...Herzberg's Theory of Motivation The motivation of employees is important to organizations since it is one of several factors that significantly affect the productivity of employees. Raising the level of motivation increases profitability through greater creativity and commitment in employees. Herzberg's Two Factor Theory, also known as the Motivation-Hygiene Theory, was derived from a study designed to test the concept that people have two sets of needs: 1. Their needs as animals to avoid pain 2. Their needs as humans to grow psychologically Herzberg's Study There are two hundred engineers and accountants in Pittsburgh were interviewed. To test the hypothesis, engineers and accountants were interviewed to assess events that led to significant changes in their job attitudes and to determine the factors that caused those changes. Herzberg's study consisted of a series of interviews that sought to elicit responses to the questions: (1) Recall a time when you felt exceptionally good about your job. Why did you feel that way about the job? Did this feeling affect your job performance in any way? Did this feeling have an impact on your personal relationships or your well- being? (2) Recall a time on the job that resulted in negative feelings? Describe the sequence of events that resulted in these negative feelings. RESEARCH RESULTS It appeared, from the research, that the things making people happy on the job and those making them unhappy had two separate...
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...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 the Maslow’s theory of motivation and called it the two factor theory which he preferred most to call it the motivation-hygiene theory. It is also called “Herzberg's motivation-hygiene theory” because of its two sides of the theory, and the name of “hygiene” he...
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...LOVELY PROFESSIONAL UNIVERSITY TERMPAPER HUMAN RESOURCE MANAGMENT EMPLOYEE RENTENTION NAME: SOURABH SHARMA REGD: 10903798 ROLL NO: RR1908B31 SUBMMITED TO:MR.RAJEEV GUPTA INTRODUCTION Employee retention refers to the efforts by which employers attempt to retain employees in their workforce. In a business setting, the goal of employers is to decrease employee turnover, training costs, and loss of talent. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. How To Increase Employee Retention | | | Companies have now realized the importance of retaining their quality workforce. Retaining quality performers contributes to productivity of the organization and increases morale among employees. Four basic factors that play an important role in increasing employee retention include salary and remuneration, providing recognition, benefits and opportunities for individual growth. But are they really positively contributing to the retention rates of a company? Basic salary, these days, hardly reduces turnover. Today, employees look beyond the money factor. | employee retention can be increase by inculcating the following practices: 1. Open Communication: A culture of open communication enforces loyalty among employees. Open communication tends to keep employees...
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...Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective Kwasi Dartey-Baah (Corresponding Author) Department of Organisation & Human Resource Management, University of Ghana Business School P.O. Box LG78, Legon, Accra-Ghana, West Africa Telephone: 00233209621292 Email: kdartey-baah@ug.edu.gh George Kofi Amoako Department of Marketing, Central Business School P.O. Box 2305, Tema, Ghana, West Africa Telephone: 00233202620174 Email: gkamoako@central.edu.gh Abstract This paper critically examines Frederick Herzberg’s two-factor theory and assesses its application and relevance in understanding the essential factors that motivate the Ghanaian worker. The two-factor theory of motivation explains the factors that employees find satisfying and dissatisfying about their jobs. These factors are the hygiene factors and motivators. The hygiene factors when absent can lead to dissatisfaction in the work place but when fully catered for in the work environment on their own are not sufficient to satisfy workers whereas the motivators referring to the nature of the job, provide satisfaction and lead to higher motivation. This paper adds to the understanding of what motivates the Ghanaian worker most and creates the platform for a re-evaluation of the thinking and viewpoint that workers rate motivator factors higher than the hygiene factors in the work setting. Keywords: Frederick Herzberg, hygiene factors, motivators, employee, Ghana...
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...“hygiene factor”. Critically evaluate his position drawing on your understanding of what motivates individuals and groups.” This assignment will look at the origin of Herzberg’s theory, those who agree with Herzberg’s two-factor theory and those that disagree with his two-factor theory. The assignment will look into what motivation means to individuals, and how motivation creates job satisfaction. It will then be possible to evaluate the relevance of Herzberg’s and how relevant it is to all individuals. Herzberg carried out a survey interviewing 200 Engineers and Accountants from Pittsburgh in the 1950’s. From his findings he came up with the two-factor motivation theory which consisted of motivational factors and hygiene factors. Both factors affect motivation in the workplace, but are very different and are completely unrelated. “Motivators refer to factors intrinsic within the work itself like the recognition of a task completed” (Tietjen & Myers, 1998) while “hygiene factors tend to include extrinsic entities which do not pertain to the worker’s actual job” (Tietjen & Myers, 1998). Motivators make the employee content and when they are present they increase job satisfaction. They were named intrinsic factors as they are factors that are related to the job itself. Hygiene factors do not make the employee happy when they are present but they do dis-satisfy when they are not present or are in shortfall, the hygiene factors were named extrinsic factors as they are not...
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...Employee retention Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organisation kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. In a Business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees who they consider to be high performers. Retention Strategies In order to retain employees and reduce turnover managers must meet the goals of employees without losing sight of the organization's goals, thereby creating a "win-win" situation. Valance and expectancy theories provided some of the earlier guidance for retaining employees. Valence is the degree to which the rewards offered by an organization align with the needs employees seek to fulfill. High valence indicates that the needs of employees are aligned well...
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...developed by Frederick Herzberg to determine employee mindsets and level of performance. He believed that the performances of employees are directly related to job satisfaction and job dissatisfaction. These two are normally mistaken to be opposites of each other, but this is incorrect. The opposite of job satisfaction is to have no satisfaction and the opposite of dissatisfaction is to have no satisfaction. These two factors should be addressed separately to properly incorporate Herzberg’s Two Factor Theory. Herzberg’s Theory is split into two parts, Motivators and Hygiene Factors. Motivators within this practice that can lead to job satisfaction are creating more responsibility and providing performance recognition. Increasing a salary will not guarantee job satisfaction. In this situation, giving the employee more responsibility in profits collected within the practice due to their performance will help. Providing incentives for attaining more business will provide recognition of the employees’ hard work and will give them more responsibility in making sure appointment are being met and cancellations are being filled. Once this has been addressed, Hygiene factors need to be concentrated on to minimize job dissatisfaction would be salary and knowledge business expenses, principles behind profits and how their performance can directly effect the practices overall profitability. Educating the employees is crucial to maintaining zero employee turnover and increasing staff morale. ...
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...Job Satisfaction It is said that human is the most important resource for any improvements. In the same way, employees have the most important influence on company’s success, and the key to make employees do their best to the company is when they feel satisfy with their job. It also “represents one of the most complex areas facing today’s managers when it comes to managing their employees” (Aziri 2011). That is because if the workers have a satisfaction with any works they are doing, they will do their work effectively and have an enthusiasm for their work. On the other hand, if they do not feel pleased with their work, the success is hard to happen, and it can bring the negative impacts to the business. Therefore, job satisfaction can decrease workers’ stress, and the result is that the worker will feel willing to work to achieve the company’s aim. This essay will firstly give some definitions of job satisfaction. Then it will present and discuss about some theories and the causes of work satisfaction. Thirdly, there are the comparisons among those models. Lastly, the conclusion will show the importance of job satisfaction. There are a lot of people giving the definition of the job satisfaction. They are as follows. Hoppock defined job satisfaction as “any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job” (Hoppock 1935). In (Aziri 2011) Locke (1976) defined it as “. . . a pleasurable...
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...Employee motivation Importance of employee motivation How Employee motivation contributes to productivity How employee motivation contributes to Job satisfaction Best Practices Importance of Employee Motivation For a long time, employees where considered in companies as just an input in the production; but in order for a human being to perform in effective levels it is important for the employee to be motivated. Motivating employees was an important topic as far back as 1789. Samuel Slater, a pioneer who introduced textile manufacturing to America, was concerned about creating a work setting where it was comfortable for workers to do their jobs. (Gibson, 2012, P.125). Motivation is the way business and personal goals are achieved. Motivation is important for any organization, doesn’t matter if the organization is team based or if the employees work independently. The mission and vision of the organization must be aligned with the individuals that work within, this is of high significance for creating a high level of motivation that can lead to higher productivity, financial gain and work quality. The final outcome of any activity within the organization will be outlined by the level of motivation of the employees, without motivation, all capabilities and experiences ere futile. Motivation is what moves productivity, similar to gasoline to an engine, if the engine does not have any fuel, it will not run. It is very common to see how the human resources department...
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...employee’s behaviour established on the evidence of what causes people to click (Luthans, 1998). Theories of motivation presume that motivational behaviour happens due to work fulfils their psychological needs or because there appears to be a link between effort and performance and performance and value of outcomes (R. Fincham and. Rhodes 2009). There are two types of motivational theories: content theories, which focus on the specific identity of what it is deep down in an individual or his environment that stimulates and assists behaviour. In addition, process theories that strive to understand how specific variables interact and affect each other to create certain kinds of behaviour. A good example of content theory is Frederick Herzberg’s Two-Factor Theory or Motivation-Hygiene Theory (Herzberg et...
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...Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction.1 Family physicians who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. What's more, physicians may even discover that by creating a positive workplace for their employees, they've increased their own job satisfaction as well. KEY POINTS: • Employee satisfaction affects every aspect of a medical practice, from patient satisfaction to overall productivity. • Frederick Herzberg theorized that employee satisfaction has two dimensions: “hygiene” and motivation. • Hygiene issues, such as salary and supervision, decrease employees' dissatisfaction with the work environment. • Motivators, such as recognition and achievement, make workers more productive, creative and committed. Herzberg's theory In the late 1950s, Frederick...
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...GROUP Discussion Herzberg’s motivation hygiene theory state that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction, Herzberg state that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. Two-factor theory distinguishes between. 1. Motivators (challenging work, recognition, responsibility) that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth. 2. Hygiene factors (status, job security salary, fringe benefits, work conditions, company policies, supervisory practices, or wages/salary) that do not give positive satisfaction, though dissatisfaction results from their absence. Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation factors are needed to motivate an employee to higher performance. The following are the motivation factors. 1. Achievement. Receive high reviews on completion of task before time so satisfaction and of same person is unable to finish the project in time and is unable to do the job well, the satisfaction level may decrease. 2. Recognition .receives the acknowledgement...
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...ABSTRACT The essay was written to provide an overview of the topic of job enrichment and its relevancy to the modern world organizations. The job enrichment was defined as a vertical restructuring method by virtue of giving the employee additional authority, autonomy, and control over the way the job is accomplished. There were many authors who talked about this topic differently by using different viewpoints. This also contained the job enrichment related theories such as the Hackman and Oldham’s Job Characteristic Model and the Herzberg’s Two Factor Theory. Job Characteristic Model was described five core job dimensions leading to three critical psychological states, resulting in work-related outcomes. They were identified as skill variety, task identity, task significance autonomy and feedback. Final outcomes should be identified as; job satisfaction, employee motivation, low absenteeism, high performance and low employee turnover. Herzberg’s Two Factor Theory was completely different type of model which discussed about hygiene factors and motivation factors. According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction. At the same time absence of extrinsic hygiene factors such as including status, job security, salary, and fringe benefits produce dissatisfaction. The advantages and disadvantages of job enrichment program were evaluated based on different criteria’s. According to Cunningham and Eberle...
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...Is Herzberg correct? Herzberg’s theory starts with the premise that the factors involved in gaining job satisfaction and motivation are completely separate and distinct from the factors that lead to job dissatisfaction. He believes that motivator factors that are intrinsic to work are achievement, recognition for achievement, the work itself, responsibility, and growth or advancement. He said that motivators are the primary cause of job satisfaction and they cause positive job attitudes, because they satisfy a workers needs for self-actualisation, which is the individual’s ultimate goal. He stated that hygiene factors were the contrast to motivators, and were the primary cause of unhappiness in work. These are extrinsic to the job and include company policy, administration, supervision, interpersonal relationships, working conditions, salary, status and security. Herzberg states that management might challenge the employee by increasing the amount of production expected of him or her, i.e instead of tightening 10,000 bolts a day, he or she might be challenged to see if they can achieve 15,000 bolts a day. While the management sees this as challenging and engaging the employee, it merely enlarges the meaningless of the job. Critics find it quite strange that Herzberg’s two sets of factors fit so neatly into two boxes, intrinsic (contributing to job satisfaction) and extrinsic (to dissatisfaction). In a study by Ewan (1963) it was found that hygiene factors (the...
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... 1998). Motivation is one of the most frequently researched topics in organizational behavior (Latham and Pinder, 2005) and over the years, several theories have been coined and widely used by managers in their organisations. In 1950, 4 theories of employee motivation were formulated and one of them is Herzberg’s Two-‐Factor Theory of Motivation. The Two-‐Factor Theory of Motivation, or motivation-‐hygiene theory, was proposed by Frederick Herzberg in 1959. The theory states that there exist certain job factors that lead to satisfaction while others prevent dissatisfaction. According to Herzberg, the opposite of “satisfaction” is not “dissatisfaction” but “no satisfaction”. Similarly, the opposite of...
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