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Advantages and disadvantages of motivation
Advantages and disadvantages of motivation
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Application of Herzberg’s Theory at Bill’s Auto Repair & Service There are many different factors that can affect behavior in an organization. Some of these are psychological in nature. According to Herzberg’s Motivation – Hygiene Theory psychological factors that motivate high productivity are related to job satisfaction. Managers can motivate employees by providing them with motivators that satisfy some sort of need. There are also many factors within an organization that can demotivate productivity. These factors include those that do not lead to satisfaction but rather dissatisfaction. Psychological factors that motivate high productivity in an organization will be analyzed according to Herzberg’s Motivation – Hygiene Theory. Herzberg’s theory will be evaluated and applied to a study on the organizational culture characteristics of Bill’s Auto Repair, a local auto repair shop. Finally, it will scrutinize the dynamics behind these cultural characteristics that either motivate or demotivate high productivity in the workplace. Organizational behavior can be affected by many different elements including social, economic, political and psychological. Employers are constantly trying to figure out the minds of their employees. Managers try to hire candidates who will be motivated, produce more and therefore become a competitive advantage for the organization. Kreitner, (2010) describes the following: Motivation - psychological processes that arouse and direct goal – directed behavior. Researchers have proposed two general categories of motivation theories to explain psychological processes underlying employee motivation : Content theories and Process theories. Conten... ... middle of paper ... ...ng Bill Knight keeps loyal motivated employees year after year. The retention rate at this establishment is 99%. This organization has many lifetime, loyal customers due to the friendly atmosphere and loyal employees. Whether Knight’s employees know it or not, these employees are motivated to higher production for many reasons other than just money. References American Business.Org. (n.d.). Herzberg's Two Factor Theory. Message posted to Herzberg's Two Factor Theory: http://american-business.org/827-herzbergs-two-factor-theory-of-motivation.htm l Kreitner, R. (2010). Organizational Behavior (Ninth Edition Ed.). New York: McGrawl - Hill Irwin. (Original work published 1989) Net MBA Business Knowledge Center. (n.d.). Herzberg's Motivation - Hygiene Theory. NetMBA.com Business Knowledge Center Web site: http://www.netmba.com/mgmt/ob/motivation/herzberg/
According to Herzberg’s two factor theory, there exists ‘hygiene factors’, extrinsic factors of a workplace that lead to either dissatisfaction or non-dissatisfaction, but not motivation. As well, there are motivation factors, intrinsically rewarding factors of a workplace that “[emphasize] factors associated with the work itself or with outcomes directly derived from it”. In raising the salary of his employees, Dan hoped that the extrinsic reward of a pay increase would lead to intrinsically beneficial opportunities for personal growth for his employees. The opportunities for personal growth should in turn further motivate employees in their job. When Dan chose to raise the salaries of his employees, he was “influenced by research showing
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
The pressure can come from the need to make minimum wage money or a parent deciding on what their kids need to fulfill financially. When choosing something partaking interest in, they are content and adore what they do. Love for their work profession encourages a positive attitude and this is needed for productivity. When an employee loves what they do, they attain a constructive behavior. But, when productivity is sacrificed, it begins to suffer with negative employees who only work to make a piece of change. The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation. The two major ways for employees to improve, productivity in their professional ranges is the choice of profession
Organizational productivity is a focused view of how input is processed to generate output at the most minimal resources timeously. In looking closely at attempting to achieve this, organizations need to build a strong culture and implement it. Management will need to make certain that employees identify with the values and norms of the organization hence the need to build a culture specific and representative of the demographics of the company; particularly in a multi-national company. Given all the aspects, the effects of corporate culture on productivity are still worthy of further research.
He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. Herzberg reasoned that because the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction. While at first glance this distinction between the two opposites may sound like a play on words, Herzberg argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. The job should have sufficient challenge to utilize the full ability of the employee. Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility. If a job cannot be designed to use an employee's full abilities, then the firm should consider automating the task or replacing the employee with one who has a lower level of skill. If a person cannot be fully utilized, then there will be a motivation
Frederick Herzberg is renowned for the development of his Motivator-Hygiene theory. His theory stands on the ground that employees need to get satisfied with their job and avoid job dissatisfaction. For this purpose Herzberg recommends focusing on hygiene factors to avoid job dissatisfaction and focus on motivation factors to stimulate job satisfaction. In such a way, employees achieve job satisfaction and positive performance.
Following this, Lundberg et al (2009) outline motivation theories applied on employments and explain Herzberg’s Two-Factor Theory of work motivation, ergo hygiene factors and growth needs (see Appendix 1; Herzberg, 1971; Herzberg, Mausner & Bloch Snyderman, 2005). Moreover, the authors argue that individual personalities influence work motivation (Wang & Erdheim, 2007) and offer criticism on Herzberg’s theory (Parson & Broadbride, 2006; Tietjen & Myers, 1998).
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
Robbins, S. P. and Judge, T. A. (2007) Organizational Behaviour. 12th Edition. USA: Pearson Education International Press.
Sachau, D. (2007). Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement. Human Resource Development Review, 6(4), 377-393. Retrieved July 31, 2011, from ABI/INFORM Global. (Document ID: 1411469331).
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.