HR assignment essay: Herzberg’s Motivation theory having staying Power
Motivation is defined as an internal drive that impels action. Since long time, many researchers have been explaining different types of motivational theories in different ways (Managementstudyguide.com. 2012). Maslow’s need hierarchy, Vroom’s expectancy theory, McClelland need for power theory, and Locke’s Goal setting theory are some of the well known motivational theories. Motivation will provide stability to the workforce, increase their job satisfaction level, create a friendly relationship and help in achieving the organizational goals. Motivation is required at workplace and it is still valid at recent times. The factors such as competition in global market, emerging new technologies, globalization, demographics shifts and innovation have forced the companies to become powerful by motivating their employees. Motivation of employees will help the companies to improve the process, products, and the system to develop the competitive edge over others. Fredrick Herzberg’s two factor theory came into existence in 1959. The two factors are known as the hygiene and the motivating factors. Hygiene factors are related to extrinsic part that includes Company Policies, Supervision, working conditions, salary Job security, status and etc. If the employees fail to provide such factors the employees get dissatisfaction from their job. Therefore the Hygiene factors are required to remove the dissatisfaction of the employees. The motivating factors are related to the intrinsic part which includes achievement, Recognition, Responsibility, growth and the challenging working environment. As the research was conducted by Herzberg’s two theories emerged which had connection with motivation (Alan Chapman 2003). The work of Herzberg’s was criticized by many of the researchers saying that money cannot always motivate the employees. It is known as the dual factor theory. Today motivation has been linked with the organizational growth. It has been increasing the efficiency of the employees at the workplace. Motivational factors are linked with the human psychology and attitudes of employees towards their work can be easily known. The employees feel that they have power when they receive the social and the monetary benefits from an organization.
According to this research paper, it has been explained that employees feel empowered when the motivational factor is linked with their performance level. The weakness of Herzberg’s motivation Theory is that poor pay can de-motivate the employees in an organization. It can be represented in a continuum and the employees sometimes feel that they are in a neutral state. When research was conducted for the motivation two views were identified. Taylor stated that people are quite lazy and motivating them is an external factor. Hawthorn suggested that people want to be self motivated because they want to get the social and the monetary benefit which is an internal factor. Motivation has also been divided on the basis of the content and the process theories. Power has been linked with the organizational growth and its success. Fredrick Herzberg’s has explained the content theory related to the external and the internal factor. Vroom has explained the process theory of motivation (Iowa State University 2009). The motivational factor was related with the employee’s behavior since 1970’s. The positive reinforcement was linked with social learning theory which was also related with the motivational factor. Even the leadership theory has been linked with the motivational factor to empower the employees and leaders in an organization. The performance management system has been linked with the motivational factor by rewarding them. The Literature of 1980’s has stated the importance of empowerment and teamwork among the employees. The rapid growth of the organization is only possible if employees are being provided autonomy and are motivated to perform their best. Power has also been misused by the management in organization such as Enron where the corporate scandal took place and created negative image for their leaders and company globally. This was caused due to the failure between motivation and the movement that resulted at boardrooms and different hierarchy levels. The employees in an organization should have locus of control while using the power. Once the employees are hired organizational goals is being linked with their performance. If the employees are satisfied it will produce an effective result. The data included in the given research paper was being collected with the help of critical incidence method and Interview method to show that Herzberg’s motivation theory is having staying power in an Organization. The response was collected in two clusters and it was divided into two factors such as satisfaction and the dissatisfaction factors. It was observed by many of the researchers that Herzberg’s motivating factor could not be always linked with the monetary aspect. Every time money cannot be used to increase the motivation of the employees and it was method bound. To prove his theory Herzberg’s published an article called One More Time in 1986. This article created difference between the two aspects such as motivation and movement. Harvard Business Review sold the largest volume of this article in different countries. Human nature can be related with movement that helps to avoid the pain and difficulties arising from an environment. Motivation was explained as the internal battery to charge something in human (Training & Development Solutions 2012). Employees feel powerful when they can enrich their job by being motivated. Herzberg’s conducted research in different countries on 1987 to show the distinction between movement and motivation. Growing needs can be fulfilled by the motivation. Suggestion scheme was also linked with movement and motivation (NetMBA.com 2012). The four positive developments can be linked with the suggestion Scheme. They are explained as the employees often wants that their suggested idea is to be implemented, the satisfaction of this thing should not be delayed, manager thinks that an organization can make or save the money, and employees should contribute for an organizational success. Organizational success and stability depends upon the implementation of the proper HR systems by interacting socially with the employees. The suggestion based research was conducted in 32 companies which includes Government, retail, utilities, manufacturing service and financial sector. Around 5000 questionnaires were distributed and 3209 response was being received. The points or the questions was designed on the basis of whether any idea has been contributed by an employees, why has been it contributed, age of the respondent, gender, tenure of employee service, relationship of the employees with their managers and the senior management(Mind Tools Ltd 2012). SPSS was used to analyze the collected data. Maximum respondents contributed to an idea and there was some problem in the process of classifying the movers and the motivators. The points such as employees being recognized by the line manager, and colleges were linked with the organizational success and growth. Certain issues like supportiveness, knowledge, and approachability will help in contribution towards as idea. The employees who contributed an idea had positive orientation towards top management. It failed because it was linked with financial inducement every time. It was a time consuming and a costlier method to relate with motivation. The important issue was that whether Herzberg’s two factor motivation theory had been contributing to the ideas of an organization (Journal of Management Development 2005). It was important to show the difference because organizational structure and Taylor practice was related with it. Certain factors such as low skill, higher employee turnover, and low level of motivation has been impacting the performance of an organization as well the employees. This shows that organization is failed to utilize the power for its growth and success.
Thus the research paper literature highlights that motivational theory is helpful to link with psychological, economic, and human aspects. This effort was done by Herzberg to show that motivation is related with the organizational power that helps to grow globally along with its employees. There are five types of power used in an Organization and they are coercive, referent, expert, legitimate and reward power. Manager can use power to motivate the employees in an organization that will help to enrich the job and increase the productivity. Power can be used along with the motivational factor to bind the employees, remove their frustration, and dissatisfaction related to the Job(About.com 2012). In the era of competition organization wants to use the resources and link certain variables with its productivity. Employees want to be empowered to make their job interesting and grow in their career. It will help to provide the intrinsic and the extrinsic factors to motivate the employees. Thus the Herzberg’s motivational factor is relevant in all the organization who wants to have stability with the power. It is suitable for the employee’s, managers to increase the efficiency level and also link it with the Compensation and the rewards of an organization. The satisfactory and dissatisfactory elements can be removed that affects performance during the Job in an Organization. Thus Fredrick Herzberg’s Motivational theory is relevant, valid and has staying power in an organization.
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