Herzberg's Theory: Impact on Workplace Motivation & Performance

This essay discusses the significant role of motivation in enhancing employee performance, particularly in relation to Herzberg's Two-Factor Theory. It examines how motivators and hygiene factors influence individual and team productivity in the workplace. The essay evaluates strategies organizations can implement to sustain motivation, including fostering trust, promoting open communication, implementing reward systems, providing recognition, and offering training opportunities. It emphasizes the importance of these strategies in boosting employee morale, dedication, and commitment, ultimately contributing to improved organizational performance. The paper concludes that a focus on motivation, guided by theories like Herzberg's and supported by practical strategies, is essential for maintaining a productive and engaged workforce.

Business management and strategic management

Motivation
“Discuss and evaluate how levels of motivation can impact upon an individual's and a
team's performance in the workplace, taking the strategies available to assist in sustaining
motivation within an organization into consideration”.
Motivation plays a great role in enhancing the overall performance level of the employees. It is
important to motivate the employees so that they can give their best towards the organizational
activities. Without motivation in the workplace, it would not be possible for the company to
attain the large market share. Motivation is one of the important factors that help to maintain the
image of the company in the competitive market. So, in this paper, the discussion will be made
on the motivation levels by focusing on the Herzberg's Theory of Motivation. This theory affects
the individual and also the overall performance of the team in the workplace. In the last phase,
the emphasis will be given on the strategies that will help in maintaining the motivation in the
organization.
Motivation has an important role in managing the performance of the team and the individual in
the workplace. There are various levels in Herzberg theory that help to motivate the people in the
workplace. This theory is one of the best theories that can help the teams and the individuals to
manage the entire performance level. Herzberg theory can also be stated as the two factors theory
that will help the employees in managing the entire work in the workplace. Herzberg theory is
considered by many companies so that it can be easy to motivate the employees. Also, it
enhances the overall level of productivity of the employees in the workplace (Anitha, 2014).
In the Herzberg theory, there are two factors that affect the level of motivation of the team and
individual who are managing their work on the routine basis. This theory emphasizes on
designing the job by considering the needs of the employees. By considering Herzberg theory, it
can be stated that the Motivators are satisfied and also dissatisfied with the overall operations
which are managed in the workplace (Armstrong and Taylor, 2014).
By focusing on this theory it can be examined that this theory maximizes the motivation level of
the employees and train them in reference to the entire process of the company. It is important
that the company should offer advantages to the employees who are in the workplace from a long
time. It can be evaluated that the hygiene factor is also concerned with the dissatisfaction and
motivator factor that helps to determine the level of satisfaction of the employees in the
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Motivation
workplace. It can be evaluated that the advantage which is attained focuses on the satisfaction of
the employees. If the employees have the satisfied attitude with their work then the positive
impact can be seen on the entire level of productivity of the employees.
Herzberg theory of motivation was given by Frederick Herzberg who is considered as a scientist
of behavior. According to this theory, it has been analyzed that there are various job factors that
can result in the overall satisfaction but on the same time, there are also the job factors that can
prevent the dissatisfaction of the employees (Alshmemri, Shahwan-Akl, and Maude, 2017). By
considering this theory it can be stated that the opposite of satisfaction is not satisfied and the
opposite of dissatisfaction is not dissatisfied.
Figure 1 (Source: Human business, 2017).
In Herzberg theory, the classifications of the factors are done into two categories. One is related
to the Hygiene factor and another one is related to the motivator's factor. In the first level of
Herzberg theory which is hygiene factor, it can be analyzed that there are those job factors which
are important for enhancing the motivation in the workplace. In this, positive satisfaction is not
for a long time but if these factors are not present at the workplace then it can lead to
dissatisfaction. It can also be stated that hygiene factors are considered as the factors in which
the reasonable job do not exist. In this, it can be seen that the employees are not satisfied with the
offers which are given by the employer to the employee in the workplace. These factors can also
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Motivation
be considered as extrinsic to work and the hygiene factor can be called as the maintenance factor
which is necessary to avoid the dissatisfaction in the workplace (Brewster et al., 2016).
Hygiene factor is also considered as the physiological need in which the person needs should be
fulfilled. By satisfying the needs it can be seen that the overall performance of the employees in
the workplace can be enhanced. Hygiene factors take into consideration various factors like pay
which can be also stated as the salary structure. In this, it has been seen that it should be
appropriate so that it can be easy for the employees to feel motivated and happy in the
workplace. In this, the factor also relates to the policies of the company. It is important for the
top management to focus on making the policies which are not rigid (Gupta and Shaw, 2014).
Also, the policies should be clear and fair like flexible working hours and breaks should be
offered to the employees. By taking into consideration these things it can be simple to motivate
the employees as it will directly boost the overall team and individual level of productivity in the
workplace (Buckingham and Goodall, 2015).
Next benefit in this theory is related to the fringe benefits in which the employees should be
given proper health care plans and also help programs so that they feel motivated and good in
managing the overall activities of the company. Status is also one of the factors which take place
in this factor. It has been seen that the status of the employees in the workplace should be
maintained so that with confidence, the employees can give their best towards the entire
activities of the company. The next factor in this category is related to the job security in which it
can be examined that companies should offer job security to the employees so that they can work
with the positive attitude towards the organizational activities.
Next factor is related with a motivational factor in which it has been investigated that hygiene
factors are not taken into consideration as the motivators. The motivational factors also focus on
the satisfaction factor. These factors emphasize on the inherent to work. It can be stated that
these factors enhance the motivation of the employees for giving superior performance in the
workplace. These factors can also be stated as the satisfiers. These factors have the role in
maintaining the overall job performance of the employees and the employees consider these
factors that intrinsically known as rewarding. It has been analyzed that motivators are
symbolized with the physiological needs that can be considered as the additional benefit.
Motivational factors also consider the level related to recognition.
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Motivation
It is important that employees should be praised and recognized in the workplace by the top
management so that it can be simple for them to give their best towards the overall activities of
the company. The next level is related to the sense of achievement that should be there so that
employees can work with dedication and honesty. There should also be proper growth and
promotional opportunities in the workplace so that employees can perform well towards the
assigned activities. Responsibility is also considered as the aspect in which the employees should
be responsible for the work. It is important that managers should offer proper ownership of the
work so that it can be simple to maintain control and accountability (Bratton and Gold, 2017).
So, this is considered as the best motivation theory that should be considered by the managers so
that it can be easy to manage the entire activities of the company. By focusing on this theory it
can be seen that the level of motivation can maintain the overall performance of the team and
individual in the workplace. It has been seen that there are various strategies which can help to
sustain motivation within the organization.
The first strategy is related to trust. This is considered as an important aspect in the workplace. If
the trust between the employees and employer are maintained then it can be simple to sustain
motivation in the workplace. It can also help them to give their best towards the organizational
goals. Also, it is important for the leaders to trust their employees in assigning the activities as it
boosts their morale to the workplace activities. It is the responsibility of the managers to build
trust with their employees. To build trust is considered as the best strategy that should be
considered to sustain motivation in the workplace.
The next strategy is related to communication that should be considered by the managers so that
the information can be transferred easily. Communication strategy can help to sustain the
motivation as in this the employees can easily share their views and opinion with each other. If
there is proper flow of communication in the workplace then it can be simple for the employees
to work with dedication and clarity towards the activities which are assigned to them by the top
management (Hauser, 2014).
Reward system is also considered as the strategy that should be considered by the top
management to sustain the motivation factor in the workplace. It can be evaluated that incentives
are considered as the best way that can help to promote motivation in the workplace. Employers
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Motivation
should focus on the use of incentive policies in the workplace so that it can be easy to boost the
level of productivity and also to motivate the employees in the workplace. The top management
can offer incentives in many forms like in the form of travel perks, bonus, and vouchers. It also
helps to maintain healthy competition in the workplace (Aslam et al., 2015).
The next strategy that should be considered is related to recognition. This strategy is considered
as the best strategy on which the top management should focus so that it can be simple to
maintain motivation in the workplace. It is the responsibility of the top management to motivate
the employees by giving appreciation or recognition in the workplace. It will help to boost the
overall activities in the workplace and can help to maintain the level of confidence of the
employees towards the activities which are given to them by their higher authority.
The last strategy that should be considered is related to training. To maintain the motivation in
the workplace, it is important for the top management to give training to the employees so that
they can gain knowledge in relation to the activities which are given to them (Haff and Triplett,
2015). If they have the knowledge of the activities then it can be simple to maintain the
motivation level within the workplace. It has been seen that motivation can help to maintain the
overall productivity in the workplace and with the help of the training strategy it can be simple to
maintain the level of dedication and commitment level of the employees towards the entire
activities of the company (Ford, 2014).
So, by focusing on the entire paper it can be concluded that motivation is considered as an
important part in the workplace. It is important for the top management to focus on the Herzberg
theory so that it can be simple to maintain the performance of the employees in the workplace.
Also, there are various strategies that should be considered by the top management so that it can
be easier to sustain the level of motivation in the workplace. The strategies are related to training,
trust, reward system, and recognition. It is important for the company to consider these strategies
so that it can be simple for the employees to give their best towards the activities of the
company. By considering these strategies, the impact can be seen in the entire performance and
productivity level of the employees in the workplace.
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References
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Aslam, A., Ghaffar, A., Talha, T. and Mushtaq, H., 2015. Impact of compensation and reward
system on the performance of an organization: An empirical study on banking sector. European
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
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Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
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Haff, G.G. and Triplett, N.T. eds., 2015. Essentials of strength training and conditioning 4th
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Hauser, L., 2014. Work motivation in organizational behavior. Economics, Management and
Financial Markets, 9(4), p.239.
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Human business. 2017. Herzberg’s Two-Factor Theory of Motivation. [Online] Available at:
http://www.humanbusiness.eu/herzberg-two-factor-theory-of-motivation/ . [Accessed on: 12
October 2018]
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