How to Write a Summary of an Article? The results show that hygiene factors were the dominant motivators of sales personnel job satisfaction. Working conditions were the most significant in motivating sales personnel. Recognition was second, followed by company policy and salary.
The two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead to satisfying workers in the work environment.
On the other hand, motivators are the factors that are related to the nature of the job and play a significant role in providing satisfaction among workers and leading to higher level of motivation Bassett-Jones and Lloyd The thesis statement for the paper is: The strengths of the article are as follows: Extensive coverage of the basis of motivation theory The article has covered the formation of the motivation theory and related literature in extensive manner so as to understand the scenario 50 years earlier when the theory was first framed.
Earlier, organizations remained competitive without requiring high level of creativity or innovation due to emphasis on mass production of goods and services. Identification of movers and motivators The study identifies movers and motivators on the basis of the work suggestion schemes and ideas contributed by employees.
Movers have an association with the desire of winning rewards and gifts, while motivators relate to the sense of achievement. They also have the desire to bring improvement in the success of the organization as well as save the money of the employer.
Relationship with the line manager is not a motivator.
There is no need of recognition by the manager when it comes to motivating contributors. However, it is a major hygiene factor in the context of contemporary business environment as there is negative impact of poor perception of line manager by the employees.
It is a strong point in terms of identifying factors for motivators and movers to contribute in work suggestion schemes. It has also been supported in the study by Daartey-Baah and Amoako where it is stated that managers play a significant role in creating satisfaction among employees.
It is considered as a hygiene factor and managers should work in direction of creating satisfaction among employees by providing proper working conditions.
There can be other events that can affect the motivation and movement of employees, that are not discussed in the article, such as suiting the special needs of employees and blending both hygiene and motivating factors for the efficiency and effectiveness of the work of employees as well as the organization concerned Bassett-Jones and Lloyd Additionally, the article does not take into account the consideration that has an association with the social desirability and ego defense bias.
There is also no consideration of the attribution of emotion of employees to certain events that occurred in the past. The focus is on just one event- contribution to ideas by employees in the organization.
There should be adequacy of the hygiene factors and managers must ensure that employees are motivated to work by giving opportunities, recognition, job enrichment, and utilizing their capabilities to the maximum possible level.
It is essential to understand what motivates workers to give their best at the workplace. Employees rate factors related to motivation higher than those related to hygiene in the work setting. However, neither the hygiene factors alone nor the motivator factors alone can contribute significantly to remove the dissatisfaction on the whole.
It is necessary on the part of managers to blend both the factors well so as to suit the specific as well as special needs of the employees of the organization. The pragmatic approach is to create a balance between the hygiene factors and the motivator factors Dartey-Baah and Amoako Employees all over the world not only want job security but also want quality employment.
They desire to be given ample opportunities for advancement, good working conditions, and fair treatment by managers, and autonomy on their work, challenging jobs and responsibility Miner These factors are included in the motivator factors given by Herzberg and still holds true today in contemporary business environment.
As stated in the article, doing work in the form of team encourages the employees to bring about innovative ways of doing work, creating synergy at the workplace that ultimately has positive impact on the performance of the employees Dartey-Baah and Amoako Herzberg determined the two factor motivation model in the era of industrial age where the major focus of organizations was mass production.
The structure of the organizations also remained inflexible due to which employees were required to do stereotypical manual jobs. Studies by researchers, such as Cock and Davis demonstrate that work quality is one of the major factors that determine satisfaction among employees in terms of motivation.
So, money stops acting as the motivator for employees beyond a certain threshold Critical Analysis of Adam J. Herzberg stated that the only way to motivate employees in the organization is to give them challenging work so that they can feel a sense of responsibility as well as belongingness towards the organization.
In , Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of. Transcript of Comparing and Contrasting Maslow vs. Herzberg vs. McClelland The lower levels much be met before the higher ones. THEORY OF NEEDS TWO FACTOR THEORY 1. There are specific levels as to which need has to come first or last. (physiological and security needs) are basically the same idea as Herzberg's hygiene theory. Why? 3. Management > Herzberg. Herzberg's Motivation-Hygiene Theory (Two Factor Theory) To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction.
This statement is applicable to any job within every industry. Today, employees are involved in decision making due to which they feel more responsibility as well as find themselves at higher level of motivation. Intrinsic drivers dominate over external stimuli in terms of motivation and leads to contribution towards organizational success Riley Although, it is not always necessary that motivators keep motivating employees all the time and hygiene factors cause dissatisfaction.
Some of these factors can interchange their roles as well. Therefore, it is required on the part of managers to adopt more pragmatic approach and apply blend of both motivator factors and hygiene factors to attain the individual as well as organizational goals with efficiency and effectiveness Miner It helps in basic understanding of factors of motivation at work.In , Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory.
According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of. The main focus of this paper, however, is on Herzberg’s theory of motivation. 75 Tan Teck-Hong and Amna Waheed Herzberg’s motivation-hygiene theory, also known as the two-factor theory, has received widespread attention as having a practical approach toward motivating employees.
Does Herzbergs Motivator And Hygiene Factor Theory Apply Tourism Essay. Print Reference this. if the hygiene factor is taken into consideration it could help in eliminating people’s dissatisfactions.
Herzberg believes that employees get responsibility based on their level of ability, which is the same principle that managers in Taiwan. To apply the theory, you need to adopt a two-stage process to motivate people.
Firstly, you need to eliminate the dissatisfaction they're experiencing and, secondly, you need to help them find satisfaction. Published: Wed, 10 May Herzberg proposed the Motivation-Hygiene Theory, also known as the Two factor theory () of job satisfaction.
According to his theory, people are influenced by two factors: Satisfaction, Which is first and foremost the result of the motivator factors; these factors help magnify satisfaction but have slight effect on . Herzberg’s Two-Factor Theory Theory of Motivation and Hygiene.
We have Maslow’s theory, McClelland’s theory, the ERG theories timberdesignmag.com theories look at needs and the concept of motivation from different functional points of view and theorize how motivation can be effectively carried out.