Herzberg theory example
Herzberg and motivation – Kellogg’s
The Kellogg Company is the world’s leading producer of breakfast cereals. For more than 100 years, Kellogg’s has been a leader in health and nutrition. It has done this by providing consumers with a wide variety of food products. Kellogg’s was recently placed in the top 100 of the Best Companies to Work For list in The Sunday Times. Kellogg’s values and culture support its role as a good employer.
People spend a considerable part of their lives at work, so it is not surprising that they expect to be rewarded for and satisfied with the job that they do. Motivation is concerned with why people do things as well as what drives them to behave in a particular way. Understanding what motivates individuals is important in the workplace. Research suggests that motivated employees are happier at work. They get more satisfaction from their work, are absent less often, tend to be more loyal and work with more enthusiasm. This in turn encourages them to contribute more to the development of an organisation.
Herzberg felt that satisfied employees would be productive employees. Herzberg’s theory is sometimes called the two-factor theory. These factors are hygiene factors and motivators. Hygiene factors are often referred to as ‘
Dissatisfiers These are elements in the workplace that could make employees unhappy, such as excessive company bureaucracy or an autocratic working environment. Herzberg’s motivators (sometimes called ‘satisfiers’) are aspects of any workplace that give individuals job satisfaction. These include, for example, the level of responsibility of the job, promotion or recognition for effort and performance. Herzberg believed that businesses needed to ensure any negative impacts of hygiene factors were minimized in order to enable motivators to have their full effect. Kellogg’s has developed a number of motivating factors. These are designed to ensure that Kellogg’s...
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