Name : Triandika Rahman
Class : 4 EA 09
NPM :
17212470
English Business 2Herzberg had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (hygiene factors)
Motivators are more concerned with the actual job
itself. For instance how interesting the work is and how much
opportunity it gives for extra responsibility, recognition and
promotion. Hygiene factors are factors which 'surround the job' rather
than the job itself. For example a worker will only turn up to work if a
business has provided a reasonable level of pay and safe working
conditions but these factors will not make him work harder at his job
once he is there.
Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are:
Job-content factors are those factors for which the individual is responsible. In other words, those factors that are internally controlled such as achievement, responsibility and the quality of work itself, are termed job-content factors. As for job-context factors, they are those factors, which are externally controlled – that is the organization is responsible for controlling those factors. Such factors include job security, salary, benefits, promotions etc.
Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are:
- Job enlargement – workers being given a greater variety of tasks to perform (not necessarily more challenging) which should make the work more interesting.
- Job enrichment - involves workers being given a wider range of more complex and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement.
- Empowerment means delegating more power to employees to make their own decisions over areas of their working life.
Key summary for Herzberg:
- Workers motivated to work harder by motivators e.g. more responsibility, more interesting work, more praise for good work
- Workers can become de-motivated if hygiene factors are not met e.g. pay, working conditions, relationships with colleagues
Job-content factors are those factors for which the individual is responsible. In other words, those factors that are internally controlled such as achievement, responsibility and the quality of work itself, are termed job-content factors. As for job-context factors, they are those factors, which are externally controlled – that is the organization is responsible for controlling those factors. Such factors include job security, salary, benefits, promotions etc.
