Hygiene Theory: Motivation Of Staff

Task 2.4 – Motivation of staff

Motivation-Hygiene Theory

Herzberg 's findings revealed that certain characteristics of a job are consistently related to job satisfaction, while different factors are associated with job dissatisfaction.

The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites.

• The opposite of Satisfaction is No Satisfaction.

• The opposite of Dissatisfaction is No Dissatisfaction.

Even though Ms Hogan remedies the causes of dissatisfaction she will not create satisfaction. Nor will adding the factors of job satisfaction eliminate job dissatisfaction. If an employee has a hostile work environment, giving someone a promotion will not make him or her satisfied. If you create a healthy work

• Ensure that wages are competitive.

• Build job status by providing meaningful work for all positions.

• Provide job security.

All of these actions help Ms Hogan eliminate job dissatisfaction in her organization. And there 's no point trying to motivate people until these issues are out of the way!

Ms Hogan can 't stop there, though. Just because someone is not dissatisfied, it doesn 't mean he or she is satisfied either! Now she must turn her attention to building job satisfaction.

Step Two: Create Conditions for Job Satisfaction

To create satisfaction, Herzberg says you need to address the motivating factors associated with work. He called this "job enrichment". His premise was that every job should be examined to determine how it could be made better and more satisfying to the person doing the work. Things to consider include:

• Providing opportunities for achievement.

• Recognizing workers ' contributions.

• Creating work that is rewarding and that matches the skills and abilities of the worker.

• Giving as much responsibility to each team member as possible.

• Providing opportunities to advance in the company through internal promotions.

• Offering training and development opportunities, so that people can pursue the positions they want within the

Workplace settings can have these theories applied to them, to bring the reason why some employees are harder working to light. This can help managers to have an understanding on how the employees are motivated to perform their best. The understanding of the application of motivational theories in the workplace will progress your leadership skills.

The use of innovative and traditional compensation strategies to progress the expectancy theory. This theory lifts the premise for each specific task; an effort will be made by the employees to commensurate with their estimated value of compensation that will be given. Employees that refuse on doing new job duties, claiming, “I’m not receiving pay for what I am doing”. This can be put as a perfect example for the expectancy theory at work.

The association of compensation directly into the objectives of specific performance will motivate the progression of the employees. The distribution of higher pay to top workers, the use of intangible rewards additional to monetary compensation with the goal of reaching employees on a more personal lever, digging to a deeper level of commitment to the