According to Herzberg, hygiene factors at work would include Select all that apply
True motivation comes from achievement, personal development, job satisfaction and recognition." Show
- Frederick Herzberg Herzberg's motivation-hygiene theory argues that the two factors, motivation and hygiene, can cause either employee satisfaction or dissatisfaction. According to Herzberg, the different combinations of the two factors can lead to various outcomes in the workplace. Let's take a look. Herzberg's Theory in BusinessHerzberg's theory is the motivation theory called Herzberg's motivation-hygiene theory or Herzberg's two-factor theory. Herzberg's theory includes two factors which are motivation and hygiene. The motivation factors are aimed to motivate and engage employees in the workplace. These factors include a sense of achievement, responsibility and interest in work. On the other hand, hygiene factors are maintenance factors that employees expect to receive in every workplace. Hygiene factors do not necessarily add additional motivation but the absence of them can cause dissatisfaction for employees. Hygiene factors include salary, working conditions, policies, supervision, etc. The independent factors can cause employees satisfaction or dissatisfaction at the workplace depending on their presence. A high presence of motivation factors will satisfy employees and a high presence of hygiene factors will prevent employees from being dissatisfied. The different combinations of motivation and hygiene factors influence employees' level of motivation and engagement towards work. These combinations are: Herzberg Two Factor Theory: High hygiene and high motivationThis is the combination that will make employees highly engaged and motivated towards their work. Herzberg Two Factor Theory: High hygiene and low motivationThis combination will mean that the employees will still be going to work in the company and achieve set targets to keep their job. However, employees will not be motivated to achieve targets beyond the set expectations. Herzberg Two Factor Theory: Low hygiene and high motivationThis is not the best situation for employees to be in. Even though employees may be motivated, if the minimum working conditions are not met employees may look for another job with better working conditions. Herzberg Two Factor Theory: Low hygiene and low motivationThis is the worst combination. This can result in high staff turnover and high work dissatisfaction. Fig. 2 - Herzberg's two factor theory model Example of Herzberg's motivation-hygiene theoryThis section will provide an example of how Herzberg's motivation-hygiene theory can be adapted and implemented in the workplace. In the workplace, hygiene factors can be used to eliminate employees' dissatisfaction with work. Adding and improving hygiene factors may not necessarily lead employees to more motivation but it can lead to better performance and lower staff turnover. In practice the improvement of hygiene factors in the workplace will look like this:
Additionally, organizations should focus on improving employees' motivation factors suggested by Herzberg. As these are the factors that will lead to employee satisfaction, motivation and engagement towards work. In practice the implementation and improvement of motivation factors will look like this:
Advantages and disadvantages of Herzberg's theoryThis section will cover the advantages and disadvantages of Herzberg's motivation-hygiene theory. Herzberg Two Factor Theory: AdvantagesFig. 3 - Advantages of Herzberg's theory Direct focus on employees motivation - Herzberg's theory is focused on factors that cause motivation and prevent dissatisfaction for employees individually rather than concentrating on external factors. This means that by implementing Herzberg's motivation-hygiene theory organizations can improve employees' motivation and working environment directly, this will motivate employees to work more efficiently and lower the staff turnover rate. Companies can solve problems faced by employees - The company can focus on solving the dissatisfaction problems of employees. This is because Herzberg's theory provides multiple factors that can cause dissatisfaction such as the absence of hygiene factors as well as factors that cause motivation. By eliminating factors that cause dissatisfaction and implementing satisfactory factors will make employees more motivated towards work. Monetary factors are the secondary focus - Other theories such as Taylor's theory or managers may consider monetary benefits as a primary motivator. However, Herzberg found that monetary benefits may not be as motivational as other factors. In Herzberg's theory salary is named as a hygiene factor. Low salary may leave employees dissatisfied, on the other hand, a higher salary may not necessarily make employees more motivated towards work. Herzberg includes motivation factors other than monetary benefits such as promotion, recognition, interest in work and advancement. These factors according to Herzberg's theory will make employees more engaged and motivated to work than monetary benefits. Herzberg Two Factor Theory: DisadvantagesHerzberg's theory does not consider differences in people's social and cultural backgrounds - People have different priorities, meaning that they are motivated by different factors. Some people may enjoy having a lot of responsibility at work, for others, it may cause dissatisfaction and increased stress. Moreover, some people may value a higher salary than a promotion at work. Fig. 4 - Disadvantages of Herzberg's theory Herzberg's theory does not take that into account that people are motivated by different factors. External factors are not considered - Herzberg's theory does not consider external factors that may have an impact on employees motivation. For example, the competitor's company may pay higher salaries to its employees in similar positions. If the organization does not consider improving this factor it can make employees dissatisfied and decrease their motivation towards work. Employee job satisfaction and their work efficiency are not directly related - Even though all the factors of Herzberg's theory are highly implemented such as a combination of High hygiene and High motivation factors, companies can not reassure that employees will become more productive and efficient towards their work . To put it simply, the theory does not provide a direct guide on how to make employees more productive. What is Herzberg's maintenance theory?Herzberg's maintenance theory is the part of Herzberg's two-factor theory that focuses on maintenance/hygiene factors. These factors do not directly motivate employees but they prevent dissatisfaction and maintain a certain level of motivation for employees. The absence of these maintenance factors can cause employees' dissatisfaction. The maintenance/hygiene factors include:
Herzberg suggests that maintenance factors should be followed in every workplace to create a suitable working environment for employees. Without these factors, employees will be dissatisfied and there may be a high staff turnover. Herzberg Two Factor Theory - Key takeaways
Which of these factors according to Herzberg is a hygiene factor quizlet?Herzberg characterized conditions such as quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security as hygiene factors.
Which of the following is a hygiene factor in Herzberg's theory of motivation?Frederick Herzberg theorized that employee satisfaction has two dimensions: “hygiene” and motivation. Hygiene issues, such as salary and supervision, decrease employees' dissatisfaction with the work environment. Motivators, such as recognition and achievement, make workers more productive, creative and committed.
What are the factors of Herzberg's theory that describe the job itself quizlet?Frederick Herzberg divided characteristics of the job into hygiene factors and motivational factors. Hygiene factors relate to the work environment and must be present for employees to remain in a job. Motivational factors- recognition, responsibility, and advancement- relate to the work itself.
Which of the following is a motivator factor in Herzberg's theory of motivation working conditions salary company policy recognition?recognition. Recognition is a motivational factor according to Herzberg's two-factor theory.
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