Herzberg Theory of Motivation - Essay Example

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The vital difference between the man and machine is essentially that of emotions. Machines keep on working with the same pace, regardless of the fact that whether we praise them or condemn. However, this is not the case with human beings. It is, in most of the cases, beneficial, especially from the perspective of organizational behavior, to motivate the employees and provide the favorable factors so as to increase their job satisfaction and thus enhance the organizational feasibility…
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Herzberg Theory of Motivation
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Download file to see previous pages The term 'Job Satisfaction' refers to one of the extent to which an individual likes his or her job. As defined by Schermerhorn, Hunt and Osborn,
"Job satisfaction is the degree to which individuals feel positively or negatively about their jobs. It is an attitude or emotional response to one's tasks as well as to the physical and social conditions of the workplace." (Schermerhorn, Hunt and Osborn, 2002)
Feedback is the objective information about individual and collective performance. Subjective information like 'you are doing well' does not qualify the criteria of the objectivity and thus can not be called an ideal feedback. (Miner, 1988) .Feedback serves two functions; that is instructional and motivational. Besides providing the instructions for further improvement, feedback should also be aimed to motivate the employees rather than condemn them. (Tosi, Rizzo and Mero, 2000)
Being so important for the organizational culture, organizational behavior researchers have laid a great stress in determining the factors which influence the employee satisfaction. As a result, a number of theories regarding the issue have been evolved. Herzberg theory of motivation is one of them. ...
As a result, a number of theories regarding the issue have been evolved. Herzberg theory of motivation is one of them. (Szilagyi and Wallace, 1983)
The Herzberg theory of motivation is based on the fact that the satisfaction level of an employee is deeply affected by two broad categories; hygiene factor and the motivation factor.
Herzberg asked the employees to report the times they felt very satisfied with their jobs and the times they felt discontented. He noted all the factors which led to increase the job satisfaction of the employees and same for the dissatisfaction. On the basis of this study he gave this theory, which is also known as motivator-hygiene theory, which identifies different factors as foremost causes of job satisfaction or dissatisfaction. (Philip and Duncan, 1982)

According to this theory, hygiene factors are those factors which cause job dissatisfaction. He noticed that these tasks are more related to the work environment, rather than the nature of work itself. Some of the common hygiene factors are as follows:
Organizational policies
Quality of supervision
Working conditions
Base wage or salary
Relationships with peers
Relationships with subordinates
(Luthans, 2006)
Herzberg asserts that these factors are though responsible for job dissatisfaction, yet their presence does not guarantee the job satisfaction. Lets take the example of salary, if the employees are under paid, their satisfaction towards their work will be lesser. However, if they are appropriately paid, even then this will not bring the job satisfaction. Job satisfaction is achieved through a number of other factors like:
(Luthans, 2006)
The factors which ...Download file to see next pagesRead More
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