4. Proposed Framework
In this study, it will propose to use Herzberg’s Two-Factor Theory. Motivation categorized into two factors: extrinsic (hygienes) and intrinsic (motivator). Extrinsic factors such as pay, working condition which produces job dissatisfaction to increase the satisfaction of employees. On the other hand, intrinsic factors such as recognition, a promotion which produces job satisfaction to increase the satisfaction of employees. In case, it may see which factor affect the staff to perform well for their duties.
It found that many researchers using Herzberg’s two-factor theory (1959) of intrinsic and extrinsic motivation to build up their study (Gangwar et al., 2013; Roberts, 2005; Tietjen & Myers, 1998). It becomes the …show more content…
A fashion and accessories industry such as H&M, Bauhaus and I.T apparels Limited, which will discuss and have a managerial implication for this study. I.T apparels Limited have coordinated 758 subsidiaries in the world such as Hong Kong, China, Taiwan, Japan and USA.
For the monetary factor, it is about a staff salary, bonus or allowance which is the benefit of the employment contract. In fashion and accessories industry, the companies mostly use a basic salary plus the commission for the staffs. This pay structure main purpose is to increase the work motivation of the employees. The commission is based on their individual or group sales performance. According to the news, 61% of the interviewees mention that they will leave the company because the company salary is poor (Wen Wei Po, 2013). It shows that low salary will increase the turnover rate and reduce the retention of the company. Also, a staff has a low basic salary, they need to pressure himself or herself to achieve the target requirement which may make them overstress (Apple Daily, 2005). A staff keeping overstressed cause of the job duties, it will become dissatisfied with their work. Thus, it will increase the staff resign their job which increases the turnover rate. In case, the company should increase the salary to be a reasonable level, and clearly defined how to get the reward. As a result, the employees will feel joyful and satisfy to their job. A company retains the staff with a clear and reasonable monetary factor, it may decrease the turnover rate of the
In this study, it will propose to use Herzberg’s Two-Factor Theory. Motivation categorized into two factors: extrinsic (hygienes) and intrinsic (motivator). Extrinsic factors such as pay, working condition which produces job dissatisfaction to increase the satisfaction of employees. On the other hand, intrinsic factors such as recognition, a promotion which produces job satisfaction to increase the satisfaction of employees. In case, it may see which factor affect the staff to perform well for their duties.
It found that many researchers using Herzberg’s two-factor theory (1959) of intrinsic and extrinsic motivation to build up their study (Gangwar et al., 2013; Roberts, 2005; Tietjen & Myers, 1998). It becomes the …show more content…
A fashion and accessories industry such as H&M, Bauhaus and I.T apparels Limited, which will discuss and have a managerial implication for this study. I.T apparels Limited have coordinated 758 subsidiaries in the world such as Hong Kong, China, Taiwan, Japan and USA.
For the monetary factor, it is about a staff salary, bonus or allowance which is the benefit of the employment contract. In fashion and accessories industry, the companies mostly use a basic salary plus the commission for the staffs. This pay structure main purpose is to increase the work motivation of the employees. The commission is based on their individual or group sales performance. According to the news, 61% of the interviewees mention that they will leave the company because the company salary is poor (Wen Wei Po, 2013). It shows that low salary will increase the turnover rate and reduce the retention of the company. Also, a staff has a low basic salary, they need to pressure himself or herself to achieve the target requirement which may make them overstress (Apple Daily, 2005). A staff keeping overstressed cause of the job duties, it will become dissatisfied with their work. Thus, it will increase the staff resign their job which increases the turnover rate. In case, the company should increase the salary to be a reasonable level, and clearly defined how to get the reward. As a result, the employees will feel joyful and satisfy to their job. A company retains the staff with a clear and reasonable monetary factor, it may decrease the turnover rate of the