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the motivation-hygiene theory in 1959 He introduced two main factors which influence employees during their job/work : motivational factors and hygienic factors/dissatisfiers The Research was conducted by him and his associates in Pittsburgh
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In
general, the various factors or elements which generates a spark in a person or group of people to do things in order to accomplish his/their goal can be defined as motivation and the factors or elements which generates the spark are known as motivational factors.
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conditions which do not provide positive satisfaction, but their presence does not motivate the employees or their absence can create dissatisfaction among them. They are also known as maintenance factors as they are required to maintain a considerable level of satisfaction in order to keep the mental health of the employees stable.
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Hygiene
factors
Motivating
factors
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Herzbergs MotivationHygiene Model:Herzberg proposed the MotivationHygiene Theory, also known as the Two factor theory (1959) of job satisfaction. According to his theory, people are influenced by two sets of factors: Hygienic factors Motivational Factors
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Absence of these factors can result in: Low Productivity Poor service Quality Strikes/Industrial Disputes Complaints about Click to edit Master subtitle style working conditions
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The canonical determination of his theory is that an individual cannot attain greater performance just by improving remunerations and environment. Click to edit Master subtitle style
This tends to be revealing factor to managers who go on improving pays and profits with the hope of higher efficiency and with that Herzberg emphasised on the job as an intrinsic motivating factor.
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job satisfaction and high performance lies in job enrichment. The other factors influencing the job satisfaction are recognition , growth , advancement & responsibility and whenever the people felt good about their work, they tend to impute these characteristics to themselves. Hence, Herzbergs theory made a substantial contribution to the mangers better understanding of human behaviour.
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2.In Herzbergs study, the interviewees were asked to report exceptionally good or exceptionally bad moments. This methodology is defective because there is a common bias among human beings to take more credit for good things 3. Herzberg gave too much emphasis on job enrichment. But job enrichment is not the only answer. Off-the-job satisfaction of the workers is also important. Herzberg did not attach much importance to pay, status or interpersonal relationships which are important contents of satisfaction. Blame on others for bad things. 4.This distinction between maintenance factors and motivating factors is not definite. What is a maintenance factor (e.g., pay) for a worker in United States may be a motivator to a Chinese worker. Thus, Herzberg ignored the dominating influence of situational variable.
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1.
There is great similarity between Herzbergs and Maslow model .A close study of Herzbergs model shows that some employees may have fulfil level of social and economic progress in society but for them Higher needs are primary motivator. Thus we can say money might be a motivator for a operative employees and some managerial employees. Herzberg theory draw a distinction between two factors namely Motivational and Maintenance and point out that motivational factors often derived from job itself.
2.
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Motivation-Hygiene Combinations
(Motivation = M, Hygiene = H)
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1. 2. 3. 4. 5. 6.
Applicability
Empirical Data
Needs hierarchy theory based Motivation hygiene theory on intuition and not on is based on data collected empirical study from professional people.
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Herzbergs Motivation Hygiene theory can be used as a guidelines for the organizations that hygiene or maintenance factors are the extrinsic & most important factor in order to maintain reasonable level of job satisfaction among employees.
The Herzberg theory highlights that Hygiene factors do not provide job satisfaction but lack of these factors may dissatisfy them therefore healthy and appropriate level of these factors should be maintained by business organizations. This theory of Herzberg is helpful to understand that feelings of happiness ,satisfaction and dissatisfaction are related to the working environment of employees.
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References
1. N. K. (N.d.) Clarification and evaluation of the two factor theory. Theory of job satisfaction, pp 18-31 2.Hackman, J. R. & Oldham, G. R. Motivation through design of work. Organization behavior and human performance (16) pp. 250-279 3. Chhabra, T. N., Marketing management (2006) , (4th ed.). Dhanpat Rai & Co.
behavior : Foundation, theories and analysis. New York : Oxford University Press
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