Herzberg theory of Motivation
Young queens, it’s important to know and understand motivation in a theoretical manner. Not only for your work environment but this theory applies in your everyday encounter with people. It enhances your ability to know and judge character, also using this knowledge to your advantage.
If you’re not already aware prepare to open your mind to the possibility of being enhanced, if your already aware open your mind to a different perspective of this understanding.
A little bit about Fredrick
Fredrick Herzberg was an American psychologist that went on to become one of the most influential management teachers and theorists.
Graduated from City College of New York with an undergraduate degree. He then on proceeded to University of Pittsburgh where he completed his master’s degree in in science and public health, he the went on to do his PhD.
Motivator Hygiene- theory
According to Herzberg the opposite of satisfaction is no satisfaction and the opposite of dissatisfaction is no dissatisfaction.
Herzberg’s two factor theory allows an in depth understanding in the art of engaging with members of your team in a way that allows them to give their very best performance.
Fredrick Herzberg’s main focus was understanding an employee’s satisfaction. Through his study, it was revealed that certain characteristics of jobs are closely related to job satisfaction, while different factors are associated with job dissatisfaction. In a hostile work environment, giving a person a promotion will not make the situation disappear neither will it satisfy the individual.
As a superior, when you create a good work environment, but fail to provide employees with the satisfactory requirements, the work you’re expecting from them will not be satisfying.
Characteristics that are associated with job dissatisfaction are referred to as hygiene factors. The goal is to address these factors adequately; people will not be satisfied nor dissatisfied. This method creates peace but doesn’t quite enhance performance. It then levels you back to the balance that is required in order to now start to look for individual’s incentive in order to upgrade performance.
In order to create the satisfaction required Herzberg advices to address the motivating factors associated with the job, this is better known as job enrichment. This is shown through providing opportunities for achievement, recognizing contribution, giving as much responsibility to every team member as possible that way they feel valued and trusted.