Hertzberg Theory of Motivation in the Organization - Literature review Example

Hertzberg theory of motivation in the organization al affiliation Table of contents 0. Introduction……………………………………………………………………….3 2.0. Herzberg motivation factors in the workplace, Coca Cola Company 2.1. Hygiene factors……………………………………………………… ……3 2.2. Satisfiers/ motivators ……………………………………………………...4 3.0. Practical team performance in relation to Herzberg’s theory……………………...5 3.1. Practical applications of the Herzberg theory in the Coca Cola Company…..7 4.0. Conclusion……………………………………………………………………….…8 5.0. Bibliography………………………………………………………………………..9 Hertzberg theory of motivation in the organization 1.0. Introduction Research indicates that- after consistent and constant research- organizations are likely to benefit from incorporation of motivational theories in organizations. An examination of the motivational theories has over the years been credited for its contribution towards a workable solution for organizations that are in need of making profits. According to Miner (2007, pp.33) Herzberg is one of the notable individuals that worked towards an understanding of the workplace functionalities by the provision of an analysis of the basics of success and motivation in the work place. An analysis of the foundation of motivation has been regarded as the first step towards the creation of successful organizations. Conversely, Allen and Gilmore (2006, pp.35), indicate that, Herzberg theory indicates that, Herzberg motivation theories of motivation are obliging to a proper understanding of the organization’s functions. In his work, Miner (2007, pp.84) argues that, the attributes that contribute to motivation and demotivation cannot be alienated from an understanding of the work place motivation. Motivation, which emanates from motivators, can be described as an intrinsic process that comes from within the individual. On the other hand, demotivators are extrinsic; that surround the individuals in the work place. Among the demotivators stated included, pay that was regarded as a short term motivator. After a while, employees were seen to be as demotivated as they were at the initiation of the time at the work place. This essay shall focus on the Coca Cola Company and the implication of Herzberg’s theory of motivation. Since the commencement of the company, its success story has always had its background on the motivation of employees in the organization. Through motivating employees, the company has managed to enjoy constant and consistent teamwork form its workers. In return, the employees have never compromised on the quality of products produced by the company. 2.0. Herzberg motivation factors in the workplace, Coca Cola Company 2.1. Hygiene factors Herzberg’s theory, according to Sapru (2000, pp.76), revolves around two major factors that are inclusive of hygiene factors and the motivators. Hygiene factors are likely to cause dissatisfaction in the workplace if not put under scrutiny. Among the hygiene factors include, aspects like job security, safe working conditions, proper organizational policies as well as, quality of supervision along other factors. Sapru (2000, pp.76) argues that hygiene factors do not necessarily cause demotivation in the workplace, but if they are not incorporated in the work place, the organization is likely to fail. For instance in the Coca Cola Company, including music is the work place, is a tangible example of a hygiene factor. If employees are allowed to play music in the workplace, they are likely to have fun; in turn motivated towards working in the organization. If instead, music is derived from the employees of the company the rate at which the employees are likely not to perform will record great percentage of failure. Another example of the hygiene factors would be the introduction of a no smoking strategy in the Coca Cola Company. In this context, a majority of employees who are smokers may end up having an exceedingly complicated time in an attempt to cope with the policy. Consequently, a good number of them will either end up totally uncomfortable whilst in their jobs while other may even look at other alternatives, alternative jobs that would allow them enjoy their peaceful moments. Other employees in the Coca Cola Company argue that, it is through their efforts, the Coca Cola Company, is geared towards the highest heights, so in return the organization’s management must ensure that the employees are continually motivated; lest they lose their drive, an important factor in the success of any organization (Sapru, 2000, pp.199). Conclusively, the hygiene aspect of the Herzberg’s theory of motivation cannot be categorized as a motivator in the workplace, but elimination of such factors may cost the Coca Cola Company, a great mile towards stifling of the organization. Unpleasant hygiene factors can essentially be defined as demotivators their motivational though; their motivational abilities are extremely limited to certain contexts. 2.2. Satisfiers/ motivators According to Miner (2007, pp.110), satisfiers are inclusive of the factors that, contribute to motivating employees in the workplace. Among these factors include accountability, offering opportunities for employees to grow and develop, recognizing employees in the Coca Cola Company, as well as appreciating them. Motivators have been credited for their abilities to create instances of job satisfaction for employees as well as, motivating them. In response, managers have a responsibility of finding out the possibilities of ensuring that their employees attain the best in their workplace. This is possible through managers carrying out a research on the activities that go on the organization and how employees can be motivated through responsive actions. For instance, the management would insist on motivating employees in order, to attain the set goals by instilling job satisfaction feelings in employees. If employees are satisfied, it is obvious that, performance is bound to be achieved in the organization. It is at this point that Miner (2007, pp.222), indicates that in order to attain satisfaction in one’s job, it is important that, hygiene factors are continually assessed and always made available in the workplace. Additionally, satisfiers must not be alienated from the picture through constant instilling in the workplace. Finally, motivators can be summarized as the myths that inspire employees towards unconditional support of the organization’s objectives. Less working hours allow workers of the Coca Cola Company, have the drive as well as, handle all the pressures that may be imposed on them in the subsequent years, increased wages will make them always have something to look forward to, while fringe benefits keep them constantly motivated. Sensitivity or rather proper treatment of employees of the Coca Cola Company, the most important of them all, has been known to drive employees towards attaining the best whilst in their jobs. In fact, managers that have consistently been sensitive to their employees’ needs and feelings have recorded quality progress of their organizations within a short time. In summation, communication in organizations matter and wraps up all that pertains to the success of the Coca Cola Company. 3.0. Practical team performance in relation to Herzberg’s theory As the head of the Personnel in the Coca Cola Company, ensuring that the employees are always motivated and driven towards goal achievement must be the number one goal of the managers concerned. Analysts argue that constant and consistent motivation of employees is not an easy job, Allen and Gilmore (2006, pp.27) attest to the fact it is extremely difficult to ensure that employees are always motivated and driven towards goal achievement. Despite the extensive research conducted by various analysts on motivation, it is alarming at how managers are still not well conversant with the whole concept. A misunderstanding of the whole theme is one aspect of the whole myth, poor practice and application of the theme is yet another tasking concept to understand. The onset of an understanding of the whole concept of motivation is one factor that has to be commenced by a detailed study, analysis and interpretation of human nature. If the human personnel manager cannot understand the concept of human nature, it will automatically prove to be an uphill task in an attempt to understand the whole concept of Herzberg motivation theory and application in the organizations. Though, human nature has proven tasking to many individuals and interesting to others, managers of the Coca Cola Company, have to always be, at par with the changing need for inclusion of employees into the system, in a motivating and captivating manner. In essence, Menefee and Vandeever (2009, pp.55) argue that, effectual employee engagement and motivation are a prerequisite for productive management and leadership in the workplace. In the context of the Herzberg’s motivation theory, various motivators and demotivators are of varying kinds. It is important, that Human Resource manager of the Coca Cola Company discern the most appropriate methodologies to apply to various employees in terms of motivating them in the work place. The employees must also be aware of the moves they undertake in an attempt to motivate certain groups of employees in the Coca Cola Company. However, Purdy and Capella University (2008, pp.19) indicates that, managers must be aware that organizations cannot inspire employees but, create an environment whereby all employees can fit, and explore their potential to the level best. The demotivators can be minimized in such a manner that, the employees are conditioned towards motivation and flourishing their innate abilities. Fellenz (2010, pp.23) indicates that if managers are able to discern the motivational needs of various groups of people in the workplace, they are likely to attain the best results from employees; employees to create a situation whereby they can scale to the highest levels in their organizations. On a practical point of view, most contemporary managers especially of the Coca Cola Company, opt to incorporate motivational programs in their organizations so as to enhance the self-esteem of their employees. Other HR managers decide on creating programs that will motivate their employees, in regard to the motivational factors mentioned previously in the section. Though some critics argue that; these programs indicated by HR are only short term, the major implication is that a mark has been created in the employees’ motivational aspect; just like indicated by the greatest philosophers, bit by bit is no harmful to success of an organization. All in all, managers must always make certain employees are always aligned to the Coca Cola Company’s goals and objectives. Since motivational factors are dynamic, managers of the Coca Cola Company must always be keen to ensure that the circumstances behind employees’ actions are geared towards motivating employees towards success. With this, employers have a consistent and constant follow up of the job progress and patching up that may cause hitches in the organizations. Since employees are motivated by a sequence of factors, as a Human Resource manager, all aspects of individuals’ motivators must be at the fingertips, if the organization has to fit in the job market. 3.1. Practical applications of the Herzberg theory in the Coca Cola Company For team work to be attained in the Coca Cola Company, motivation is mandatory. Motivators are inclusive of an increase in then salary of individuals, recognition of the efforts of the employees, improving the conditions the work environment of the workers as well as identifying and appreciating the roles employees play in the Coca Cola Company. For the Herzberg’s polices to be applied and team work to be attained, specific formulae have to be followed. The processes to be followed are inclusive of incorporation of bits and pieces that add put to motivation. A case in pint is where an increase in the salaries on a quarter of the total percentage would contribute to the full quarter of the total motivation. A change in the boss’ attitude towards the employees, recognition and rewards of the jobs done by employees, making the working environment comfortable are the three quarters of the full circle. Whether these factors motivate the employees’ in whichever aspect or percentage, the major idea is that the employees are at long last motivated and attain their best while working in the Coca Cola Company. If the employees’ are rewarded and employers ensure that there is good rapport between them and their employees, motivation and teamwork is achievable in such occasions. Employees should be given an opportunity to invent new things and communicate their ideas to the management. It is such instances that, employees feel valued whilst working in the Coca Cola Company. In this context, the Human Resource manager must be in a position to ensure that the employees are provided with utmost cooperation and collaboration. 4.0. Conclusion In line to this argument, it is warranted to argue that, a comprehension of the peoples’ attitudes and drives behind their motivations, managers can easily fashion an environment whereby employees feel satisfied and self driven towards achieving success in the organization through inculcating motivational factors in the organization. The Human Resource manager should learn the skills of putting all contributing factors of motivation on a gauging machine; then devise a working plan of incorporating all the factors in the organization through their employees. Employees must also be included in developing a working plan that will lead to their employees being engaged in the Coca Cola Company, alternatively, allow them contribute by all means in goal-oriented mentality. Employees are the reasons behind team work; a factor that is imperative for the success of the Coca Cola Company. The Human Resource manager must always be ready to monitor the progress of their employees whilst in the organization. Constant and continuous motivation of employees will not only create a peaceful environment for employees, but also allow the managements devise the right actions that can solve tough situations in the organizations. Additionally, the managers will be in a better position to improve the motivation of individuals in the Coca Cola Company. 5.0.Bibliography Allen, H, and Gilmore, H, 2006, What Managers Do, Fourth Edition. New York: AMACOM Div American Mgmt Assn Publishers. Fellenz, M, 2010, Organizational Behavior & Management, New York: Cengage Learning EMEA. Menefee, M, and Vandeever, R, 2009, Human Behavior in Organizations, New York: Prentice Hall. Miner, J, 2007, Organizational behavior: From theory to practice, Volume 4, New York: M.E. Sharpe Publishers. Purdy, J, and Capella University, 2008, Job satisfaction within a nonprofit organization: An application of Hertzbergs motivation-hygiene theory, New York: ProQuest Publishers. Sapru, P, 2000, Administrative Theories and Management Thought. New York: PHI Learning Pvt. Ltd. Read More