Herzberg's Two-Factor Motivation Model Of Maintenance And Motivator Factors?

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Motivation is used to affect the behavior of the projects team members to achieve a projects goal and objective. On one of the projects I have worked, the projects team members were motivated on the premises of autonomy or intrinsic factors. Autonomy is motivation through self-direction. As to intrinsic motivation factors, motivation comes from within a person through the results of the work itself. The reason intrinsic factors or autonomy motivation was the best influence in this project was the team was developing performance requirement (Lussier & Achua, 2013). In developing performance requirements for this system, the team members were challenged to think outside of the box, which is an intrinsic factor. Additionally the team members …show more content…
Under Herzberg’s model, the maintenance factors were already in place such as pay, benefits, and job security. What the team members could accept as a motivation was the job enrichment motivator. Job enrichment motivation is when a project leader assigns the team members a job that is challenging and interesting. In this project of developing performance requirements, the task for the team members was both interesting and challenging (Lussier & Achua, …show more content…
The reason for such a strong identity for this team was due to the motivation and self-satisfaction this project brought to each team member. Team members were excited about coming to work as this project allowed free thinking and for some doing what they wanted to do. Even through the project had goals and objectives, the schedule was not constrained to add stress or limit a person’s ability to be creative. I truly believe this was the best team I have worked with and with no stress of accomplishing the performance requirements on a constrained schedule (Lussier & Achua, 2013). To continue building team cohesiveness we held occasionally social events such as cookouts and movie outings. These additional social events added to team strengthening and further building of rapport amongst the various team members. However, we did have our disagreements over requirements but those dysfunctional conflicts created innovative thinking and clearly defined requirements in the end (Larson & Gray,

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