1.7.1 Concept of Herzberg’s motivation-hygiene theory4
Herzberg's basic idea stemmed from the fact that not all factors could be classed as motivational factors. He was interested in knowing what are the factors which caused satisfaction in the workplace and the factors that caused dissatisfaction. If the management or the employers in an organization could minimize the factors that leads to dissatisfaction and maximize the factors which lead to satisfaction then Herzberg believed that an organization could obtain the best out of its employees.
Motivators (e.g. challenging work, recognition for one's achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization) …show more content…
Hygiene factors must be eliminated if dissatisfaction is to be removed from the workplace. Dissatisfaction can be removed by creating a positive culture in the workplace. Herzberg considered the following hygiene factors from highest to lowest importance: company policy, supervision, employee's relationship with their boss, work conditions, salary, and relationships with peers. Eliminating dissatisfaction is not enough to create a workplace of satisfaction. The factors leading to satisfaction has to be introduced or improved to foster a healthy working environment. These factors are known as the motivating …show more content…
Ex: In an office a good infrastructure, relevant hardware, air conditioning, and all the readily available support are a part of the working condition which are considered hygiene factors.
Salary: Salary or money that an employee earns in return of their hard work can be a great motivational tool. Money goes out faster than it comes in and once employees get it, they spend it or save it or use it to treat themselves in some way. But once they have spent the money the memory starts fading and gets fainter by each passing day. So, if one wants to motivate their employees they should do the unexpected. Giving occasional unexpected physical gift (like a week at a resort, or a brand new watch) will help in remembering the reward and will also keep them motivated.
Relationship with peers: Some people spend more time with their co-workers than with their spouses or families, which makes getting to know them an important part of the job. Healthy relationships with co-workers can increase job satisfaction and help boost morale in the office. It can be difficult for employees to learn anything personal about one another in offices where workers are seated in rows of cubicles or don't have any reason to speak to each other. If the relationship with the co-workers is not good then the employees becomes demotivated in the
Herzberg's basic idea stemmed from the fact that not all factors could be classed as motivational factors. He was interested in knowing what are the factors which caused satisfaction in the workplace and the factors that caused dissatisfaction. If the management or the employers in an organization could minimize the factors that leads to dissatisfaction and maximize the factors which lead to satisfaction then Herzberg believed that an organization could obtain the best out of its employees.
Motivators (e.g. challenging work, recognition for one's achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization) …show more content…
Hygiene factors must be eliminated if dissatisfaction is to be removed from the workplace. Dissatisfaction can be removed by creating a positive culture in the workplace. Herzberg considered the following hygiene factors from highest to lowest importance: company policy, supervision, employee's relationship with their boss, work conditions, salary, and relationships with peers. Eliminating dissatisfaction is not enough to create a workplace of satisfaction. The factors leading to satisfaction has to be introduced or improved to foster a healthy working environment. These factors are known as the motivating …show more content…
Ex: In an office a good infrastructure, relevant hardware, air conditioning, and all the readily available support are a part of the working condition which are considered hygiene factors.
Salary: Salary or money that an employee earns in return of their hard work can be a great motivational tool. Money goes out faster than it comes in and once employees get it, they spend it or save it or use it to treat themselves in some way. But once they have spent the money the memory starts fading and gets fainter by each passing day. So, if one wants to motivate their employees they should do the unexpected. Giving occasional unexpected physical gift (like a week at a resort, or a brand new watch) will help in remembering the reward and will also keep them motivated.
Relationship with peers: Some people spend more time with their co-workers than with their spouses or families, which makes getting to know them an important part of the job. Healthy relationships with co-workers can increase job satisfaction and help boost morale in the office. It can be difficult for employees to learn anything personal about one another in offices where workers are seated in rows of cubicles or don't have any reason to speak to each other. If the relationship with the co-workers is not good then the employees becomes demotivated in the