Difference between hygiene factors and motivators
Hygiene factors and motivators are also known as the two-factor theory or dual-factor theory which was introduced by Frederick Herzberg in the 1960s. The following paragraph will show the difference between these two factors. Firstly, hygiene factors are the satisfying need that enables the person to stay within that particular organization. This includes factors such as salary, job security, working condition, supervision and relationship with peers/ boss.
For example, a person may ‘have’ to work with that company because they offer a permanent job with a sufficient income so that person can maintain his/ her standard of living. Whereas motivators are the inspiring need that push the person to achieve higher which include factors such as achievement, recognition, responsibility and growth. In some company like the Kellogg Company, they practice the ‘Fit for Life’ programme where they offer free access to fitness centre, gyms, and health checks.
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They also grant ‘Summer Hours’ programme whereby employee can enjoy a flexible working hours provided that the employee has met the working hours for the full week. By doing so, the company consistently delivers strong results as the employee are highly motivated and enthusiast towards the company’s business. Secondly, the difference the two factors is that hygiene factor are often refer to as ‘dissatisfiers’ because elements in the workplace such as excessive company bureaucracy or an autocratic working environment may led to a stressful and unhappy employee.
As a result, the company’s productivity may not improve or even decline due to the lack of intrinsic motivation. In contrast, the company will get better performance if motivator factors (which also known as ‘satisfier’) are introduced. Rewarding employee with bonuses and promotion for their achievement are the common ways for motivating an employee. Or the company can adapt to a different approach of motivation by challenging the employee with more responsibility so that the full potential of the employee can be fully utilize. Thus, the employee is consistently motivated to achieve higher result.
Essay on Motivation
2381 Words10 Pages
Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,…show more content…
Baron (1983) says that “motivation is a set of process concerned with a kind of force that energizes behavior and directs it towards achieving some specific goals” (Baron, 1983, p. xxx). According to Kreitner and Kinicki (2001, p.162) motivation represents “those psychological processes that cause the stimulation, persistence of voluntary actions that are goal directed”. Consequently, these definitions lead to the assumption that motivation is something evolving from within an individual as well as the individual being influenced by external factors.
One of the first authors that dealt with the sources of motivation was Frederick Taylor who focussed on the overall productivity of an organisation. He linked this productivity to the effort an employee puts into their work which in turn is dependent on monetary rewards (Taylor, 1911). This theory was established in the context of the industrial age and thus is outdated for today’s analysis but it still provides a basic assumption which is often referred to by other authors. The total neglecting of a worker’s intrinsic motivators is a starting point for discussion for authors that conducted research in that area after Taylor.
Douglas McGregor presented Theory X and Theory Y in his book “The Human Side of Enterprise”. In these two theories McGregor has presented two types of managerial style. Theory X says that management is responsible for directing efforts of the people, motivating them, controlling their actions