Hertzberg’s Theory and Team Performance
Table of content page No.
Introduction………………………………………………………………………………………………………………………………..3
Herzberg’s two factors theories…………………………………………………………………………………………………..3
Motivation factor…………………………………………………………………………………………………………………….4
Achievement……………………………………………………………………………………………………………………….5
Recognition…………………………………………………………………………………………………………………………5 Work itself…………………………………………………………………………………………………………………………..5 Responsibility………………………………………………………………………………………………………………………5 Growth………………………………………………………………………………………………………………………………..6
Hygiene factor………………………………………………………………………………………………………………………...6
Company policy and administration…………………………………………………………………………………....6 Supervision………………………………………………………………………………………………………………………….6
Relationship with peers……………………………………………………………………………………………………….7 Personal life…………………………………………………………………………………………………………………………7
Improving performance……………………………………………………………………………………………………………….7 Importance of the leader as a motivator………………………………………………………………………………….7 Managing the performance………………………………………………………………………………………………………8 Experience from previous act…………………………………………………………………………………………………...8 Updating the new information………………………………………………………………………………………………….8 Benchmarking……………………………………………………………………………………………………………………………8
Conclusion………………………………………………………………………………………………………………………………......9
References……………………………………………………………………………………………………………………………….….10
Report
To: Managing Director
From: Head of personnel-Mia
Date: 09th January 2012
Subject: Motivation Regarding Hertzberg’s Theory and Team Performance
1.0 Introduction
The purpose of this report is to identify the team performance in order to evaluate its employees applying Herzberg’s factors theories and discover the positive potential motivation and influencing their improvement on the team in Starbucks on the demand of my managing director.
Starbucks company is one of the well-known and the largest coffee
Introduction………………………………………………………………………………………………………………………………..3
Herzberg’s two factors theories…………………………………………………………………………………………………..3
Motivation factor…………………………………………………………………………………………………………………….4
Achievement……………………………………………………………………………………………………………………….5
Recognition…………………………………………………………………………………………………………………………5 Work itself…………………………………………………………………………………………………………………………..5 Responsibility………………………………………………………………………………………………………………………5 Growth………………………………………………………………………………………………………………………………..6
Hygiene factor………………………………………………………………………………………………………………………...6
Company policy and administration…………………………………………………………………………………....6 Supervision………………………………………………………………………………………………………………………….6
Relationship with peers……………………………………………………………………………………………………….7 Personal life…………………………………………………………………………………………………………………………7
Improving performance……………………………………………………………………………………………………………….7 Importance of the leader as a motivator………………………………………………………………………………….7 Managing the performance………………………………………………………………………………………………………8 Experience from previous act…………………………………………………………………………………………………...8 Updating the new information………………………………………………………………………………………………….8 Benchmarking……………………………………………………………………………………………………………………………8
Conclusion………………………………………………………………………………………………………………………………......9
References……………………………………………………………………………………………………………………………….….10
Report
To: Managing Director
From: Head of personnel-Mia
Date: 09th January 2012
Subject: Motivation Regarding Hertzberg’s Theory and Team Performance
1.0 Introduction
The purpose of this report is to identify the team performance in order to evaluate its employees applying Herzberg’s factors theories and discover the positive potential motivation and influencing their improvement on the team in Starbucks on the demand of my managing director.
Starbucks company is one of the well-known and the largest coffee
References: B.Marng, Business Integration Lectuer Material (15th November 2011) Debra, N and James, Q (2007) Understanding Organizational Behavior, 3rd edition, Canada, Cengage Learning EMEA, (Ch5,p127) Howard, S and Joanne, G (2011) Onward, special partner edition, UK, Wiley Marie, B (2004) Starbucks, USA, ABE-CLIO Morten, T.H and Nitin, N (2004) ‘How to build collaborative advantage’, Mit Sloan Management Review, No.46, p22-30 Peter, M (2010) The Higher Education Manager’s Handbook, 2nd edition, UK, Routledge, (Ch10,p.188) Robert, L and Christopher, A (2009) Leadership, 4th edition, USA, Cengage Learning Ronald Moore(2008) Benchmarking 100 Success Secrets, UK, No Publisher,(p.125)