Frederick Herzberg is a famous American psychologist focused on the field of job satisfaction. He originally developed the motivator hygiene theory or the two-factor theory of the relationship of management and psychology of individual workers. He initially introduced the theoretical and conceptual aspect of job enrichment as well as motivator hygiene theory of job satisfaction among the workers of the particular organization. His area of expertise was employee motivation and employee satisfaction. This two-factor or motivator hygiene theory is very important as well as necessary for dealing with the conceptual framework of this particular research topic of training and development for the employees of the construction industry. Herzberg
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It was not elegant or a professional way of acting
2. It is in contrary to the corporate image of benevolence
3. It is a form of attack that causes an employee’s autonomic nervous system to react resulting in some form or reaction, usually negative (Herzberg, 1968) An assumption of the Motivator Hygiene theory (Herzberg, 1968:2003) is that a company can only manage the dissatisfaction among the employees by giving compensation to the employees of the organization. On the contrary, the applications of positive KITA or motivators, by Herzberg go much deeper than monetary compensation as they are more of a quid pro quos of individual exchanges. Herzberg pointed out nine personal motivators that have been developed in the workplace:
1. Reducing time spent at work – Allowing the reward of time off for hard work may motivate an individual, but motivated individuals seek to work more.
2. Spiraling wages – Achieving a wage level for high performance can have just as much of a positive impact as the negative impact of a wage adjustment for under performance.
3. Fringe benefits – It is nice for the company to offer perks like gym membership but too often benefits, like medical and retirement, become …show more content…
Job Participation – This was giving the employee the organizations “Big Picture” but still resulted in lack of motivation that was attributed to the employees well-being
9. Employee counseling – because of the Hawthorne effect (Landsberger, 1958), it was established that employees had negative feelings about their job that affected performance. Herzberg (1968) concluded that an employee’s interaction is a result of one the two basic behavioral traits that exist in every individual. These traits are naturally occurring as they are built in basic animal avoidance conditioning and unique human growth characteristics. Dissatisfaction-avoidance, or hygiene, factors that belong naturally to a job include company policy, supervision, administration, working conditions, status, salary, interpersonal relationships, and security (Herzberg,1968). Growth or motivator factors that belong naturally to a job include achievement, recognition for achievement, the work itself, advancement, growth, and responsibility (Herzberg, 1968). It is the nature of motivators to have a long lasting, and more impactful effect on employee attitudes than the instinctive reactions of hygiene factors. As stated by Sawyer and Rubin (2007) the Motivator Hygiene theory’s variables are the interpersonal relationships among employees, policies of the business and company, practices by administration, maintenance of job security and/or benefits. These variables are often related to the self-actualization of
It was not elegant or a professional way of acting
2. It is in contrary to the corporate image of benevolence
3. It is a form of attack that causes an employee’s autonomic nervous system to react resulting in some form or reaction, usually negative (Herzberg, 1968) An assumption of the Motivator Hygiene theory (Herzberg, 1968:2003) is that a company can only manage the dissatisfaction among the employees by giving compensation to the employees of the organization. On the contrary, the applications of positive KITA or motivators, by Herzberg go much deeper than monetary compensation as they are more of a quid pro quos of individual exchanges. Herzberg pointed out nine personal motivators that have been developed in the workplace:
1. Reducing time spent at work – Allowing the reward of time off for hard work may motivate an individual, but motivated individuals seek to work more.
2. Spiraling wages – Achieving a wage level for high performance can have just as much of a positive impact as the negative impact of a wage adjustment for under performance.
3. Fringe benefits – It is nice for the company to offer perks like gym membership but too often benefits, like medical and retirement, become …show more content…
Job Participation – This was giving the employee the organizations “Big Picture” but still resulted in lack of motivation that was attributed to the employees well-being
9. Employee counseling – because of the Hawthorne effect (Landsberger, 1958), it was established that employees had negative feelings about their job that affected performance. Herzberg (1968) concluded that an employee’s interaction is a result of one the two basic behavioral traits that exist in every individual. These traits are naturally occurring as they are built in basic animal avoidance conditioning and unique human growth characteristics. Dissatisfaction-avoidance, or hygiene, factors that belong naturally to a job include company policy, supervision, administration, working conditions, status, salary, interpersonal relationships, and security (Herzberg,1968). Growth or motivator factors that belong naturally to a job include achievement, recognition for achievement, the work itself, advancement, growth, and responsibility (Herzberg, 1968). It is the nature of motivators to have a long lasting, and more impactful effect on employee attitudes than the instinctive reactions of hygiene factors. As stated by Sawyer and Rubin (2007) the Motivator Hygiene theory’s variables are the interpersonal relationships among employees, policies of the business and company, practices by administration, maintenance of job security and/or benefits. These variables are often related to the self-actualization of