Critically analysing usefulness and relevance of theory in today's workplace
Verified
Added on  2022/12/23
|7
|1464
|98
AI Summary
This article critically analyzes the usefulness and relevance of Herzberg's Motivation Theory in today's workplace. It explores the application of the theory in motivating employees and improving performance, as well as the limitations and potential biases. Recommendations for effective implementation of the theory are provided.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Management theory
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
TABLE OF CONTENTS 5. Critically analysing usefulness and relevance of theory in today's workplace........................3 6. Recommendation.....................................................................................................................4 REFERENCES................................................................................................................................6
5. Critically analysing usefulness and relevance of theory in today's workplace The Two Factor Theory can be applied to the real world organization which will help the management in effective motivating its employees. This will result into achieving the desired level of efficiency. It can be implemented in the steps- first by eliminating the job hygiene stressors and the second is boosting the job satisfaction. Under the first step, the management is required to make sure that the hygiene factors are not creating any sort of dissatisfaction. Every person will examine the hygiene factor in a unique way which will differ from one person to another(Dhiman, 2017). This makes it crucial for the management in ensuring that all the relevant factors are considered and taken care of. This can be possible through the way of implementing supportive work culture by introducing the democratic leadership style and making changes to the policies of the organization. The second step is to enhancing the job satisfaction level of the employees. This can be done by improvising the actual content of the job and in this again a unique approach is required to be implemented. In order to achieve this, there are 3 techniques which is being utilized by the organizations in the real world. The first technique is job enrichment which refers to enriching the group member's job through the way of putting more challenges and complex task to perform(Chalermnirundorn, 2018). This results into making the task more interesting. The next technique is job enlargement which accounts for involving the team member in the variety of task and this also results in making the job much more interesting but under this, the task is increased but the level of difficulty remains the same. The last technique is through empowering employees with more responsibilities towards the other team members which makes them feel responsible and accountable for the task of others. For example, the real like organization like Tesco has also motivated its employees by using Herzberg model of motivation. The organization aims to motivate its employees through the way of paying more attention towards the hygiene factors along with enabling the satisfiers (Jing, Shuwen and Zaidi, 2017). Tesco motivates its employees in terms of providing them proper and timely communication in addition to the delegation of the responsibility. It also involvesitsemployeesin therelevantdecision-makingprocessand apartfrom this, the organization also holds the forum each year, where employees are involved in making discussion regarding their pay rise. This highlights the recognition of the work of the people of Tesco and rewards them(Filho and et.al., 2019). The employees of Tesco can even provide their opinion on the food menu which goes into its restaurants. In this way, employees are motivated.
But in contrast to the above, there are some negatives aspects of this model as well, which is needed to be accounted for. This theory is mainly applicable to the white collar business entities. It sometimes fails to take into account individual's situation or the perception into view (Eguji and Chigozie, 2018). This theory of motivation is mainly concentrated towards improving the satisfaction level of the employees but it does not necessarily mean that the increase in the employee satisfaction will lead to enhancement in the performance and productivity(Cote, 2019). Therefore, there is no clear and objective way of measuring and monitoring the employee satisfaction in the theory. In addition to this, the two factor theory is also subject to bias as under the situation when the employees are satisfied they give credit to themselves for that while in the opposite situation, that is, when they are less satisfied or dissatisfied, then they would blame the external factors. Therefore, this Herzberg’s Motivation Theory is useful and applicable to real like organization but it is important for the management to understand the limitations of this theory in order to effective make use of it in respect to motivating the employees and improving their performance. 6. Recommendation It can be stated that the Herzberg’s Motivation Theory is based on the two factors which are hygiene factors and the other is satisfiers(Lai and Gelb, 2019). It is important to have all the hygiene factor within the organization, otherwise, it might result into creating dissatisfaction because of inadequacy of it. It can be improved through the way of making changes in the hygiene factors which will result into motivating the employees(Kushta, 2017). But apart from the benefits it brings in, there are certain cons which are to be accounted for. Therefore, it is highly recommended to the organization to effective analyse the hygiene factors which can have an impact over the performance of the employees. These factors will differ from person to person but the management look for the common factors which affect the need of the employees(Sarla, 2020). The organization by the way of providing better and valuable opportunities to its managers and staff in respect to the taking a share or interest within the job or employment. Through the way of implementing the process of reviews and personal development plan which will allow the entity in effectively and efficiently recognizing the abilities and the accomplishments of the employees along with potential development of the same(Bawa, 2017). By the way of implementing these strategies will help in offering the career progression. In terms of future usefulness of this theory, it can be said that it will be great importance in the future as it
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
will bring in chance to effectively meet with the needs and requirements of the employees (Bharathy, 2018). It is beneficial for the organization in undertaking step in order to motivate its staff in a better way which will help them to become highly motivated and this consequently leads to the enhancement in the performance of the employees as they will perform their job in a more effective and efficient manner. Thus, this leads to the accomplishment of the desired goals and objectives.
REFERENCES Books and Journals Bawa,M.A.,2017.Employeemotivationandproductivity:areviewofliteratureand implications for management practice.International Journal of Economics, Commerce and Management.12. pp.662-673. Bharathy, A., 2018. Impact of motivation strategies on retail job performance.Sumedha Journal of Management.7(4). pp.39-46. Chalermnirundorn,N.,2018.TeacherMotivation:AFactorAffectingPersistencyin Profession.Veridian E-Journal, Silpakorn University (Humanities, Social Sciences and arts),11(4).pp.502-523. Cote, R., 2019. Motivating Multigenerational Employees: Is There a Difference?.Journal of Leadership, Accountability & Ethics.16(2). Dhiman, S., 2017. Self-motivation: Motivating the whole person. InHolistic Leadership(pp. 17- 42). Palgrave Macmillan, New York. Eguji, E. T. and Chigozie, M. P., 2018. Synergy between motivation and performance: A theoreticalanalysis.InternationalJournalinManagement&SocialScience.6(4). pp.173-181. Filho, A. H., and et.al., 2019. An Evaluation Model for Dynamic Motivational Analysis. Jing, Q., Shuwen, C. and Zaidi, Z. H., 2017. Three-factor theory from the perspective of incentiveprocess.InternationalResearch JournalofArtsand Humanities.45(45). pp.77-92. Kushta, R., 2017, September. Application of motivation-hygiene theory among workers of social care institutions. InCBU International Conference Proceedings(Vol. 5, pp. 693-698). Lai, C . J. and Gelb, B. D., 2019. Another look at motivating–and retaining–salespeople.Journal of Business Strategy. Sarla, G. S., 2020. Motivation Manifesto.NOLEGEIN-Journal of Performance Management & Retention Strategies.pp.12-17.