Herzberg’s Two Factors Theory
According to Yusoff, Kian, & Idris (2013), Herzberg introduced two factors that determine people’s working attitudes and the intensity of performance, namely, Motivation and Hygiene Factors. The motivation factors act as the intrinsic factor which plays an important role to enhance the workers’ job satisfaction, while the hygiene factors, the extrinsic factor,concerns aspects to avoid work dissatisfaction among the employees. In Herzberg’s theory, he emphasized that even when the extrinsic factors have been applied to the fullest, it does not necessarily increase the motivation of the employees, and it also may not increasethe employees’ efforts on working (Yusoff, Kian, & Idris, 2013).
Herzberg conducted his …show more content…
Eveline are the status and employee’s advancement in this firm. As mentioned before, in the Cheah, Teh &Sue firm, specific for the legislation department, were divided into four groups. These groups compete with each other to achieve the highest payment and bonuses. The higher the payment they get, the higher the status they hold. This will automatically place them into different status groups which motivate them to work harder.
The firm also regularly offers promotions to those who are eligible for the higher post. This motivates the employee to strive to be better and work harder. The firm has provided a library for the employees to enhance their own knowledge and provide references for the work that they have to complete. The firm also allows the employees to further their studies, and encourage the self-development of the employees.
Mrs. Eveline concluded that money plays a major role in motivating the employees of the firm. The firm introduced many monetary incentives to increase the employees’ motivation. The result of these incentives, which are hygiene factors, is surprisingly positive in increasing the employees’ motivation. Thus, this study has shown that hygiene factors overcame the motivation factors which, is a contradiction of Herzberg’s
According to Yusoff, Kian, & Idris (2013), Herzberg introduced two factors that determine people’s working attitudes and the intensity of performance, namely, Motivation and Hygiene Factors. The motivation factors act as the intrinsic factor which plays an important role to enhance the workers’ job satisfaction, while the hygiene factors, the extrinsic factor,concerns aspects to avoid work dissatisfaction among the employees. In Herzberg’s theory, he emphasized that even when the extrinsic factors have been applied to the fullest, it does not necessarily increase the motivation of the employees, and it also may not increasethe employees’ efforts on working (Yusoff, Kian, & Idris, 2013).
Herzberg conducted his …show more content…
Eveline are the status and employee’s advancement in this firm. As mentioned before, in the Cheah, Teh &Sue firm, specific for the legislation department, were divided into four groups. These groups compete with each other to achieve the highest payment and bonuses. The higher the payment they get, the higher the status they hold. This will automatically place them into different status groups which motivate them to work harder.
The firm also regularly offers promotions to those who are eligible for the higher post. This motivates the employee to strive to be better and work harder. The firm has provided a library for the employees to enhance their own knowledge and provide references for the work that they have to complete. The firm also allows the employees to further their studies, and encourage the self-development of the employees.
Mrs. Eveline concluded that money plays a major role in motivating the employees of the firm. The firm introduced many monetary incentives to increase the employees’ motivation. The result of these incentives, which are hygiene factors, is surprisingly positive in increasing the employees’ motivation. Thus, this study has shown that hygiene factors overcame the motivation factors which, is a contradiction of Herzberg’s