Frederick Herzberg's Motivation Theory Case Study

Maslow’s motivational theory

Different individuals have different needs and hence Ms. Hogan must understand the varying needs of individuals in order to motivate them. With Maslow’s theory, the employee that begins emphasis on the lower order needs of physiology and security makes sense. Employees all want a good salary to meet the needs of their family and want to work in a stable environment. Employees whose lowest level needs have not been met will make job decisions based on compensation, safety, or stability concerns. Also, employees will revert to satisfying their lowest level needs when these needs are no longer met or are threatened (such as during an economic downturn). This places an extra obligation on managers to act humanely when

Hygiene factors – in Frederick’s theory, hygiene factor refers to the maintenance factors that affects the physiological and safety needs. These factors do not directly relate to the job but are very important conditions that surround the job. They dissatisfy employees when not present, but when they are present, it does not necessarily build a strong motivation. The factors include, policies, administration, technical issues, salary, security, and work conditions. The hygiene factor are not direct motivators, but are necessary factors to help prevent dissatisfaction in the company.

Motivator factors – the motivator factors in Herzberg’s theory refers to factors that are intrinsic to the job. It comprises the physiological need for growth and recognition. Unlike the hygiene factor, they do not provide a highly dissatisfying feeling when present, but can build a strong level of motivation when present. These factors include, achievement, recognition, the possibility of personal growth, and advancement.

Herzberg’s theory have many have different combination using these two

Low hygiene + High motivation = employees will be motivated but with many complaints. They would find the job exciting and challenging but will not be satisfied with the work conditions.

4. Low hygiene + Low motivation = this is the worst situation where employees are not motivated with many complaints. There may be a high rate of employees quitting the job.

These two factors will encourage Ms. Hogan to think about which combination her company is at now, and improve either factors. If Ms. Hogan faces these problems, she can fix it by:

• Fixing obstructive company policies

• Provided non-intrusive supervision (which Ms. Hogan should consider most as all her employees complain because of this problem)

• Provide job security

• Create a supportive culture to respect the dignity of all team members

• Build meaningful work positions for the employees depending on their abilities and their future plans to prevent undue stress.

She could also include these methods to increase job satisfaction:

• Provide opportunities for achievement

• Create rewarding works that would match the employee’s skill and abilities.

• Offer training and development opportunities

Vroom’s expectancy motivation