The Herzberg Motivators and Hygiene theory Assignment

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Added on 2020-03-28

The Herzberg Motivators and Hygiene theory Assignment

Added on 2020-03-28

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Re: Motivator-HygieneDefinition: The Herzberg Motivators and Hygiene theory is a theory that was developed by the psychologist Fredrick Herzberg in the 1960s(Cox & Klinger,2011). Herzberg was trying to understand other factors that affect employee motivation apart from high salaries. Herzberg`s findings revealed that certain job characteristics are related directly and consistently to job satisfaction while different factors are directly associated with job dissatisfaction.Summary: This theory discusses the factors that affect employee motivation and are not related to remuneration. The theory explains that there are some characteristics of a job that are associated with job satisfaction consistently while other factors are associated with bringing about dissatisfaction as the workplace. Herzberg concluded that job satisfaction is not opposite to job dissatisfaction and vice versa (Bhardwaj, 2009). This means that a factor that creates dissatisfaction may be corrected and things settled but may not bring about satisfaction. Characteristics associated with job dissatisfaction are referred to as hygiene factors.Discussion: The job characteristics that were seen to be consistently related to job satisfaction include: Achievement, recognition, Work itself, Responsibility, Advancement in carrier and social life and Growth. The factors that are associated with dissatisfaction (hygiene factors) include; policies of the company, supervision type, relationship with your peers and seniors, conditions at the work place, salary, status and security (Sommerville, 2007). The application of the motivational hygiene theory requires implementation of a process involving two stages. The first stage in this process is elimination of job dissatisfaction. Dissatisfaction can be removed by doing the following; Fixing poor policies and those that employees view as being oppressive, providing supervision that is supportive, effective and non-intrusive, creating and supporting culture of respect and dignity between and among employees and ensuring that the wages are fair and competitive as well as rewarding extra ordinary performance(Mars, 2011). The management also needs to make employees feel a sense of security. The second step is creating conditions that will favor job satisfaction. These conditions can be created by; offering opportunities for

The Herzberg Motivators and Hygiene theory Assignment_2

achievement, recognizing the contributions of team members and allocating job that isrewarding and which matches the skills of an individual.Biblical integrationMalachi3:10Bring the full tithe into the storehouse, that there may be food in my house. And thereby put me to the test, says theLORDof hosts, if I will not open the windows of heaven for you and pour down for you a blessing until there is no more need.ReferencesBhardwaj, K. (2009). Professional communication. New Delhi: I.K. International Pub.House.Cox, W. M., & Klinger, E. (2011). Handbook of motivational counseling: Goal-basedapproaches to assessment and intervention with addiction and other problems. Chichester: John Wiley & Sons.Mars, R. B. (2011). Neural basis of motivational and cognitive control. Cambridge, Mass: MIT Press.Sommerville, K. L. (2007). Hospitality employee management and supervision: Concepts and practical applications. Hoboken, N.J: Wiley.https://www.openbible.info/topics/motivationhttps://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htmhttps:https://www.econjournals.com/index.php/irmm/article/viewFile/180/109//www.econjournals.com/index.php/irmm/article/viewFile/180/109https://www.researchgate.net/.../262639924_Herzberg's_Two-Factor_Theory_on_Wo...www.hraljournal.com/Page/10%20HuichinChu&TsuiYangKuo.pdf

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