As a result he found out that what makes people happy is in what they are doing and the way they are treated is what makes them unhappy. Some of the factors causing dissatisfactions are company policies, supervisions, work conditions and also relationship with the employer and other working colleagues. Where else some of the factors leading to satisfaction are accomplishment, acknowledgment, the work or job itself, responsibility, advancement and their employee growth. Things that make people satisfied at work are different from those that cause dissatisfaction therefore those two feelings cant be opposite. Herzberg created his theory of Motivators and Hygiene factors based on all these findings which is also known as the two factor theory.
The worker realizes that his labors to be accomplished through the labor frustrated and leads to discouragement and frustration. To escape from the dead end must either review expectations in time either be detached from the labor area, the cause of that stress. Apathy: The last stage of work burnout, defined as apathy, the worker escapes any obligation towards others, despite the fact that is trying to fight the disappointment and frustration affecting his profession. Basically continues to labor for financial causes, even though invests diminutive energy for his responsibilities and ignores the necessities of its clients, to protect the lack that he feels towards them (Edelwich & Brodsky,
By this way the hygiene factors of interpersonal relationships with peers/ supervisors and work conditions can be eliminated. Secondly, we have to focus on creating good working conditions for job satisfaction. In the above example this can be done by rewarding the abilities of the individual and by providing recognition and feedback for his contributions. Thus, a good blend of hygiene factors and motivated factors can boost the employee’s motivation and can result in increased productivity for the
Herzberg believes that hygiene factors are important but not enough for job satisfaction and motivation. If a hygiene factor is lesser than what the employee expected, he will be less motivated as well. In contrast, if the hygiene factors are enough, the employee’s level of satisfaction will only be neutral. Only the presence of both hygiene factors and motivators can motivate and satisfy the employee. Thus, if an employee is paid a lot but has no control over his job will still probably be unmotivated.
Maslow’shierarchy of needs also influenced Herzberg’s Motivational Hygiene Theory that stressed on the different needs of the individual. Herzberg concluded that job satisfaction and dissatisfaction were the products of two separate factors: motivating factors and hygiene factors. Hygiene factors surround the doing of the job. They include supervision, interpersonal relations, physical working conditions, salary, company policy and administration, benefits, and job security and should be properly managed. Motivation factors lead to positive job attitudes because they satisfy the need for self-actualization.
Samuels used the Expectancy Theory to motivate the staff who felt over-worked and unappreciated. In essence, when a worker works well he or she expects a good appraisal which will lead to rewards. Whatever rewards are instituted it will better his or her situation in life. Expectancy theory assumes that motivation is not at all equivalent to job performance. To be more specific, expectancy theory assumes that personally, skills and abilities also add to a person’s job performance, some people are better suited to perform their jobs compared to others by virtue of the unique characteristics, special skills and abilities that they bring to their respective works.
Beckton 1. Employees of this organization are characterized by high reluctance and strong lack of job satisfaction. There is a general dissatisfaction among them, that can be seen poor communication between the management and workers, and Human Resource seems to not understand the benefits resulting from the motivation of employees. The diagnosis of these problems will allow the organizations on the exact analysis of the reasons cause dissatisfaction, if management board understands how important it is job satisfaction will allow them to create a motivation system, which should effect on improvement of job satisfaction and following on the job performance. The creation of such a motivation system through rewards and development will have a positive impact on the development of motivation level and job satisfaction and following on the job performance.
Internal equity occurs when employees compare themselves to others who are charged with different responsibilities but work in the same organization. The equity theory is included in this study because it explains employee motivation on a relative basis by evaluating employees' perception and comparison with their peers. Such comparisons can impact an employee’s satisfaction and motivation, especially if he feels he is not treated fairly.The most notable feature of equity theory is that it proves that beliefs, perceptions, and attitudes influence motivation. The theory that will be discussed next is the expectancy theory, which is also a theory that
Intrinsic factors seem to influence positively on job satisfaction. The motivators include advancement, growth and development, responsibility for work, challenging, recognition, and advancement. In other words, extrinsic factors are closely related to the environment and condition of the work. The hygienes relate to job dissatisfaction including supervision, company policy and administration, working condition and interpersonal relation (Lephalala, Ehlers, & Oosthuizen, 2008; Shimizu et al., 2005). This theory has dominated in the study of job satisfaction, and become a basic for development of job satisfaction assessment (Lu et al.,
Job Satisfaction Job satisfaction is considered as an important motivator. Studies have revealed that employees’ attitudes and feelings towards their jobs and/or job experiences have been found to have significant effect on their performance. Hawthorne studies conducted by Elton Mayo and his associates states that psychological and social influences were more effective than changes in wages and hours which had been considered as the prime matter of importance for a long period of time by the managers. Job satisfaction is especially important for service industry employees because it is assumed that if employees are satisfied with their job in service industry then only they can satisfy their customers. It is not the customers alone who should be satisfied but the employees of the organization should also be satisfied in order to get customer satisfaction.