuneration, quality of supervision, quality of inter-personal relations, working conditions, and feelings of job security. The second factor believed by Herzberg is Motivator factors. Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors are status, opportunity for advancement, gaining recognition, responsibility, challenging and or stimulating work, and a sense of...
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...Extrinsic motivation or external motivation involves the use of tangible rewards to boost employee’s performance. Tangible rewards include pay and other salary benefits. Intrinsic motivation or internal motivation involves the use of intangible rewards to increase employee’s performance. Intangible rewards include safe working conditions, promotion, job titles, incentives and good working policies (Hiam, 2003). In this paper, therefore, my objective is to discuss how culture affects Herzberg’s theory of motivation the two-factor theory. In his 1959 motivation book, Fredrick Herzberg discusses the factors that lead to satisfaction and dissatisfaction in the workplaces. Herzberg was interested in knowing what pleases employees and what displeases them in their work environment. To conclude his study, Herzberg found that opposite of satisfaction is not dissatisfaction but demotivation (Sansone, 2000). He came up with a theory that he labeled two-factor theory that is the motivation- hygiene theory. He differentiated elements as either motivators or satisfiers. Motivating factors improve job satisfaction and employee’s morale. Satisfying factors act to prevent dissatisfaction or simply demotivation (Tracy, 2013). Hygiene in this context means maintenance...
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...the Board of Shareholder 8 2.4 How does the Board add value to a company? 9 2.5 What are at least two of the theories that are used to “measure” corporate governance? How do they measure “good” corporate governance? e.g. Contractual theory and the communitarian theory, stakeholder theory. 10 2.6 What disclosures to shareholders are required by law and why? 11 3 Conclusions 13 4 Bibliographies 14 1 Introduction Nowadays, the company governs has become the global economic which a subject matter grows day by day. When a company maintains the competitive power, attracting investments, guaranteed that sustainable, and struggle against corruption, it must to applying good governance. In the most foundation's level, the company governs sets up “the game rule” to handle the related property rights and the domination separation. Board of directors’ benefit, the coordinated enterprise's owners, the superintendent and other benefit counterparts, were considered that is the essential effective revolution company governs the frame in a company. The good corporate management method help prevents the company scandal, the deceit and the organization latent civil and the crime responsibility. These principles are similarly suitable to the difference type company such as family type, the small or medium-sized enterprise and the State-owned business (Lipton & Herzberg, 2008).This essay will refer to legislation and...
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...:5006681990621 Group Report By- PARAS GUPTA JAIVARDHAN DHAWAN ARJUN NARANG RAHUL DHIR AMAN SHARMA NISHANT EUGENE CHIRAG BHATIA SUMMARY Motivation is a psychological process that activates and directs voluntary actions that are goal directed. Motivation is the inner force that guides behaviour and is concerned with the causation of specific actions. People spend a considerable part of their lives at work, and expect to be rewarded. This makes them satisfied and happy. Motivation encourages the employees to contribute more to the development of an organization despite of being variety of functions and work performed like engineering operatives in the manufacturing section, finance, marketing, sales, information technology or human resources. Kellogg has encouraged everyone to live in a positive way. The Kellogg Company which is the world’s leading producer of breakfast cereals that produces their product in 18 countries and sell them in more than 180 countries have applied the various motivational theories in their organization has gained success in satisfying their employees. Based on Taylor theory monetary reward can be great motivational factor that tends to work with narrow job confined, as it might reduce the quality and increase the productivity which would not make the customer satisfied. Kellogg dint find this motivational theory effective. Another theory which Kellogg adopted is Maslow theory which is based on...
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...5 HND Diploma in Business Completion date 10.10.2013 Assessor name U KAUNG MYAT HTUT Submitted on 10.10.2013 Unit number and title Unit 2- Organisations and Behaviour H/601/0551 Assignment Report on Organizations and their Behaviour title In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. Criteria referenc e 1.1 To achieve the criteria the evidence must show that the student is able to: Compare and contrast different organisational structures and culture Explain how the relationship between an organisation`s structure and culture can impact on the performance of the business Discuss the factors which influence individual behaviour at work Explain how organisational theory underpins the practice of management Evaluate the different approaches to management used by different organisations Compare the effectiveness of leadership styles Discuss the impact that leadership styles may have on motivation in organisations in periods of change Compare different motivational theories Task no. 1 Evidence 3-4 1.2 1 4-5 1.3 2 5 2.2 2 6 2.3 3 6 2.1 4 7-8 3.1 4 8-10 3.2 8-10 3.3 Evaluate the usefulness of motivation theory for managers Explain the nature of groups and group behaviour within organisation Discuss factors that may promote or inhibit the development of the effective teamwork Evaluate the impact of technology...
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...produced a variety of theories researching people’s psychological desires; around what do they need in different levels, such as Maslow’s Hierarchy of needs. However, this time we try to focus on two-factor theory. Employees in an organization are either satisfied or dissatisfied with their job based on whether they are motivated or not on their job. However, the kind of motivation employees get determines their output level. Thus, a high level of satisfaction could lead to high output whilst high level of dissatisfaction with the job could lead to low output. However, the opposite of job satisfaction is not dissatisfaction, but rather a simple lack of satisfaction. In the same way, the opposite of job dissatisfaction is not satisfaction, but rather “no dissatisfaction” (Herzberg, Mausner, & Snyderman, The Motivation to Work, 1959). Now, it would interest managers to know the level of employee’s satisfaction and the factor(s) causing such satisfaction/ dissatisfaction. (Herzberg, Mausner, & Snyderman, The Motivation to Work, 1959) proposed that in understanding the relevant attitude of employees, it is possible to best understand such an employee’s motivation to work. That is, if searched by managers, they should get reasonable information on motivation of workers based on the internal concept of attitude which originates from a state of mind. To explain the concept of job satisfaction and dissatisfaction, Herzberg in 1959 developed a theory on job attitudes out of...
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...How Motivational Techniques Affect an Organization: Full Sentence Outline Submitted To: How Motivational Techniques Affect an Organization I. What is motivation? A. “Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors” (Cherry, 2014, para 1). 1. Motivation is what causes a human begin to act in particular way, and defines why a person does something. 2. Motivation involves biological, emotional, social and cognitive factors within a person that initiate or activate a behavior. B. There are three major components to motivation. 1. Activation, persistence, and intensity are the three major components associated within motivating an individual. II. There are two major categories involved with motivation: Intrinsic and Extrinsic motivation, and the balance that lies between them, known as the overjustification effect. A. What is Intrinsic motivation? 1. Intrinsic motivation refers to behavior that is driven by internal rewards. a. “Intrinsic motivation occurs when we act without any obvious external rewards” (Coon & Mitterer, 2010, para 2). b. “Intrinsic motivation refers to the reason why we perform certain activities for inherent satisfaction or pleasure” (Brown, 2007, para 1). 2. There are many factors that have been identified as increasing intrinsic motivation. a. Challenge, curiosity, control, cooperation, competition, and recognition are all factors shown in studies...
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...Aghashahi3, Muslim Amin4, Wan Khairuzzaman Wan Ismail5 1 International Business School, University Technology Malaysia Abstract. Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors as well as job satisfaction and therefore the defensive bias in self-reporting was not controlled. Originality/Value - This paper revealed that hygiene factors might not affect a person’s...
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...BUSINESS ASSIGNMENT on Motivation Introduction The word motivation came from Latin word “movere” which means push to action, (Source). Motivation is giving people the desire and energy to make an effort to reach their goal such as a job. There are a numbers of motivational theories and this assignment will look at how intrinsic and extrinsic motivators can affect employee’s motivation. Business will motivate their staff to achieve objectives in order for the company to reach their aims. However workers are motivated by different things, therefore this assignment will start with explaining and discussing motivational basic psychological triggers and the main initial theorists: F.W. Taylor (1856-1917), Elton Mayo (1880-1949), Maslow (1908-1970), Herzberg (1923-2000). Motivation We learn not only because we want to learn for satisfaction of learning but also because we are rewarded for learning and it enables us to achieve other things that we want, starting with food, a home and to some extent safety as well as status and self-esteem. Psychologists have come to separate between two main categories of motivation, intrinsic and extrinsic: Intrinsic motivation takes place when someone gets satisfaction from an activity itself without threats or rewards from external factors or influences. Intrinsic motivation is only due to the person’s desire or will to participate in a task without any promise of a reward. A good example will be “A student's intrinsic interest in schooling...
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................................................................2 1 Introduction ......................................................................................................3 2 Discussion ........................................................................................................4 4 Conclusions ......................................................................................................9 5 Recommendations ............................................................................................9 6 Bibliography .................................................................................................... 10 Appendix A –Maslow, Alderfer, Herzberg model of motivation diagrams........... 12 Appendix B --Overview at a glance comparison of motivation theories………….13 Appendix C – Mind map of motivation in public sector……………………………..14 . Academic Development Assignment one- part two Brian Vanhinsbergh Ricochet Introduction All over the world we are coming to terms with the effects of the biggest global economic slowdown since world war two! As part of the UK’s spending review during October 2010, the country was plunged into further misery, by the coalition government commitment to repay the country’s £900 billion debt! Chancellor George Osborne predicted that 490,000 public sector jobs would go as a result of the severe £81bn cuts over the next five years outlined to Parliament during his comprehensive spending review announcement...
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...Performance - 12408 - 201213 A report to identify and critically analyse a key organisational behavioural and/or human resource issue facing Phillip Morris International in Norway Table of Contents 1. Introduction 3 2. Background of the Study 3 2.1 PMI Strategy 4 3. Organisational Behaviour and HRM Issues 5 I. Leadership 6 II. Management 7 III. Motivation 11 4. Process involved in the preparation 14 5. Conclusion 15 6. References 16 1. Introduction This report aims to critically analyse Phillip Morris International (PMI) strategies and structure of how they manage the Norwegian consumer market. In this report the key issues that are required to be analysed are PMI leadership and management style for gaining more emerging markets across Scandinavia and Europe. PMI has had an autocratic leadership approach, which has been a controversial matter regarding changing laws and regulations in Norwegian tobacco industry. This report will focus on PMI’s approach to organisation behaviour and Human Resource Management practises through its leadership, management ,and HRM theories into practice and employee motivation as a result of PMI’s strategy to monopolies the entire market as a 21st century organisation. According to Buchanan& Huczynski (2010), “The organization behaviour is the systematic study of formal organisations and of what people think, feel, and do in and around organisations”. This report is a brief study from an organizational...
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...Heng Universiti Tunku Abdul Rahman 46200, Petaling Jaya, Malaysia E-mail: tiohnh@utar.edu.my Abstract This work identifies the factors that measure job satisfaction of faculty members at two selected and major universities in Malaysia, using ten major factors corresponding to job satisfaction using the Herzberg Two-factor Theory to determine how these selected factors are related to job satisfaction of Malaysian faculty members. The conclusions drawn from this study are that the major sources of job satisfaction for Malaysian faculty members are shown to be policy, administration, and salary. The relevant sources of dissatisfaction are personal achievement, personal growth, interpersonal relations, recognition, responsibility, supervision, the work itself, and the overall working conditions. This study has a number of practical implications for institutional administrators, because if the educational institution has no instrument designed to measure faculty perceptions of their jobs and work, these administrators could elect to use the same instrument that investigates the areas of job satisfaction to gain similar results. Keywords: Higher education, Herzberg Two-factor Theory, Job satisfaction, Job dissatisfaction 1. Introduction The relationship between the individual and the factors determining job satisfaction has been extensively researched in developed countries. In 1992, it was estimated that over 5,000 articles and dissertations have examined the topic of job satisfaction...
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...Introduction This paper attempts to understand the link between Motivation within the Organization and its Cultural dimensions as it relates to behavior on individuals. In doing so the author will discuss what Mullins (2013) referred to as Content theories of motivation and show the relationship between such factors on the structure of organizations. Two Content theories will be discussed, which are Maslow’s (1943) Hierarchy of Needs and Herzberg’s (1959) Two Factor Theory and the cultural aspect of motivation as mentioned by Handy (1989) and Hofstede (1980) will show the relationship between organizational culture and individuals. The information sort for this discussion will be from various secondary sources such as, academic journals, reference books and the website. The main purpose of this paper is to understand the dilemma faced by executives in organizations that are plagued by the performance and motivational issues of individuals that contribute inefficiency. Discussion Motivation of an individual can be “Intrinsic or Extrinsic” by nature and can be viewed as “the driving force within individuals by which they attempt to achieve some goal in order to fulfill some need or expectation” Mullins (2013). Organizations have learnt that the “correct design of structure is significant in determining the performance of the organization” Drucker (1989) and aids in the encouragement of motivation. This design is guided by what Burns and Stalker (1966) has termed Organic...
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...Individual ASSIGNMENT Lecturer: DR. ANUSUIYA A/P SUBRAMANIAM Module name: Managing people and performance Intake: UC3F1511BM Date: 01/28/2016 Submitted by: Muhammad Hasnain Mehboob TP029765 Word count: 2145 Contents BACKGROUND OF THE COMPANY 4 Introduction 4 Their cause towards the society 4 Business fact and figures 5 PERFORMANCE MANAGEMENT SYSTEM 5 Importance of performance management 5 Unilever Performance management and performance appraisal 6 Performance management: Scorecard Approach 6 Performance appraisal: Performance Development Planning 7 Unilever reward strategy 7 Evaluation 9 Recommendation 11 Conclusion 11 References 12 BACKGROUND OF THE COMPANY Introduction Unilever has been in the business since the early 1880’s, their unique heritage shapes the way they do business today. The company’s corporate vision is for people to look good, feel better and get the best out of their lives. William Hesketh lever, the founder of Unilever had revolutionary ideas for new products which revolutionized hygiene and cleanliness in Victorian England in the late 1800’s, and today in the 21st century Unilever has over 400 brands focused on health and wellbeing of people. Some of world-leading brands including...
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