# Herzberg’s Two Factor Theory (Theory of Motivation)
Lao PDR.
I. Hygiene Factor
1. Salary
In general salary in the main factor that unable officers to work harder and perform well in their task, but in case of Lao PDR, money does not so matter as it should be. The question is how do public servant can motivate themselves to work without thinking of salary. In fact, an income of Lao public servant officer is quite low compared to other country in the region. Young officers who start working in public servant from 1 – 5 years will receive an average salary of $ 160, that is insufficient for living in recent society. Moreover, 10 % of its salary will be increased year by year after 5-years working.
2. Working Condition
It’s a responsibility …show more content…
Motivator factors
1. Achievement
People do prefer satisfy over their achievement, even its achievement is big and hard to pursue. In case of the Lao Ministry of Foreign Affairs (MoFA), all officers dedicate to improve their knowledges and skills because they believe that working at MoFA is an honorable job as a representative of the country in international platform. Also, there are opportunities to be posted a mission aboard.
2. Recognition and Responsibility
No one want to work under other people, they need a recognition and respect from their leader or co-worker even a little compliment and congratulation from their family or their lover. In case of Lao, when some employee performs well, they will be given a reward as a form of bonus. In addition, respect and trust are given to someone who work well. If they do a good performance in one task, they will be given another important task. They also have a freedom and responsibility to do their task without any pressure from their leader because a leader knows well he/she could handle it and done a task on …show more content…
Most of scholarship would provide directly to public organization. So, they see this opportunity as a chance to enhance their knowledge and abilities. In long term perspective, they believe that they could possibly be promoted to a higher position if they perform well and constantly. Of course, their salary will increase as they are working harder.
III. Government ‘effort to improve a public sector.
The government of the Lao PDR do consider of this matter, so they decide to bridge the gap by providing comprehensive solutions. Frist an extra earning in the form of gas bill, mobile payment card, coupons for lunch, oversea travel payment, bonus and overtime payment
IV. Conclusion.
According to the theory Herzberg (1968), we can investigate that hygiene factors are not help employee satisfy more in their work. In contrast, increasing motivator factors can help increase a work satisfaction. For instance, Lao employees who are working in public sector. They know that a salary is lower than it should be, rather than that they prefer to work anyway because they see a great opportunity to grow, achieve in their task and receive a recognition from
Lao PDR.
I. Hygiene Factor
1. Salary
In general salary in the main factor that unable officers to work harder and perform well in their task, but in case of Lao PDR, money does not so matter as it should be. The question is how do public servant can motivate themselves to work without thinking of salary. In fact, an income of Lao public servant officer is quite low compared to other country in the region. Young officers who start working in public servant from 1 – 5 years will receive an average salary of $ 160, that is insufficient for living in recent society. Moreover, 10 % of its salary will be increased year by year after 5-years working.
2. Working Condition
It’s a responsibility …show more content…
Motivator factors
1. Achievement
People do prefer satisfy over their achievement, even its achievement is big and hard to pursue. In case of the Lao Ministry of Foreign Affairs (MoFA), all officers dedicate to improve their knowledges and skills because they believe that working at MoFA is an honorable job as a representative of the country in international platform. Also, there are opportunities to be posted a mission aboard.
2. Recognition and Responsibility
No one want to work under other people, they need a recognition and respect from their leader or co-worker even a little compliment and congratulation from their family or their lover. In case of Lao, when some employee performs well, they will be given a reward as a form of bonus. In addition, respect and trust are given to someone who work well. If they do a good performance in one task, they will be given another important task. They also have a freedom and responsibility to do their task without any pressure from their leader because a leader knows well he/she could handle it and done a task on …show more content…
Most of scholarship would provide directly to public organization. So, they see this opportunity as a chance to enhance their knowledge and abilities. In long term perspective, they believe that they could possibly be promoted to a higher position if they perform well and constantly. Of course, their salary will increase as they are working harder.
III. Government ‘effort to improve a public sector.
The government of the Lao PDR do consider of this matter, so they decide to bridge the gap by providing comprehensive solutions. Frist an extra earning in the form of gas bill, mobile payment card, coupons for lunch, oversea travel payment, bonus and overtime payment
IV. Conclusion.
According to the theory Herzberg (1968), we can investigate that hygiene factors are not help employee satisfy more in their work. In contrast, increasing motivator factors can help increase a work satisfaction. For instance, Lao employees who are working in public sector. They know that a salary is lower than it should be, rather than that they prefer to work anyway because they see a great opportunity to grow, achieve in their task and receive a recognition from