Organizational Behavior assignment descriptive essay help: Hertzberg’s Two Factor Theory
In the age of Globalization, it has been a challenging task for an organization to manage and retain its employees. Employees lack motivation to work due to reasons like innovation, new technology, demographics, competition, and downsizing by an organization. Motivation is an internal driving force that impels an individual to do something. Different researchers have linked their theory of motivation with the organizational growth (About .com 2012). Abraham Maslow’s founded need for hierarchy theory in 1954. In 1964 Vroom’s founded expectancy theory. David McClelland founded need for Power theory in 1961. In 1981 Locke founded goal setting theory. There are various importance of motivational theory for an organization and its employees. It increases efficiency of the employees, helps in achievement of goals, ensures friendly relationships, provides stability of workforce and ensures job satisfaction among employees. It also empowers the employees, increases creativity, and adds profits to the business (Managementstudyguide.com 2012). Organization wants to deliver continuous improvement in product, process and systems. The performance of employees has to be increased by motivating them. In this essay we will explain Frederick Herzberg’s two factor motivation theory founded in 1959 which still holds the importance in organizations to improve their employee’s performance. He has explained that two factors that can be related with the employee’s performance are Hygiene and motivating factors (Lay Networks 2012).
As per Herzberg’s theory, the factors are known as internal and the external factors. It is also related with the satisfaction and dissatisfaction of the employees. Hygiene Factors are required in an organization to avoid the unpleasant situations at work and remove the dissatisfactions of the employees. If employees are unable to handle such situations the dissatisfaction can be caused by the employees at their work. The employees can lack motivation due to unhygienic Factors such as unhealthy company & administration policy, poor wages, low quality of supervision, Inappropriate Personal Relations, harmful working conditions and lack of job security. These are related to external dissatisfaction factors. Therefore Hertzberg stated that employees can be motivates in such case by improving the Hygienic factors like proper company policies, better payment of wages, higher supervision, good personal relations and secure job. The second factor is known as the motivating factor related with the employees internal satisfaction. It is required for the personal growth of the employees by providing the job satisfaction to the employees. The employees can be motivated at workplace by recognition, growth, achievement, providing opportunity for advancement, giving responsibilities, and by inspiring the employees. The motivational factors are related to the Psychological factors. The strengths of this theory are that satisfaction and dissatisfaction of employees can be known and it can be related with the hygiene and motivating factors. It is also known as a dual factor theory. Attitudes of people towards their work can be known. The weakness of this theory is that, the inadequate pay could de-motivate the satisfaction and dissatisfaction of a job that can be represented in a continuum where an employee sometimes experiences a neutral state. Employee’s factor related to satisfaction was more considered and productivity is removed. More money cannot always motivate the employees. It has been considered invalid by many of the organizations. This theory is relevant than the other theories because this theory separates the movers and the motivators (Training & Development Solutions 2012).
In the given research paper it has been explained that employees also feel that they are empowered by the motivational factor which increase their efficacy. This essay will explain why Herzberg’s theory is relevant and how it will work in an organization. The topic explains the motivation to work still has validity. It also explains that money does not motivate every moment. It has been described how historical Literatures on motivation is related to reward and performance management system at an Organization. Two types of views have been explained related to Taylor and Hawthorn. Taylor theory states that people are lazy and motivating them is an external factor. Hawthorn theory states that people get motivated to work well for social and monetary benefits which are internally stimulated. There has been division of motivation on the basis of the content and process theories. Content theory has been explained by Fredrick Herzberg related to the internal and the external factor. Process theory is related with the Vroom’s Expectancy Theory. The behaviouraial aspects came into limelight in mid 1970’s which was related to motivational factor. In 1975 social learning theory also explained the positive reinforcement factor which is linked with motivation of the employees. Interview and critical incidence method was used for the collection of the data. The result was founded in two clusters which were divided into the satisfaction and the dissatisfaction factors. Many of the researchers came to a conclusion that Herzberg’s money could not motivate the employees every time and it was method bound. Herzberg’s wrote an article called one more time in 1968 after hearing the critic’s comments and largest volume was sold by Harvard Business Review. In this article a difference was shown between movement and motivation. Movement comes with human nature to avoid the pain and difficulties occurring from the environment. Motivation was explained as an internal charging battery. An employee should be internally motivated so that he can enrich his job. In 1987 to prove his article once again he researched in different countries and showed the distinction between motivation and movement (NetMBA.com 2012). Motivation is required for the growth needs. The motivation and movement theory was related with the suggestion scheme. The suggestion scheme initiates four positive development such as employees feel that their suggested idea is being implemented, the satisfaction of this thing should not be delayed, manager believes that either the organization can save or make money, and contribution to organizational success. An organization can achieve success if it is linked with proper HR System by having social interaction with their employees. The suggestion schemes research was being conducted in 32 organizations, such as Utilities, Government, retail, service, manufacturing, and financial sector. Around 5000 questionnaires were distributed and 3209 response was received. The questionnaire included whether an employee’s had contributed any idea, why it has been contributed, respondents gender, age, the tenure of his service, relationship with line managers and feeling towards the senior management (Mind Tools Ltd 2012). Data was analyzed by using SPSS software. Out of the 3209 respondents 1924 contributed to an idea. It was identified that there was some problem in classifying the mover and the motivators. The points were like recognition from line manager, colleagues, and ideas being were related with an organizational success. Issues related with knowledge, approachability, supportiveness, will contribute an idea. It was observed that poor perception of line managers impact the performance of the employees. Those who contributed an idea had a positive orientation towards their senor management. The problem was that it failed because it was always related with financial inducements. It is a costly and time consuming method.
The main question was that whether Herzberg’s two factor theory had importance in motivating employees to contribute their ideas. It was done to show the significant changes in the organizational structures and Taylor work practices. The factors like lower skill, employees turnover, and low morale has been impacting the performance of the employees and as well as the Organization. The Literature of this research paper shows how motivational theory is linked with the economic, psychological and human aspects. Certain Limitations were there in Herzberg motivation theory, which was linked with the sample that was being surveyed. The real effort was developed to show why this motivation method is suitable and relevant for the various organizations. It was shown that managerial motivation was more important for an employee in an organization. A proper system and process can be developed to bind the employees to work together, and handle their frustrations in the job with a good practice. In this increasing competition era, organizations need to use their resources effectively and efficiently. There are certain variables related with the motivation factor that affects the productivity. Herzberg stated that employees need personal growth to make their job interesting and challenging. The Job enrichment process also contributes to this theory. It will help to increase the abilities of the employees with intrinsic and extrinsic factors. Therefore this research paper showed that Herzberg’s theory is relevant as other motivational theories. It is suitable for the managers, employees and the organization for improving their efficiency. There are satisfying and dissatisfying elements which are related with employee’s performance linked with motivation. Therefore Herzberg’s theory of motivation is important for the organizations (Alan Chapman 2010).
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