“Motivation can be defined as the processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal” (Robbins, et al., 2004, p. 184).
One such theory is Herzberg’s two-factor theory developed by Frederick Herzberg and his associates during an extensive study of 200 accountants and engineers in 1959. The theory suggests there are two factors that are needed in a workplace for employees to be motivated. They are hygiene factors and motivating factors.
Hygiene factors are extrinsic factors that provide the necessary setting for motivation but do not themselves motivate employees (Smith, Thorn & Hilton, 2012, p. 619) such as job security, wage levels and working conditions.
“Motivating factors are …show more content…
Herzberg also suggested that management arrange work in a way that allows the motivating factors, such as opportunity for growth, to take affect. Job enlargement, job rotation and job enrichment are the ways in which Herzberg believed this could be …show more content…
They created an awe inspiring corporate culture that has seen them ranked as the number one place in the world to work numerous times. Google realised that employees are the most important stakeholders in the organisation and investing in them pays huge dividends and achieves the maximisation of shareholder wealth at the same time as increasing stakeholder value. They have achieved this feat by implementing a motivation and rewards system similar to Herzbergs two-factor theory. Google provides employees with hygiene factors such as an excellent salary and fringe benefits, an enjoyable work environment and freedom whilst also providing them with motivating factors including monetary rewards such as bonus and intrinsic rewards such as excellent opportunities for growth and
One such theory is Herzberg’s two-factor theory developed by Frederick Herzberg and his associates during an extensive study of 200 accountants and engineers in 1959. The theory suggests there are two factors that are needed in a workplace for employees to be motivated. They are hygiene factors and motivating factors.
Hygiene factors are extrinsic factors that provide the necessary setting for motivation but do not themselves motivate employees (Smith, Thorn & Hilton, 2012, p. 619) such as job security, wage levels and working conditions.
“Motivating factors are …show more content…
Herzberg also suggested that management arrange work in a way that allows the motivating factors, such as opportunity for growth, to take affect. Job enlargement, job rotation and job enrichment are the ways in which Herzberg believed this could be …show more content…
They created an awe inspiring corporate culture that has seen them ranked as the number one place in the world to work numerous times. Google realised that employees are the most important stakeholders in the organisation and investing in them pays huge dividends and achieves the maximisation of shareholder wealth at the same time as increasing stakeholder value. They have achieved this feat by implementing a motivation and rewards system similar to Herzbergs two-factor theory. Google provides employees with hygiene factors such as an excellent salary and fringe benefits, an enjoyable work environment and freedom whilst also providing them with motivating factors including monetary rewards such as bonus and intrinsic rewards such as excellent opportunities for growth and