Herzberg's Theory Of Job Satisfaction

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Herzberg, Mausner and Snyderman, published his findings on the motivation level of employees in which they came up with the conclusion that job satisfaction and dissatisfaction should be considered as two different things which are continuous, and this belief then removed the traditional idea that satisfaction and dissatisfaction fall in to one continuum. This particular articles gives result based on an empirical test performed for Hygiene- theory for motivation given by Herzberg. Herzberg has collectively called recognition, achievement, work itself, advancement and responsibility as ‘Motivators’. The factors that Herzberg called as ‘Hygiene’ are those which are concerned with that affecting job dissatisfaction including job salary company…show more content…
(VINCENT C. BRENNER, CLAUDE W. CARMACK, and MARK G. WEINSTEINT, et al.). Also in an article some managers in African countries particularly in Ghana it was observed that the workers used to focus more on fulfilling their personal needs rather than those of the organization. Furthermore managers develop patronizing attitude towards their employees and create physical and psychological distance because of which employees are rather demotivated.HOWEVER when they considered the Herzberg motivation strategy and increased the pay of all the employees taking the hygiene factor important. The workers in Ghana were also seen to be motivated by the motivator factors in the Herzberg model as most of the workforce motivation have some essential characteristics like team work and group interaction and similarly when all of the were implemented on the Ghananian workforce the employees felt a sensation of belonging and team work also encouraged innovative ideas, this enhanced the synergy in the workplace due to which the colleagues have a positive impact on their performance. THEREFORE as Herzberg says in his theory only motivator factors or hygiene factors alone cannot motivate employees both need to be blended together and that is exactly how it worked out for the Ghananian employees.…show more content…
Basically Abraham Maslow has emphasized on people having different needs that should be fulfilled in order to achieve motivation in the work environment, and these needs have specific order that is they go from lower to higher order. These needs are classified as Deficiency needs (psychological, safety, social need) and Growth needs (Esteem and self-actualization). But his theory has been criticized on many grounds first of which is that Maslow’s theory does gives significant distinction between deficiency an growth needs but not everyone has the capability to fulfill all the needs. According to some researches it has been concluded that higher level management is capable of achieving the higher growth needs while the lower level employees are unable to satisfy their growth needs. Graham & Messner (1998, p.196) also suggested that there are about three lacking in Maslow’s theory that

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