herzberg motivator-hygiene theory

Herzberg’s Motivator-Hygiene Theory : 

Herzberg’s Motivator-Hygiene Theory Brandon Albin HRD 830 12/1/2010

Outline : 

Outline What is Motivator-Hygiene Theory? Controversy surrounding the theory How it is used today? How I will incorporate into my workplace

Introduction : 

Introduction In 1959, Frederick Herzberg foundthat people had two essential needs in life. The human’s need as an animal to avoid pain The human’s need to grow psychologically This led to the creation of a dual factor theory that has been a stepping stone for motivation in the workplace.

Motivator-Hygiene Theory : 

Motivator-Hygiene Theory Herzberg interviewed 203 engineers and accountants They were asked to recall a time when they felt exceptionally good at their job and the feelings associated At a second interview they were asked to recall a time when they felt exceptionally negative on the job and the feelings associated These results led to two categories Job Satisfiers Job Dissatisfiers

Motivators : 

Motivators Also know as Job Satisfiers Motivators are things that create positive feelings These included things such as Achievement Responsibility Growth in Workplace Recognition

Hygiene Factors : 

Hygiene Factors Job Dissatisfiers Hygiene Factors were associated with work context and environment These included things like: Company Policy Administration Job Security Salary Work Conditions

Motivator-Hygiene Theory : 

Motivator-Hygiene Theory The theory states that if the motivator factors are present in conjunction with hygiene factors then the job will be satisfying If the hygiene factors are the only present factors then the job will be in a neutral state If the hygiene factors are not present then the job becomes dissatisfying, with or without motivators

Motivator-Hygiene Theory : 

Motivator-Hygiene Theory The idea is that employees will give a “fair day’s work for a fair day’s pay” Even though hygiene factors do not lead to extra work they are needed as building blocks to start productivity In order to move past this the motivators are needed

Controversy : 

Controversy It was said that theory was methodologically bound do to the interview questions. People will take credit when things go well and blame the environment when they don’t They also did not take into account job requirements Another thing criticized is that the rater interpreted all the data and not the respondent Rater could have contaminated or misinterpreted the data

Controversy : 

Controversy The theory provides no overall satisfaction No evidence supporting that a factor would lead to overall satisfaction or dissatisfaction Job satisfaction is a perceived characteristic therefore any condition could lead to job satisfaction or dissatisfaction Although highly criticized the theory still remains popular today. Principles of the theory have been applied to developing the definitions for intrinsic and extrinsic motivation.

The Theory today : 

The Theory today The theory is being used in Web based design They have used to the two-dimension system to allow web users to rate the things that create satisfaction and dissatisfaction The theory was also used to help identify the satisfiers and dissatisfiers for e-learning programs in order to optimize the learning experience.

My Workplace : 

My Workplace I am a Graduate Assistant Athletic Trainer with the Clemson Men’s and Women’s Track and Field team. Work long hours for low pay while dealing with tough coaches and spoiled athletes They hygiene factors are present I am trying to incorporate some motivator factors into my workplace

My Workplace : 

My Workplace I am going to sit down with my supervisors and ask them for some more responsibility also for some positive reinforcement at times. I am going to explain to my athletes that I do care, but if they continue to have a negative attitude they will be kicked out of the athletic training room.

My Workplace : 

My Workplace I am going to sit down with my coaching staff and ask them input on how I can help them to help me to create a better line of communications and relationship. I can do this by allowing them to set goals for the injured athletes and give them some ownership and responsibility for the injured athletes with out lowering my performance capabilities.

THE END!QUESTIONS? : 

THE END!QUESTIONS?