Hygiene factors
Even though these job factors do not last for a longer period of time as positive satisfies, these are the most essential job factors for motivation at a workplace. Without these factors or losing these factors may lead to dissatisfaction and these factors do not generate satisfaction themselves.
As mentioned above Hygiene Factors are also called as Dissatisfies or Maintenance Factors. It was offered due to the requirement of avoiding dissatisfaction. The Physiological Needs which an individual wants to fulfill were represented by Hygiene Factors.
Motivational Factors
These are the factors insist to work better and motivate individuals to show their skills and performances. Further these job factors yield positive satisfaction …show more content…
Rewards are used to reinforce the behavior we want and punishments are used to prevent the behavior we do not want. BF Skinner introduced the Reinforcement Theory of motivation and in the theory it describes that individual’s behaviour is a function of its consequences. Further he discussed that we can change or control individual’s behaviour by using four methods of,
1) Positive Reinforcement – The appropriate method to response when individuals show a positive, progressive or required behaviour. Showing a positive response for positive behaviour may lead to increase the probability of continuing the same behaviour.
2) Negative Reinforcement – Actions taken to reward individuals by removing negative consequences. Both these Reinforcement methods can used to motivate to gain required behaviour.
3) Punishment – Reduces positive consequences with the expectation of decreasing negative or undesirable behaviour in future. Simply it describes that punishing individuals by reducing positive rewards until they come up with required …show more content…
This Theory mainly describes that employees seek a better way to maintain equity between the inputs that they bring to an organization to perform assigned duties, and the outcomes that the organization gets from it and further, what sort of an amount that they receive out of it. In the other hand the theory reveals that the employees feel demotivated with their job and the employer if they sense that their valuable inputs are greater than the outputs. If they tend to get demotivated employees will defiantly reduce effort, become discontented or show disruptive behaviour.
Additional, Implementation of the Equity Theory provides paths to improve employee job satisfaction and their motivation level. If the implementer has the possibility to find the balance or imbalance of the current exists between employee's inputs and outputs, this method can be used as a practical concept.
Inputs Implementation of the Theory
Even though these job factors do not last for a longer period of time as positive satisfies, these are the most essential job factors for motivation at a workplace. Without these factors or losing these factors may lead to dissatisfaction and these factors do not generate satisfaction themselves.
As mentioned above Hygiene Factors are also called as Dissatisfies or Maintenance Factors. It was offered due to the requirement of avoiding dissatisfaction. The Physiological Needs which an individual wants to fulfill were represented by Hygiene Factors.
Motivational Factors
These are the factors insist to work better and motivate individuals to show their skills and performances. Further these job factors yield positive satisfaction …show more content…
Rewards are used to reinforce the behavior we want and punishments are used to prevent the behavior we do not want. BF Skinner introduced the Reinforcement Theory of motivation and in the theory it describes that individual’s behaviour is a function of its consequences. Further he discussed that we can change or control individual’s behaviour by using four methods of,
1) Positive Reinforcement – The appropriate method to response when individuals show a positive, progressive or required behaviour. Showing a positive response for positive behaviour may lead to increase the probability of continuing the same behaviour.
2) Negative Reinforcement – Actions taken to reward individuals by removing negative consequences. Both these Reinforcement methods can used to motivate to gain required behaviour.
3) Punishment – Reduces positive consequences with the expectation of decreasing negative or undesirable behaviour in future. Simply it describes that punishing individuals by reducing positive rewards until they come up with required …show more content…
This Theory mainly describes that employees seek a better way to maintain equity between the inputs that they bring to an organization to perform assigned duties, and the outcomes that the organization gets from it and further, what sort of an amount that they receive out of it. In the other hand the theory reveals that the employees feel demotivated with their job and the employer if they sense that their valuable inputs are greater than the outputs. If they tend to get demotivated employees will defiantly reduce effort, become discontented or show disruptive behaviour.
Additional, Implementation of the Equity Theory provides paths to improve employee job satisfaction and their motivation level. If the implementer has the possibility to find the balance or imbalance of the current exists between employee's inputs and outputs, this method can be used as a practical concept.
Inputs Implementation of the Theory