Herzberg's Motivators and Hygiene Factors

Herzberg's Motivators and Hygiene Factors

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The importance of motivation in everyday life cannot be underestimated. It has become clear that not everyone gets motivation from the same things and encouragement is usually built on the needs that might change depending on life experiences. The theory of motivation that has been developed by Maslow seems to set the fundamental features of every other theory, but it is still not perfect and cannot be applicable in every situation. Thereafter, the objective of the following paper is to discuss the essaysservice review.

In order to find out what gives employees the most satisfaction at work, Fredrick Herzberg has conducted a research. People were to answer the questions about what made them feel bad and good at working positions. The findings were extraordinary, and it was determined by the famous psychologist that such job satisfaction factors as achievement, recognition, responsibility, etc. are not the opposites to such factors of dissatisfaction as security, work condition, salary, etc. This means that if the dissatisfaction factors are not being eliminated, the adding of satisfaction factors will not improve the situation. For example, if working environment is bad, job promotion will not improve motivation of the worker. Herzberg has named the job dissatisfaction factors ‘hygiene factors’ and their addressing would leave employees neutral, while satisfaction factors can motivate workers.

In order to implement this theory on practice, the management of the organization needs to do it in two-step period, as first comes the elimination of “hygiene factors”. Thereafter, such things as poor company policies, not competitive job wages, absence of job security and proper culture must be fixed. This is a must-to-do rule, as any other motivational initiatives will not work. Next step is about addressing the work-associated motivating factors. Herzberg has named is “job enrichment” and it is related to giving employees a sense of achievement.

Thus, the current theory also has its drawbacks. The example of that might be the situation when working environment is rather problematic and unfriendly. Then people are inclined to blame only external factors, instead of looking into management issues or their own behavior. Moreover, people by their nature are very different and this theory of motivation cannot cover every worker.

In case the Herzberg's Motivators and Hygiene Factors do not work, the managers of any organization must consider looking for other theories. The researchers distinguish the Three Needs Theory, which includes the need for achievement, need for affiliation, and the need for power. Moreover, the motivational system might be either extrinsic or intrinsic. The first is about feedback, payment, promotion, and motivation. The second one is related to responsibilities, achievement and competencies. This means that every individual can be powerfully motivated by any of the mentioned things. Those individuals who are encouraged intrinsically usually take over new jobs or accomplish complicated tasks due to the internal need of achievement and development. On the other hand, there are certain claims that very strong extrinsic motivators may erase the previous success. Researchers also refer to other theories of motivation, but their effectiveness depends on the personality type. This is why every employee needs to have a separate approach. This means that production workers would benefit from other types of motivation than top managers.

In conclusion, the implementation of regular feedback, coaching and mentorship culture, as well as well-established reward and recognition system would serve as great motivators to every worker within any organization.

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