Two-Factor Theory of Motivation free essay sample

Introduction: The two-factor theory (also known as Herzbergs motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other. According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction, while extrinsic hygiene factors, including status, job security, salary, and fringe benefits – if absent – produce dissatisfaction. Herzbergs theory appears to parallel Maslows needs hierarchy. Individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. However, Herzberg added a new dimension to this theory, including factors that cause dissatisfaction as well, such as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions. We will write a custom essay sample on Two-Factor Theory of Motivation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This two-factor model of motivation is based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction, while another and separate set of job characteristics lead to dissatisfaction. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. 2. Two-factor theory fundamentals: 2. 1 Research by Herzberg: Attitudes and their connection with industrial mental health are related to Abraham Maslows theory of motivation. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration. According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. This appears to parallel Maslows theory of a need hierarchy. However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. This theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in unpleasable dissatisfaction. The two-factor theory developed from data collected by Herzberg from interviews with 203 engineers and accountants in the Pittsburgh area, chosen because of their professions growing importance in the business world. Regarding the collection process: â€Å" Briefly, we asked our respondents to describe periods in their lives when they were exceedingly happy and unhappy with their jobs. Each respondent gave as many sequences of events as he could that met certain criteria—including a marked change in feeling, a beginning and an end, and contained some substantive description other than feelings and interpretations The proposed hypothesis appears verified. The factors on the right that led to satisfaction (achievement, intrinsic interest in the work, responsibility, and advancement) are mostly unipolar; that is, they contribute very little to job dissatisfaction. Conversely, the dis-satisfiers (company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary) contribute very little to job satisfaction. † —Herzberg, 1964 2. 2 Analysis by Herzberg: From analysing these interviews, he found that job characteristics related to what an individual does — that is, to the nature of the work one performs — apparently have the capacity to gratify such needs as achievement, competency, status, personal worth, and self-realization, thus making him happy and satisfied. However, the absence of such gratifying job characteristics does not appear to lead to unhappiness and dissatisfaction. Instead, dissatisfaction results from unfavourable assessments of such job-related factors as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions. Thus, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions. [ If management is equally concerned with both, then managers must give attention to both sets of job factors. Two-factor theory distinguishes between: Motivator Factors Motivator factors are based on an individuals need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: Status Opportunity for advancement Gaining recognition Responsibility Challenging / stimulating work Sense of personal achievement personal growth in a job Hygiene Factors Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: Company policy and administration Wages, salaries and other financial remuneration Quality of supervision Quality of inter-personal relations Working conditions Feelings of job security Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation factors are needed to motivate an employee to higher performance. Herzberg also further classified our actions and how and why we do them, for example, if you perform a work related action because you have to then that is classed as movement, but if you perform a work related action because you want to then that is classed as motivation. Unlike Maslow, who offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds. 3. Workarounds: Herzbergs theory concentrates on the importance of internal job factors as motivating forces for employees. He designed it to increase job enrichment for employees. Herzberg wanted to create the opportunity for employees to take part in planning, performing, and evaluating their work. According to Herzberg, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, if you set about eliminating dissatisfying job factors you may create peace, but not necessarily enhance performance. This placates your workforce instead of actually motivating them to improve performance. The characteristics associated with job dissatisfaction are called hygiene factors. When these have been adequately addressed, people will not be dissatisfied nor will they be satisfied. If you want to motivate your team, you then have to focus on satisfaction factors like achievement, recognition, and responsibility. To apply Herzbergs theory, you need to adopt a two stage process to motivate people. Firstly, you need eliminate the dissatisfactions theyre experiencing and, secondly, you need to help them find satisfaction. 3. 1 Step One: Eliminate Job Dissatisfaction: Herzberg called the causes of dissatisfaction hygiene factors. To get rid of them, you need to: Fix poor and obstructive company policies. Provide effective, supportive and non-intrusive supervision. Create and support a culture of respect and dignity for all team members. Ensure that wages are competitive. Build job status by providing meaningful work for all positions. Provide job security. All of these actions help you eliminate job dissatisfaction in your organization. And theres no point trying to motivate people until these issues are out of the way! You cant stop there, though. Remember, just because someone is not dissatisfied, it doesnt mean he or she is satisfied either! Now you have to turn your attention to building job satisfaction. 3. 2 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 company. 4. Validity and criticisms: In 1968 Herzberg stated that his two-factor theory study had already been replicated 16 times in a wide variety of populations including some in Communist countries, and corroborated with studies using different procedures that agreed with his original findings regarding intrinsic employee motivation making it one of the most widely replicated studies on job attitudes. While the Motivator-Hygiene concept is still well regarded, satisfaction and dissatisfaction are generally no longer considered to exist on separate scales. The separation of satisfaction and dissatisfaction has been shown to be an artefact of the Critical Incident Technique (CIT) used by Herzberg to record events. Furthermore, it has been noted the theory does not allow for individual differences, such as particular personality traits, which would affect individuals unique responses to motivating or hygiene factors. A number of behavioural scientists have pointed to inadequacies in the need hierarchy and motivation-hygiene theories. The most basic is the criticism that both of these theories contain the relatively explicit assumption that happy and satisfied workers produce more, even though this might not be the case. For example, if playing a better game of golf is the means chosen to satisfy ones need for recognition, then one will find ways to play and think about golf more often, perhaps resulting in an accompanying lower output on the job. Another problem is that these and other statistical theories are concerned with explaining average behaviour, despite considerable differences between individuals that may impact ones motivational factors. For instance, in their pursuit of status a person might take a balanced view and strive to pursue several behavioural paths in an effort to achieve a combination of personal status objectives. In other words, an individuals expectation or estimated probability that a given behaviour will bring a valued outcome determines their choice of means and the effort they will devote to these means. In effect, this diagram of expectancy depicts an employee asking themselves the question posed by one investigator, How much payoff is there for me toward attaining a personal goal while expending so much effort toward the achievement of an assigned organizational objective? The expectancy theory by Victor Vroom also provides a framework for motivation based on expectations. This approach to the study and understanding of motivation would appear to have certain conceptual advantages over other theories: First, unlike Maslows and Herzbergs theories, it is capable of handling individual differences. Second, its focus is toward the present and the future, in contrast to drive theory, which emphasizes past learning. Third, it specifically correlates behaviour to a goal and thus eliminates the problem of assumed relationships, such as between motivation and performance. Fourth, it relates motivation to ability: Performance = Motivation Ability. That said, a study by the Gallup Organization, as detailed in the book First, Break All the Rules: What the Worlds Greatest Managers Do by Marcus Buckingham and Curt Coffman, appears to provide strong support for Herzbergs division of satisfaction and dissatisfaction into two separate scales. In this book, the authors discuss how the study identified twelve questions that provide a framework for determining high-performing individuals and organizations. These twelve questions align squarely with Herzbergs motivation factors, while hygiene factors were determined to have little effect on motivating high performance. 5. Conclusion: The relationship between motivation and job satisfaction is not overly complex. The problem is that many employers look at the hygiene factors as ways to motivate when in fact, beyond the very short term, they do very little to motivate. Perhaps managers like to use this approach because they think people are more financially motivated than, perhaps, they are, or perhaps it just takes less management effort to raise wages than it does to revaluate company policy, and redesign jobs for maximum satisfaction. While motivating people, firstly it’s needed to get rid of the things that are annoying them about the company and the workplace. Making it sure that theyre treated fairly, and with respect. Once this is done, it’s needed to look for the ways in which people can be helped to grow within their jobs, giving them opportunities for achievement, and praising that achievement wherever it’s found.

How To Choose An Essay Topic

How To Choose An Essay TopicWhen starting a new writing project or editing an essay, it's best to take a short list of essay topics that you are interested in covering. You can either write the topic on your own or get assistance from a student writing service. This article will help you figure out which topics you should put in your essay.Depending on your audience, there are a variety of topics to write about. Perhaps you will be writing a short essay for a class, and the subject matter may focus on different aspects of your academic education. Maybe you are writing an essay for a leadership training course, or for a publication that features top business executives. These are all great topics for your essay, and they can also offer insight into the strengths and weaknesses of the person writing them.The topic of your essay can go as deep as you would like, but you don't want to force your topic onto the reader. If you just set the paper down and walk away from the keyboard, the ch ances of your topic feeling forced are high. As long as the topic is interesting, you will come up with good ideas that will support your essay.Once you have decided on a topic, you should read through the chosen topics list to make sure you have enough to write about. There is no need to start off with a large topic, but if you are writing a personal essay or are editing an essay, you may want to just move your topic around a bit to cover more ground. There is no right or wrong way to approach this. Just make sure that you have enough information in the topic to support your essay.Consider how much information you want to cover in your personal essay or business essay. Will you just want to cover your academic accomplishments? Or do you want to include some funny side notes about your experiences? This is where the topic of your essay can really help you with the content. Just choose a topic that you are interested in covering.Next, write about how you came to have that topic, and also how you came to write about it. You can use this to support any arguments you make in your essay. After you have decided on a topic, you can now determine what kind of resource or essay assistance you will need to help you with your writing. For example, you might have seen an essay assistance company on TV, or you could see a personal writer on the internet.Before you begin, get in touch with the topic you have chosen. Ask to talk with the writer who wrote the essay you want to write, and see if you can chat about it. Sometimes they will have many topics they offer to do, but you will probably only want to choose one. In this case, your main concern is to choose a topic that is interesting.

Modern American vs. Japanese Animation essays

Modern American vs. Japanese Animation essays Modern American and Japanese animation, both have their beauty and distinct features. The American style however has a much crisper and nicer quality to it. Japanese style, or Anime, has a much more sharp and quick quality. The plots of American and Japanese animation also differ from each other. Modern American animation has this nicer, cleaner quality because of the time spent on it and a high budget. This has all been made possible because of one name in particular, Walt Disney. When Walt Disney came on to the animation scene he brought magic to the television and to the silver screen. There are plenty of other names that had an extraordinary effect on the American style of animation, but Disney put the final touches on it. It could be said that he is responsible in making cartoons as popular as it is now. When his first motion picture Snow White and the Seven Dwarves premiered in 1937, the history of animation was changed forever. This movie set the standards for the American style of animation. Snow White and the Seven Dwarves appeared as a cartoon, but gave off a very life-like, natural feel to it. Though one would never a dwarf walking around, Snow White was a very humanly proportioned, and looking character. Disney created very clean, colorful, and lively c haracters that distinguish American style of animation from that of Anime. The strokes of the pen, or lines, that American animations use, are smooth, curvaceous and careful. It gives the images a sense of consistent fluidity. These fluid lines give the characters a more natural, organic feel and look to them. This also allows for a wide range of facial expressions, expressions to those of humans. With smooth curved lines, animators can show happy, sad, angry, surprised, and scared expressions. The results and solutions are endless. American animators have to pay specific attention to detail and make sure they dont leave the slightest thing out. ...

Education Term Paper

Education Term Paper Education Term Paper Education Term Paper: Pedagogy Devise. With money in your pocket you are wise, handsome and sing well too, - said one well-known celebrity. Really, everyone could be educated (get higher education), but not well-breaded. You could get a diploma but not knowledge. Think about it... Your education term paper is your face, your thoughts and your intelligence. They should be individual, unique, and also match your inner world. Education Term Paper: The Point. Education may contain a lot of aspects. It includes learning a great number of disciplines, different kinds of applied and humanistic science. During the academic year you should pass your education term papers. Education is directly connected with knowledge handover and bringing up a new generation. In different educational institutions educators direct the education process of students; also they may manage a variety of subjects, for example reading, physics, writing, philosophy, science and history. After you gad reach to the end of the course you should be checked by writing education term papers. Education Term Paper: Education For Children (Students) Today when you have already left school, you are not a pupil anymore, you are an applicant. So, you have a splendid opportunity to choose and enter any college you like. Youth is a discovery time. You should think over and make your decision. If you keen on technique you may continue your studying in Technique College. However, if you do not interested in machines and engineering, moreover you belong to the people who prefer live communication, which directly connected with finding yourself among people, you should choose institute specializing in philology and pedagogy In that case passing a education term papers would be a pleasure for you. Education Term Paper: Education For Adults (Teachers) For a long time teachers have been educated and respectable people. Teachers were given the knowledge and educate children. They take a great effort to the activity they do. Teaching is the style of life. Teacher gives a lot and gets a lot. They give knowledge and upbringing positive qualities, and in the same way they get a pleasant communication among children and a lot of work to do, in particular checking education term papers.

Ethical Dilemma Essay Example | Topics and Well Written Essays - 500 words - 9

Ethical Dilemma - Essay Example It is possible that the latter might reveal additional information. One would make no mistake that codes of conduct that are promoted among athletic directors strictly forbid them to conceal such important information as true medical state of a person. That is why if I decide to help Matt, I will clearly violate the code of conduct which will show my lack of professionalism. Contrary to that, I believe that Matt is a rather promising young man who should be given a chance to pursuit his dream. In spite of the fact that I believe in him, I think that the diagnosis will not allow him to become a successful athlete. I think that the situation is really difficult; so, I might benefit from contacting my peers. There is no doubt that other athletic directors would support me in refusing to conceal the health condition of Matt since this will not only endanger him and me, but also other people and show my lack of professionalism. So, there are basically several options: one – I agree not to inform the coach about Matt’s disease and two – I tell the coach right away and Matt does not play sports in the future. It is extremely hard to find a win win situation in this case. However, I assume that the second option will bring more benefit to Matt since in this case he will be able to direct all his efforts on treatment of the virus. I am strongly convinced that my family would support my decision since they know that I am always willing to help people and will never harm them in any way. Indeed, though there might be some negative consequences for Matt in the short run, in the long perspective he will probably benefit. Having examined all the options, I believe that the correct decision in this case would be to tell the coach about Matt’s health condition. Some people might think that I am being insensitive and not helpful, since the young man

History final in-class essays Essay Example | Topics and Well Written Essays - 1500 words

History final in-class essays - Essay Example These empires are one of the most important empires because they provide a lot of information and important documents concerning the Islamic culture and beliefs (Bryce, 2013). To begin with, the Ottoman Empire was formed around the beginning of 14th century and was the first empire to be formed among these three empires. It covers areas such as the North Africa region, Egypt, Syria, Arabia, Iraq, and the Balkans region. It was founded by a sultan known as Sultan Selim in 1512 and its boundaries covers Atlantic Ocean region to the whole Persian Gulf (Dinc & Yetim, 2012). The empire went in first battle of the Lepanto at around 1571 and later went in a battle where it was defeated in 1683 in Vienna. In addition, the empire is remembered as one of the great Islamic empires that brought modernization in the late 19th century that. Although it failed to improve the economic, political, and social process in its regions, it was seen to provide bigger impact on the cultural Islamic historic al life (Carnegie, 2013). The empire ruled until around 1600, where it reached its peak and later started to decline due to some internal lack of organization. Again, the decline was due to enemy pressure that was inflicted to the empire by the Europe and Asia enemies of the empire. Although the empire faced various challenges, it was it came to an end in 1918 after World War I. The empire is remembered as one of the great Islamic empires that gave rise to the present day country called Turkey. Again, the empire is also remembered as one of the empires that provided the link between the medieval revolution and the current Islamic historical information (Guidetti, 2013). The second great Islamic empire is known as the Safavid Empire that was founded in 1501 as a result of political changes in Persia. The empire is come from the name Safavid that was the name of Sufi order formed by the Sunnite mystic. Although Safi-ad-Din died in around 1334 the empire name was passed to Shiism at ar ound 1400 hence the name the Shiite Safavid Empire. Ismail became the head of Safavid in 1487 and ruled up to 1501 where he declared himself the Shah of Iran and established a dynasty that united and brought together Iran people and ruled them up to late 1722. Iran became more influenced by the western culture in the early 19th century leading to modernization, which brought about the Islamic religion of today. Besides the empire although formed in 1501was one of the great Islamic empires that was originated as a result of religious sect and acquired most of political as well as military characteristic. This empire was officially the empire of Shiite and some of the religious diversity he has led to conflict between it and the Sunni neighbors. Besides this is one the empires that ruled within the shortest time and was greatly affected by the invaders such as the Afghans which attacked them in around 1722. The empire is greatly remembered for its nationalism and it led to the formati on of the present day Iran country (Behbudi, 2013). The third empire is the Mughal Empire that was based in India and was founded in 1526 (Garcia-Rivero, 2013). The empire faced many challenges and was affected British empires. In addition, the empire gained from the succession of strong rulers that gave him the Hindu population

The Effects of Reagan and Bush’s Policies in El Essay -- Foreign Polic

The Effects of Reagan and Bush’s Policies in El Salvador and Iraq United States foreign policy, since the Cold War, has been driven by ideology: good versus evil, capitalism versus communism, and democracy versus totalitarianism. America’s foreign policy objective from 1945 to 1991 was to contain communism, prompting Cold War calculus – the enemy of your enemy is your friend. The United States, following Cold War calculus, allied with unscrupulous leaders opposed to communism, like the Somoza dynasty in Nicaragua, the Reza Shahs in Iran, the dictator Franco in Spain, and the elite in El Salvador. Reagan’s belief that the Soviet Union was the Evil Empire committed him to support the brutal military regime in El Salvador, which he justified as protecting national security. Since September 11, the new American enemy is terrorism. To eliminate terrorist organizations, Bush has invaded Afghanistan and Iran. Bush has continued the precedent of ideology-induced foreign policy by justifying the invasions as introducing civilizati on to the primitive Middle East and simultaneously protecting American interests. Bush, like Reagan, has intertwined ideology with national security. Reagan’s intervention in El Salvador was driven by ideology, but was justified as protecting national security, whereas Bush’s invasion of Iraq was prompted by national defense, but was promoted as American ideology. Defending National Security The United States justified its involvement in El Salvador as protecting American national security, a notion fueled by anti-communist ideology. Reagan believed the FMLN (Farabundo Marti Front for National Liberation), the radical leftist guerilla insurgency in El Salvador, threatened the U... ...31-5.html November 17, 2003. [6] â€Å"September 7, 2003 President Addresses the Nation† http://www.whitehouse.gov/news/releases/2003/10/20031031-5.html. November 17, 2003 [7] â€Å"National Security Advisor Dr. Rice Remarks to National Legal Center† http://www.whitehouse.gov/news/releases/2003/10/20031031-5.html November 17, 2003. [8] â€Å"Missing Weapons Of Mass Destruction: Is Lying About The Reason For War An Impeachable Offense?† John W. Dean. http://writ.news.findlaw.com/dean/20030606.html November 5, 2003. [9] 160 [10] National Security Advisor Dr. Rice Remarks to National Legal Center† http://www.whitehouse.gov/news/releases/2003/10/20031031-5.html November 17, 2003. [11]â€Å"Iraq Democracy Watch: Report # 1 on the Situation in Iraq.† The Iraq Foundation. http://www.iraqfoundation.org/news/2003/isept/26_democracy_watch.html. November 5, 2003.