Herzberg factors revised apr08
Herzbergs motivators and hygiene factors. Rzberg concluded about salary (i.e., money, earnings, etc): "Viewed within the context of the sequences of events, salary as a factor belongs more in the group that defines the job situation and is primarily a dissatisfier." Many people argue nevertheless that money is a primary motivator. For most people money is not a motivator - despite what they might think and say. For all people there are bigger more sustaining motivators than money. Surveys and research studies repeatedly show that other factors motivate more than money. Examples appear in the newspapers and in other information resources every week. For instance, a survey by Development Dimensions International published in the UK Times newspaper in 2004 interviewed 1,000 staff from companies employing more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs and no opportunity for advancement - classic Herzberg motivators - 43% left for better promotion chances, 28% for more challenging work; 23% for a more exciting place to work; and 21% and more varied work. Lots of other evidence is found in life, wherever you care to look. Consider what happens when people win big lottery prize winners. While many of course give up their 'daily grind' jobs, some do not. They wisely recognise that their work is part of their purpose and life-balance. Others who give up their jobs do so to buy or start and run their own businesses. They are pursuing their dream to achieve so
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Two-factor theory - wikipedia, the free encyclopedia
Professor of management in the college of business. 2 Contents 1 Two factor theory 2 See also 3 References 4 External links edit Two factor theory Main article: Two factor theory Herzberg proposed the Motivation-Hygiene Theory, also known as the Two factor theory (1959) of job satisfaction. According to his theory, people are influenced by two sets of factors: Motivator Factors Hygiene Factors Achievement Recognition Work Itself Responsibility Promotion Growth Pay and Benefits Company Policy and Administration Relationships with co-workers Physical Environment Supervision Status Job Security Salary Working Conditions Personal life He proposed several key findings as a result of this identification. People are made dissatisfied by a bad environment, but they are seldom made satisfied by a good environment. The prevention of dissatisfaction is just as important as encouragement of motivator satisfaction. Hygiene factors operate independently of motivation factors. An individual can be highly motivated in his work and be dissatisfied with his work environment. All hygiene factors are equally important, although their frequency of occurrence differs considerably. Hygiene improvements have short-term effects. Any improvements result in a short-term removal of, or prevention of, dissatisfaction. Hygiene needs are cyclical in nature and come back to a starting point. This leads to the "What have you done for me lately?" syndrome. Hygiene needs have an escalating zero point and no final answer. 3 edit See also Hawthorne effect, which sheds light on the difficulties of measuring mot
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