Herzberg’s Theory of Motivation
DB2
Definition: Organizational Behavior notes, “Herzberg’s theory states that employees are primarily motivated by growth and esteem needs, not by lower-level needs” (Mcshane & Von Glinow, 2013, p.174).
Summary: In the article entitled “Herzberg’s Theory of Motivation,” Julio Warner Loiseau discusses Herzberg 's findings. It’s revealed that certain characteristics of a job are consistently related to job satisfaction, while different factors are associated with job dissatisfaction. The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites. Therefore remedying the causes of dissatisfaction will not create satisfaction, nor will adding the factors of job satisfaction eliminate job dissatisfaction. For example, in a hostile work environment, giving someone a promotion will not make him or her satisfied. Same for when there is a healthy work environment but does not provide members of a team with any of the satisfaction factors.
Discussion: It is argued that Herzberg 's two-factor theory of job satisfaction confuses two levels of analysis, events (what happened) and agents (who made it happen) (Locke & Schneider, 1998). In addition some critics have declared that it is natural for people to take credit for satisfaction, but to blame dissatisfaction on external factors (“Herzberg’s Theory of Motivation”, 2011). Those same critics argued that to the individual, theories of motivation cannot realistically apply to each single employee; however; they are useful for identifying the main overall ways in which people are motivated. Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg 's methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance. Nevertheless Herzberg 's theory is largely responsible for the practice of allowing people greater responsibility for planning and
Definition: Organizational Behavior notes, “Herzberg’s theory states that employees are primarily motivated by growth and esteem needs, not by lower-level needs” (Mcshane & Von Glinow, 2013, p.174).
Summary: In the article entitled “Herzberg’s Theory of Motivation,” Julio Warner Loiseau discusses Herzberg 's findings. It’s revealed that certain characteristics of a job are consistently related to job satisfaction, while different factors are associated with job dissatisfaction. The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites. Therefore remedying the causes of dissatisfaction will not create satisfaction, nor will adding the factors of job satisfaction eliminate job dissatisfaction. For example, in a hostile work environment, giving someone a promotion will not make him or her satisfied. Same for when there is a healthy work environment but does not provide members of a team with any of the satisfaction factors.
Discussion: It is argued that Herzberg 's two-factor theory of job satisfaction confuses two levels of analysis, events (what happened) and agents (who made it happen) (Locke & Schneider, 1998). In addition some critics have declared that it is natural for people to take credit for satisfaction, but to blame dissatisfaction on external factors (“Herzberg’s Theory of Motivation”, 2011). Those same critics argued that to the individual, theories of motivation cannot realistically apply to each single employee; however; they are useful for identifying the main overall ways in which people are motivated. Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg 's methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance. Nevertheless Herzberg 's theory is largely responsible for the practice of allowing people greater responsibility for planning and
References: Locke E., A. & Schneider J. (1998) A critique of Herzberg 's incident classification system and a suggested revision. Retrieved by http://www.sciencedirect.com/science/article/pii/0030507371900274 Loiseau, W., J. (2011). Herzberg’s theory of motivation. Retrieved by http://www.academia.edu/901041/Herzbergs_Theory_of_Motivation McShane, S., & Von Glinow, M.A. (2013). Organizational behavior (6th ed.). New York: McGraw-Hill. Udechukwu, I. I. (2009). Correctional officer turnover: of Maslow 's needs hierarchy and Herzberg 's motivation theory. Public Personnel Management, 38(2), 69+. Retrieved from http://go.galegroup.com.ezproxy.liberty.edu:2048/ps/i.do?id=GALE%7CA202519031&v=2.1&u=vic_liberty&it=r&p=AONE&sw=w&asid=d41fda5cc923c400cc023907011773c1