Frederick Herzberg

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“Abstract”
Articles written by third party sources and one article written by Frederick Herzberg himself are covered in this paper. Mr. Herzberg’s theory of management focuses on one area mainly. The area of focus deals with job satisfaction and everything that leads to job satisfaction. Unlike my previous papers, this paper will focus on one main subject. I will try to explain in detail the Herzberg theory.

“Introduction”
The Herzberg theory is the subject of this paper. The purpose of this paper is to explain Mr. Herzberg’s management theory. The background of the Herzberg theory comes from five different sources and those sources all wrote about or either published Mr. Herzberg’s theory. The sources are (Accel-Team, 2005), (Chapman, 2004), (Gawel, 1997) who wrote a paper on the Herzberg theory, (Herzberg, 2003) Mr. Herzberg’s published paper supports my paper and finally (NETMBA, 2005). The scope of this paper will attempt to cover every thing Mr. Herzberg based his theory on. Finally, this paper is organized as close to the Mr. Herzberg’s theory as possible. “Thesis”

The different methods used to motivate employees are the focus of this paper. Different approaches to employee motivation led Mr. Herzberg to study and write on the subject. This paper will explain those same studies published by Mr. Herzberg, while focusing on employee motivators. This paper will also cover information gained from charts and surveys presented by Mr. Herzberg. “KITA”

Herzberg begins by looking at three forms of motivation which employ KITA. The first employs physically attacking an employee to motivate them to do as you would like them to, negative physical KITA. The second employs motivation through psychologically or emotionally attacking an employee to get them to do as you would like, negative psychological KITA. Third, bribing an employee with reward or incentive to get the result you would like to, positive KITA. Each approach has it pro’s and con’s. KITA stands for Kick in The Ass. Positive KITA is not good either. Why positive KITA is not good is simple. Many incentives are traded away in exchange for employee’s performance. Ever increasing salaries and benefits packages, time spent away from work, increased cost of training, and more to satisfy the wants and needs of the employee are just a few of the reasons why positive KITA is not a good an sound management strategy. The primary goal of any manager is to get the work accomplished. This can be accomplished by placing a carat in front of the employee to string them along. By giving employees more responsibility the employees will gain a sense of accomplishment. This is the desired approach to motivate employees. By empowering employees with meaningful resources they will work at their peak efficiency. No KITA will be required to motivate employees from then on. “The Herzberg Theory”

The Herzberg theory is research from a wide range of work environments involving different people from different occupations. Initially Herzberg’s research was from a small segment of the work force. The Herzberg theory has evolved with each successive study. Many companies and managers, at one time or another, used the same theory concluded by Mr. Herzberg. One thing can be said about the Herzberg theory is that no matter the industry or occupation studied the same findings can be found in all case studies. Mr. Herzberg’s theory deals with two areas of interest. The first is motivation and the second is hygiene. Both of these areas were discovered at the same time because they both were contributing factors of employee satisfaction and dissatisfaction. “Motivators”

Motivators are the positives factors found throughout the Herzberg studies. Motivators must exist for employees to reach satisfaction. Motivators are listed as achievements, recognition for achievement, the work itself, responsibility and growth or advancement. Employees have shown satisfaction with their jobs when they have...
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