Herzberg developed a theory of motivation on the premise that human nature has two separate elements - The motivators and maintenance factors. According to this theory of motivation the items that determine job content are considered motivation factors e.g. Achievement, recognition, responsibility, advancement and the work itself. The elements that influence the job context are the hygiene or maintenance factors e.g. company policy, salary, interpersonal relations, working conditions etc. They must be adequate and if they are absent or inadequate, they will create dissatisfaction.
Hygiene Factors:
Hygiene factors represent the need to avoid pain in the environment. They are not an intrinsic part of a job, but they are related to the condition under which job is performed. They are associated with negative feelings. They must be viewed as preventive measures that remove sources of dissatisfaction from environment.
Motivators:
Motivators are associated with positive feelings of employee about the job. They make people satisfied with their job. Motivators are necessary to keep job satisfaction and job performance high. On the other hand, if they are not present they do not prove highly satisfying. Motivational Factors or satisfiers are directly related to job content itself, the individual performance of it, its responsibilities and the growth and recognition obtained from it. Motivators are intrinsic to the job.
2. Analyze the problem in depth and find out a solution to the problem.
Ans: There is a need of a sound system of motivation to make the workers put forth their best efforts. A sound system of motivation should have the following essential features.
1. It should satisfy the needs and objective of both organization and employees.
2. Motivational system should change with the changes in the situation.
3. Jobs should be designed in such a way as to provide challenges and variety.
4. Managers should recruit the active co-operation of subordinates in improving the organization's output. Subordinates should be made to realize that they are stakeholders in the organization.
5. The motivation system should satisfy the different needs of employees. It should be directly related to the efforts of the employee.
6. The motivational system should be simple so that they simply understood the system.
3. If you were the HR Manager how would you motivate the employees so they work better?
Ans: Several factors influence human behavior. There are numerous drives and needs which can act as good motivators moving people to work and getting things done through them as per the plan. People respond to physiological needs, social needs and egoistic needs. Human needs and desire are the doorways through which the manager channelizes his motivation efforts. There are three types of motivational programmers to improve a person’s behavior towards his job. These are
- Pay incentive plans
- Job enrichment and
- Management by objective
There are four important factors governing employee response to the measures of motivation.
1. The intensity or urge of the Drive.
- Past Experience - can he rely upon the promise given by the boss.
- Amount of Reward - The quantity and quality of the reward can influence the amount of extra effort put forth by employee.
Time Relationship of Response to Reward - Long range promises are less effective than immediate fulfillment.
