An explanation of Fredrick Herzberg's "Motivation to Work" which explores the concepts of motivation in the workplace and positive and negative work environments.
Written in 2002; 946 words; 11 sources; MLA; $ 33.95
Paper Summary:
A practical essay about the two-factor theory of motivation hygiene with implications for management and their role. The paper also includes a general comparison between this theory and Maslow's hierarchy of needs. Finally, it analyses the strengths and weaknesses of Hertzberg's theory. The paper explains that the motivation hygiene theory implies that management must design the job for employees so that there are avenues for job enrichment. Some examples of ways to provide job enrichment include increasing accountability while removing controls, making periodic reports available to workers as well as supervisors (open book), management granting job freedom, introducing new and challenging tasks, and assigning specific or specialized tasks.
From the Paper:
"Psychologist, Fredrick Herzberg, introduced the motivation-hygiene theory (also know as the "two-factor theory"). Herzberg rejected Abraham Maslow's "hierarchy of needs" and decided to carefully study and research key factors affecting a worker's performance. Following this research, Herzberg developed the motivation-hygiene theory, which which was published in "The Motivation to Work". Under this theory, Herzberg forwarded the idea that there are satisfiers (motivation-factors) and dissatisfiers (hygiene-factors) (Vroom, 1975: 87). Satisfiers include recognition and achievement, the presence of these factors, under Herzberg's theory, has a positive effect on motivation and satisfaction where as the absence of these factors have no negative effect on motivation or satisfaction."
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