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 unmotivated.…
Herzberg two factor theory – hygiene factors (maintenance factors to avoid dissatisfaction but do not necessarily motivate employees) - Company policy and administration, Wages, salaries and other financial remuneration, Quality of supervision, Quality of inter-personal relations, Working conditions, Feelings of job security. Motivator factors – Status, Opportunity for advancement, Gaining recognition, Responsibility, Challenging / stimulating work, Sense of personal achievement & personal growth in a job. McGregor’s X and Y theory – Theory X = Individuals who dislike work and avoid it where possible, Individuals who lack ambition, dislike responsibility and prefer to be led, Individuals who desire security. Theory Y = Consider effort at work as just like rest or play, Ordinary people who do not dislike work. Depending on the working conditions, work could be considered a source of satisfaction or punishment, Individuals who seek responsibility (if they are motivated). Taylor’s scientific management theory - Man is a rational economic animal concerned with maximising his economic gain, People respond as individuals, not as groups, People can be treated in a standardised fashion, like machines. Porter and Lawler’s Expectancy Model is a…
Abraham Maslow offers up a hierarchy of needs model that could help with our understanding of human motivation. It is a model that has been used by management guru’s since its inception in the 1940’s and has indeed been added to over the years by other theorists but essentially remains the same. It maintains that humans all have basic needs that are required to be addressed before you can begin to motivate them.…
Section 7.1, para. 3). “Because people on the job have different needs, personality traits, values, and emotions, they will possess a different set of factors that drive his or hers motivation” (Youseef and Noon, 2012. Section 7.1, para 1). For example, some people feel that they are working there because that is the only job they can find due to lack of education. Theories of motivations deal with a person’s needs that can be physiological and psychological. One American Psychologists, Abraham Maslow, who developed Maslow Hierarchy needs- influenced most of a person’s motivation on the job. He came up with five levels of needs: 1. Food, water and shelter, 2. Physical and emotional security, 3. Belonging to someone or something- ability to be affiliated, 4. How one feels about their abilities on the job and 5. The ability to give their all on the job (Youseef and Noon, 2012). Maslow’s Hierarchy of needs and Herzberg Two Factor Theory will allow you to understand the work attitudes such as satisfaction in the Correctional Facilities (Udechukwu, 2009). “While Maslow suggested that needs, which drive behaviors associated with work attitudes (e. g., satisfaction), can be assigned to various levels, Herzberg made the distinction that needs that influence work attitudes can be met intrinsically or extrinsically. Thus, applying each theory provides a…
The five levels of need developed by Maslow (1962) are used as a framework to assist in understanding the concept of motivation in the work place. The five levels of need are physiological, safety and security, social/affiliation, esteem recognition, and self-actualization. Employees will need to feel a sense of satisfaction within the work place, as well as stability, if employees are often terminated as opposed to using a reward system, there will be a lack of trust and an atmosphere of unproductivity in the organization. Salary increases and job security…
Therefore, Frederick Herzberg's theory postulates that only motivation factors have the potential of increasing job satisfaction. Compared to these motivation factors, hygiene factors can only be used to prevent general dissatisfaction, and thus not be used as incentives to create satisfaction. An employee may therefore very well be satisfied with his/her overall working conditions, but not especially motivated to work and perform to…
To begin I will look at a need theory of motivation, Herzberg’s Two-Factor Theory (1959), as the name suggests need theories concentrate on the need’s of the employee as the main source of motivation. Herzberg built upon Maslow’s hugely influential Hierarchy of Needs (1954). Conducting research on 203 American accountants and engineers he looked at what makes employees satisfied and dissatisfied at work. Contrary to Maslow’s theory Herzberg suggests that motivation is not measured on one linear scale from satisfied to dissatisfied, but rather the two are independent of each other and form separate scales. The first group which determines dissatisfaction (or de-motivation) are named Hygiene factors which include our basic needs such as our pay and safety. The addition or improvement of hygiene factors can only lead to contentment in employees and not motivation. The second group which determines satisfaction are named Motivators, these include our internal needs such as our need to achieve, to be recognised and given responsibility. A decline or lack of motivators will not de-motivate employees, but adding them can lead to increased motivation.…
We have basic needs which, when not met, cause us to be dissatisfied. Meeting these needs does not make us satisfied, it merely prevents us from becoming dissatisfied. There is a separate set of needs which, when resolved, do make us satisfied. These are called motivators. This theory is also called Herzberg's two-factor theory.…
According to Mowrer’s two-factor theory, avoidance learning combines both classical conditioning and reinforcement. In your own words, summarize how each of these elements contributes to the two-factor theory. Provide an example from your own experience that demonstrates a situation where both factors were involved in learning. Be sure to explain how your situation illustrates both factors.…
Gawel, J. E. (1997). Herzberg’s theory of motivation and Maslow’s hierarchy of needs, Washington, DC: ERIC Clearinghouse on assessment and evaluation.…
Frederick Herzberg (1923-) 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). Motivators are more concerned with the actual job itself. For instance how interesting the work is and how much opportunity it gives for extra responsibility, recognition and promotion. Hygiene factors are factors which ‘surround the job’ rather than the job itself. For example a worker will only turn up to work if a business has provided a reasonable level of pay and safe working conditions but these factors will not make him work harder at his job once he is there. Importantly Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay and piece-rate in particular. Herzberg believed that businesses should motivate employees by adopting different styles of approaches to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are:…
Instead of using the traditional approach, employers can consider adopting another method of motivating their staff – Maslow’s theory of motivation – Hierarchy of needs. Maslow’s motivation theory shows that individuals are being motivated by unfulfilled needs (Clifford & Thorpe, 2007). According to Maslow, there are five types of needs. These needs are illustrated in the figure below.…
The studies included interviews in which employees were asked what pleased and displeased them about their work. Herzberg found that the factors causing job satisfaction were different from those causing job dissatisfaction. He developed the Motivation – Hygiene theory to explain these results. He called the satisfiers the motivators and the dissatisfiers the hygiene factor, using the term hygiene in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction.…
The second problem we have identified is the element of job dissatisfaction. It is pertinent to explore this second problem by applying Herzberg’s two-factor theory of motivation.…
The Hierarchy of Needs is a five-stage model with respect to employee’s motivation, including physiological needs, safety needs, sense of belongings, self-esteem, and self-actualisation. Maslow proposed that individual needs to satisfy the lower-level needs before pursing the higher-level needs (Fabricant, et al., 2013).…