Multistage sampling has been used to select the sample for the survey designed. Questionnaires were distributed to 118 employees, however, only 77 yielded valid responses. Despite these limitations, Herzbergs Two-Factor theory is acceptable broadly. If an individual believes they could have performed better, they may be less motivated to try again in the future than someone who believes they failed because of factors outside of their control. Maslow believed that the needs of an individual could be expressed in the form of a hierarchy of needs or a pyramid. Herzberg wanted to create the opportunity for employees to take part in planning, performing, and evaluating their work.
Meanwhile, Expectancy Theory of Motivation emphasises that a good leadership is crucial in instilling motivation to the members of staff in doing their respective jobs Lunenburg 2011. As a manager, I endeavour to find out drivers, passions, needs and wants And align management to these factors. Advantages These are some of the positive aspects that come out of the theory. The factors on the right that led to satisfaction achievement, intrinsic interest in the work, responsibility, and advancement are mostly unipolar; that is, they contribute very little to job dissatisfaction. Results suggest in support of many western studies that those who perceive their superiors as adopting consultative or participative leadership behavior are more committed to their organizations, more satisfied with their jobs, and their performance is high.
It may also be applied to organizations located in other parts of the world which have Chinese employees. Make sure they're treated fairly, and with respect. . His study to come up with the correct conclusions involved interviewing employees. Herzberg's methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance. Note that with job enlargement the variety of tasks is increased, but not the difficulty of those tasks.
According to Weiner, the reasons we attribute to our behaviour can influence how we behave in the future. One thing all successful leaders and managers realize, is that different people will be motivated by different factors. A company Pulse Survey provided feedback that indicated nine out of ten employees were satisfied or extremely satisfied with their jobs. Another aspect is the encouragement of employees to take on new task that are challenging but provide the opportunity to grow personally. In general, well-being improved as experiences increased toward values and improved to a lesser extent as experiences exceeded values.
Implications for Management If the motivation-hygiene theory holds, management not only must provide hygiene factors to avoid employee dissatisfaction, but also must provide factors intrinsic to the work itself in order for employees to be satisfied with their jobs. These factors encompass the company policy, supervision, working conditions and salary. This is how employees find meaning in their work. This emphasizes the loss-aversion we humans have. Make sure you pay attention to your team and form supportive relationships with them. By showing them the value of their roles, the team were able to feel respected and motivated to work harder.
We have attempted to address this above by applying the theory at an individual level. These are aspects of our working life such as achievement, personal development, and the enjoyment of the work itself. Motivating employees is one of the most important issues facing any company today. From my experience, there is a wide misconception that money is a large motivator. Interestingly he saw that feedback coming from peers, our co-workers, and not from supervisors. Two Factor Theory by Frederick Herzberg.
First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Conversely, the dis-satisfiers company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary contribute very little to job satisfaction. Therefore, according to Expectancy Theory, people are most motivated if they believe that they will receive a desired reward if they hit an achievable target. The aspects covered here are hygiene-factors. The increment in salary is meant to motivate her. Eliminating dissatisfaction is only one half of the task of the two factor theory.
Dozens of theories of motivation have been proposed over the years. But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. Controllability — how controllable was the situation? The authors expect that both affective and instrumental social support will exert significant and independent effects on these outcomes and that instrumental support will buffer the effects of nonrewarding work on job satisfaction. A perfect balance between both these factors can help the employers in utilizing their employees to the fullest. So we just need to learn to understand ourselves more, know what motivates us and drive us and then use that to boost our productivity and motivation.