Study on Nucor Corp.

An Organization’s productivity and efficiency depends to a large extent on what employees think or perceive about their organization. It is a well-known concept that “If you keep your employees happy, they will make your customers happy”. So to make them happy or motivated, challenging jobs, tasks, assignments are to be provided along with better or superior environment to excel in. As a result, we can have two benefits; on one hand it will enhance the employees’ job experience and on the other hand organization’s productivity will increase. Turnover and absenteeism will be low, employee commitment will be high. In short, job satisfaction and dissatisfaction play a major role behind overall employee motivation. Herzberg’s Motivator-Hygiene theory is a good way to understand the concept of job satisfaction and dissatisfaction in an organization.
Frederick Herzberg’s Motivator-Hygiene Theory tries to determine specific factors responsible for job satisfaction and dissatisfaction. His study found separate and distinct cluster of factors associated with job satisfaction and dissatisfaction. Achievement, recognition, characteristics of the work and advancement are considered to be the motivators which mean job characteristics associated with job satisfaction. On the other hand company policy and administration, technical supervision, salary, interpersonal relations with one’s supervisor and working conditions were most frequently mentioned by employees expressing job dissatisfaction. These are categorized under hygiene factors i.e. job characteristics associated with job dissatisfaction. The hygiene factors and motivators influencing employee behavior at Nucor are presented below:
Hygiene Factors: Pay and Security | * Nucor has an unusual pay system. The company pays lower salary than the market average for a worker. The average market salary is $16- $21 an hour, where a Nucor employee gets $10 per hour. Although Nucor pays lower than average, it facilitates its