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1、Herzberg two factor theoryHerzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why.From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction
2、:Hygiene FactorsHygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include:- Company policy and administration- Wages, salaries and other fina
3、ncial remuneration- Quality of supervision- Quality of inter-personal relations- Working conditions- Feelings of job securityMotivator FactorsMotivator factors are based on an individuals need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effec
4、tive, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include:- Status- Opportunity for advancement- Gaining recognition- Responsibility- Challenging / stimulating work- Sense of personal achievement & personal growth in a jobThere is some simi
5、larity between Herzbergs and Maslows models. They both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e.g. self-actualisation, esteem needs) act as a motivator. The remaining needs can only cause
6、 dissatisfaction if not addressed.Maslows hierarchy of needsMaslows theory consisted of two parts:(1) The classification of human needs(2) Consideration of how the classes are related to each otherThe classes of needs were summarised by Maslow as follows:How does the Hierarchy Work?- A person starts
7、 at the bottom of the hierarchy (pyramid) and will initially seek to satisfy basic needs (e.g. food, shelter)- Once these physiological needs have been satisfied, they are no longer a motivator. the individual moves up to the next level- Safety needs at work could include physical safety (e.g. prote
8、ctive clothing) as well as protection against unemployment, loss of income through sickness etc)- Social needs recognise that most people want to belong to a group. These would include the need for love and belonging (e.g. working with colleague who support you at work, teamwork, communication)- Est
9、eem needs are about being given recognition for a job well done. They reflect the fact that many people seek the esteem and respect of others. A promotion at work might achieve this- Self-actualisation is about how people think about themselves - this is often measured by the extent of success and/or challenge at workMaslows model has great potential appeal in the business world. The message is clear - if management can find out which level each employee has reached, then they can decide on suitable rewards.