If you work with top management or are part of a team that motivates employees, then paying a lot of attention to the factors that cause dissatisfaction as well as those that cause satisfaction will be your main concern. On that topic, if you truly want to achieve your objectives, you may utilize Herzberg’s motivational theory to efficiently evaluate work satisfaction and the factors that contribute to dissatisfaction. In fact, workers are encouraged and motivated when they get timely and appropriate advice. That being said, you may continue reading below to develop a full understanding of this excellent strategy, as well as its components and description.
Herzberg’s Motivational Theory Introduction
- Herzberg’s Motivational Theory Definition
- Factors of Herzberg’s Motivational Theory
- Herzberg’s Motivational Theory Diagram
- Benefits of Using Herzberg’s Motivational Model
Herzberg’s Motivational Theory Definition
In 1959, Frederick Herzberg created the model Herzberg motivation theory model also known as two-factor theory. He accomplished this by surveying more than 200 experts. The interviews probed into when participants were the greatest and unhappiest with their work. Thus, Herzberg’s concept varies from comparable ideas in that he proposed that job discontent and career satisfaction were driven by two distinct sets of circumstances. Removing the elements that generate job discontent will not lead to job satisfaction, as according to his concept, considering employee satisfaction is influenced by a different set of circumstances.
Factors of Herzberg’s Motivational Theory
These workplace aspects were divided by Herzberg into two types:
Hygiene factors
Herzberg hygiene factors are employment elements that are necessary for the presence of work engagement. It does not result in long-term enjoyment. However, if such characteristics are missing or non-existent in the work, it leads to discontent. In other words, hygiene variables are those that, when sufficient in a work, calm people and prevent them from being unsatisfied. These are external to the process of working. Because they are necessary to avert unhappiness, hygiene factors are known as dissatisfiers. These elements define the job environmental and hygiene aspects represented the physiological needs that people desired and anticipated to be met.
Motivational factors
The hygiene aspects cannot be called motivating factors according to Herzberg’s motivational theory. Motivating factors promote positive fulfillment. Those elements are fundamental in the workplace. Employees are motivated to perform well as a result of these causes. These elements are known as factors of job satisfaction. These are aspects of the work that must be considered. These factors are inherently gratifying to employees. The motivating factors represented physiological requirements that were regarded as a bonus.
Herzberg’s Motivational Theory Diagram
According to Frederick Herzberg’s approach, management must place a premium on ensuring the adequacy of hygienic aspects in order to minimize employee unhappiness. Administrators must also ensure that the job is engaging and fulfilling so that people are inspired to employment more and function effectively. Meanwhile, if you truly want to apply this kind of strategy, you may use the GitMind template supplied below. This tool, by the way, is an online brainstorming application that allows you to create a variety of presentations such as Merzberg’s motivating model and many other sorts of change model plans. You may learn more about this fantastic tool by visiting its official website. Having said that, in case you want to use the template below, just click the “Edit this template” button below.
Benefits of Using Herzberg’s Motivational Model
Based on the Herzberg hygiene factors, the main benefit of implementing this theory to motivate is that it emphasizes drive originating from inside the employees themselves rather than focusing on other various factors. In other words, following this approach assures that the firm may enhance its working environment and circumstances so that workers feel encouraged to work very hard, which will help the economy as a whole for the long term.
Conclusion
It is true that Herzberg’s motivational theory provides two factors that affect motivation in the workplace both hygiene and motivational factors. Remember that if hygiene variables are not present, employees would work lesser. If motivating elements are present, they will push employees to perform better. On that basis, you may begin using this strategy inside your team by resolving any hygiene issues first, and then, you may increase motivation by implementing as many motivational factors as you wish.
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