Workers’ motivation, performance and commitment are all abstract terms that can be estimated by studying their productivity. Productivity of workers can not be enhanced unless the workers feel satisfied and committed to their work. …
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Productivity of workers can not be enhanced unless the workers feel satisfied and committed to their work. Theory to focus on: Herzberg presented a unique theory about motivation in which he said that factors that cause dissatisfaction among workers in their workplace are not opposite to the factors that inculcate satisfaction in them. Herzberg drew the relationship between job satisfiers and dissatisfiers stating, “…job satisfiers deal with the factors involved in doing the job, whereas the job dissatisfiers deal with the factors which define the job context” (Herzberg, 1959 cited in Chapman, 2010). That essentially means that if the employers take measures to reduce the dissatisfaction among workers, they may effectively preclude all the factors causing dissatisfaction among workers. However, that does not mean that such an attempt of the employers would generate satisfaction among workers so that they would improve their performance. There is dire need to study the relationship between the potential satisfying and dissatisfying factors so that measures taken by employers can be made effective in drawing the desired results by simultaneously addressing both satisfaction and dissatisfaction. Hypothesis: There is an inverse relationship between job satisfiers and dissatisfiers. If measures are taken to improve the workers’ satisfaction in their work, their dissatisfaction also declines.
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This research aims at identifying methods to improve satisfaction and reduce dissatisfaction of workers simultaneously so that their productivity can be enhanced and the quality of their work can be improved. Objectives The research will achieve the following objectives: • Identification of dissatisfying factors that decline the productivity of workforce.
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