Frederick Hertzberg Two-Factor Theory Of Employee Satisfaction

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Satisfaction can be defined as the level of fulfilling an individual’s needs, wants and desire, which depends upon what an individual, actually wants and gets from the world. Employee satisfaction is a compute of how happy employees are with their work and also with their working environment. There may be number of factors affecting the firm’s effectiveness, in which one of them is employee satisfaction. Successful companies should have a ethnicity that encourages and motivates the employee satisfaction (Sageer, Rafat, & Agrawal, 2012). Utilizing from the staff is vital for the efficiency of the firms. This contributes to have spirited advantage. HRM is also about dealing with this subject in the organizations. These employees may be functioning…show more content…
It is in a directorial context used to ascertain what motivates an individual to work and what makes them satisfied or dissatisfied (Keption, 1995). It can also be characterized as structural as the approach of workers is situated in direct relation with their environment in which they work. This leads to increase employee satisfaction by manipulating employee characteristics that are usually in their control. Hertzberg gives a structure for indulgent motivational factors separated as either external or internal factors. These external factors often is described as hygiene factors which refers as basic factor that actually is required to be met so that risk of creation of dissatisfaction can be minimized. The factors that are internal can be described as one that motivates individuals or employees to be satisfied by their personal…show more content…
Employee turnover is related to numeral factors. Employees submit resignations because of pay issues, lack of credit, not satisfied with management and no predictable opportunities for progress. One of the more ordinary reasons employees seeks work somewhere else is job satisfaction. Employees who are positioned in jobs devoid of proper preparation or end up functioning in positions that lack sufficient challenges trigger confidence issues. When such conditions go unresolved, job dissatisfaction affects retention (Trends and

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