When Employee
Motivational theories are discussed, one cannot leave out on Herzberg’s
Motivation Two-Factor Theory. Two-Factor Theory was
developed by Frederick Herzberg and his two collaborators, Mausner and
Snyderman while explaining it quite well in their book ‘Motivation to Work’ published in 2017.
In his
theory, he speaks about many factors that could affect levels of satisfaction
and dissatisfaction in terms of rate and duration in a particular job role (Bassett-Jones and Lloyd, 2005)
Below chart shows that the two major factors are hygiene and motivation also known as satisfiers and dissatisfiers (Herzberg, 1959).
Figure 1-
(Source:
Charlotte Nickerson, 2021)
Even though
Herzberg and his colleagues identified these fourteen factors as key for
satisfaction and dissatisfaction in the work environment in terms of employee
motivation, according to Misener Nurse Practitioner Job
Satisfaction Scale, Misener and Cox
state that these factors are liable to change, constantly interacting and
relative to the employee (Misener and Cox, 2001).
Herzberg recommends that the best way to motivate
the employees is to create an environment filled with challenges and make
employee take responsibility in their job function (Leach and Westbrook, 2000).
Taking the Airline industry as an example, Inflight
crew face challenges on different flight routes depending on the passengers
they carry. Also it is known that many flight crew need a motivational factor
to operate certain routes as they find it challenging with previous personal
experiences and lack of rest.
Major airlines around the world tackle this
issue by motivating the crew either financially or offering an extra day off
after a particular route. For example, some middle eastern airlines schedule
two extra days offs for flights that operates above 14 hours in order to omit
the lack of rest factor.
In this case crew are motivated to do the flight
despite the extreme operational challengers just for the extra day off and
money, hence Herzberg recommendation is proven correct to a certain extend.
REFERENCES
· Bassett‐Jones, N.,
& Lloyd, G. C. (2005), Does Herzberg's motivation theory have staying
power? Journal of management development.
Available from https://www.simplypsychology.org/herzbergs-two-factor-theory.html [Accessed on November 29,2022].
·
Herzberg, F.,
Mausner, B., & Snyderman, B. (1959). The
Motivation to Work. New York: John Willey & Sons. Available from https://www.scirp.org/(S(lz5mqp453edsnp55rrgjct55))/reference/referencespapers.aspx?referenceid=2526057 [Accessed
on November 29,2022].
·
Misener, T. R., & Cox, D. L.
(2001). Misener Nurse
Practitioner Job Satisfaction Scale (MNPJSS) [Database
record]. APA PsycTests. Available from,
https://doi.org/10.1037/t44056-000 [Accessed on November 29,2022].
· Leach, F.J., Westbrook, J.D. (2000). Motivation
and Job Satisfaction in One Government research and Development Environment. Engineering Management Journal. Vol.12,
Issue. 4; pg. 3-9. Available from https://doi.org/10.1080/10429247.2000.11415086 [Accessed
on November 29,2022].
Good one deyan. In current environment job satisfaction is one of the major factor to employee motivate. Job satisfaction is a fulfilling or optimistic expression consequential of the consideration of one’s activity (Azash et al, 2011).
ReplyDeleteJob satisfaction are created by someone’s motivation. Also salary and work environment variable are included in hygiene factor, which a group of motivator affecting job satisfaction level (Mathis and Jackson, 2004).
ReplyDeleteYou have discussed an important aspect of employee motivation. With the impact of the pandemic, the priorities of the employees changed and also the work set up changed. Motivation of remote working employees is a new concern that businesses should pay attention to (Lundberg, Gudmundson and Andersson, 2009).
ReplyDeleteGood content Deyan. Would like to add further, according to Herzberg (1959), jobs should be restructured to increase the ability of Herzberg’s Two-Factor Theory 7 workers to achieve goals that are meaningfully related to the doing of the job. Job satisfaction can also be reached by matching the individual’s work capacity to the work he will need to do
ReplyDeleteduring the selection process.