Hertzberg’s Two Factor Theory of Motivation Essay
1432 Words6 Pages
It is a known fact that our society and our workforce continues to change, however the same question of increasing worker productivity continues to be asked by organizations and managers alike. That is one reason why the topic of motivation is so prevalent and importance continues to increase in management research. It is believed that if organizations or managers can find the key to motivate individuals, then the company will be able to increase productivity, therefore increasing their bottom line.
Theoretical Framework Over the years, researchers have tested numerous theories of motivation. Hertzberg’s Two Factor Theory of Motivation states that there are two types of motivators: the first has to do with an individual’s inward…show more content…
Those traits included agreeableness, conscientiousness, emotional stability, extraversion, and openness to experience (Goldberg, 1993; Yang et al., 2011). However, one theory has been used repeatedly since its 1954 conception to explain the behaviors of human beings, not only at work but also in life. Maslow’s Hierarchy of needs states, there are five stages of needs that individuals pass through: “physiological, safety and security, belongingness, esteem, and self-actualization” (Lester, 2013, p. 15). Individual’s base their motivation on these needs and cannot pass onto the next level until they meet the initial level. While personality, internal and external factors, and needs all play a huge part in motivating individuals to perform, one-factor remains that sums up all three theories: beliefs or values. Values influence personality, needs, and factors and those values are developed through culture.
Problem Statement Here in lays the issue of how to motivate a work force into higher performance. Our workforce, during this point in time, consists of three distinct set of employees: the Baby Boomers, Generation X, and the Millennials. Each of these generations have a unique set of values or culture that affect their needs, internal and external factors, as well as their personalities. Thus, how does an organization or manager create a motivated workforce, while juggling different
Frederick Herzberg's Motivator Hygience Theory Essay
Frederick Herzberg is renowned for the development of his Motivator-Hygiene theory. His theory stands on the ground that employees need to get satisfied with their job and avoid job dissatisfaction. For this purpose Herzberg recommends focusing on hygiene factors to avoid job dissatisfaction and focus on motivation factors to stimulate job satisfaction. In such a way, employees achieve job satisfaction and positive performance.
Traditionally, the effectiveness of employees’ performance was one of the primary concerns of managers and theorists who researched issues related to management and who developed management theories. Views on the effectiveness of employees’ performance and its improvement vary consistently. The variety of theories has been developed to stimulate the improvement of effectiveness and productivity of employees through the implementation of new methods offered by different theorists. In this respect, job satisfaction has proved to be one of the key factors that determine the effectiveness of employees’ performance. At the same time, many researchers failed to understand the full scope of factors influencing job satisfaction. In such a context, researches and the Motivator-Hygiene theory developed by Frederick Herzberg are particularly noteworthy. In fact, F. Herzberg develops the idea that there are two groups of factors influencing the job satisfaction and, therefore, effectiveness of work of employees: on the one hand, there are motivator factors, which motivate employees and lead to their job satisfaction, whereas, on the other hand, there are hygiene factors that prevent job dissatisfaction but both groups of factors are essential to maintain positive performance of employees because, according to Herzberg, motivator factors complement perfectly hygiene factors.
Job satisfaction as the key factor of a positive employees’ performance
In actuality, job satisfaction is one of the key factors that influence and determine, to a significant extent, the effective and positive performance of employees. Many researchers (Chyung, 2007) agree that job satisfaction influences directly employees’ performance. Moreover, some researchers (Feder, 2000) believe that the higher job satisfaction is the more motivated employees are and, therefore, the more effectively they work. In such a way, the close relationship between job satisfaction and employees’ performance is obvious. At the same time, the development of view on job satisfaction as the key factor of a positive employees’ performance was accompanied by numerous debates and contradictions in terms of the development of the management theory. One of the major reason for the dispute was the belief that job satisfaction can be reached through the creation of positive workplace environment, whereas, on the other hand, some researchers (Feder, 2000) argued that motivation of employees is more important for job satisfaction than positive workplace environment. Many...
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