frederick herzberg-my ppt

8/22/2019 Frederick Herzberg-my Ppt

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Frederick herzberg:hygiene

factors and motivation

By-

Sneha bajpaiMba -2nd sem


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Herzberg, a clinical psychologist and

pioneer of job enrichment,developed his motivation theory

during his investigation of 200

accountants and engineers in theUSA.


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Herzberg showed that satisfaction and

dissatisfaction at work almost always arose from

different factors


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According to Helzberg,

Man has two sets of needs:

As an animal to avoid painAs a human being to grow

psychologically


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Two Factor Motivational Theory

People are influenced by two factors:

Hygiene factors are needed to ensure an

employee does not become dissatisfied. They

do not lead to higher levels of motivation, but

without them there is dissatisfaction.

Motivation factors are needed in order to

motivate an employee into higher

performance. These factors result from

internal generators in employees.


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Examples of Hygiene Needs or

Maintenance FactorsThe organization, its policies & administration

Kind of supervision (leadership & management, including perceptions)

Relationship with supervisor

Work conditions (including ergonomics)

Salary

Status

Job security

Interpersonal relations


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Hygiene Needs

People will strive to achieve hygiene needs

because they are unhappy without them, but

once satisfied, the effect soon wears off

satisfaction is temporary.

Parallels with Maslows Hierarchy of Needs

Motivational Model


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True Motivators

Achievement

Recognition for achievement

Work itself (interest in the task)

Responsibility

Growth and advancement

Represents a far deeper level of meaning andfulfillment


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Factors

characterizing

events on the job

that led to extreme

job satisfaction

Comparison of

Satisfiers and

Dissatisfiers


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Contrasting Views of Satisfaction and

Dissatisfaction


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Criticisms of Herzberg

The Mind/Body Dichotomy- According toHerzberg, humans have a dual nature with eachpart operating under unrelated principles. A

person may dislike part of a job yet still think thejob is acceptable overall. Thus no overall measureof satisfaction was utilized.

Undirectional operation of needs - There is no

justification for a view that physical needs areonly negative motivaters or neutral in effect andgrowth needs are only positive motivaters.


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Lack of parallel between human needs and themotivator and hygiene factors. Thus the

theory is inconsistent with previousresearches. It ignores situational variables.

Incidental Classification System - There are

many inconsistencies in Herzbergsclassification system.

Defensiveness - To protect self-esteem,employees take credit for satisfying eventswhile blame others for dissatisfying events.This would blur the results of the study.


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Frequency Data - The results of Herzberg

research is based totally on how often various

categories were mentioned. Denial of Individual Differences - It is possible

to argue that all people have the same needs,

but it is not possible to argue that all peoplehave the same values. It is values that

determine the emotional reaction to a job.

Too narrow a study- Only accountants andengineers were interviewed for the study


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No statistically significant relationship between

job satisfaction and job performance - There

have been over 50 studies done and nonedetect a correlation between job satisfaction

and job performance. Though he assumed a

relation between satisfaction and productivity,but the methodology that he used looked only

at satisfaction not at productivity.


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Relationship to School Administration

A school environment should meet the basic hygiene needs

of students, teachers and staff to avoid unhappiness and

dissension.

School administrators can help fulfill these needs by:

Helping to provide teachers and students with the

resources they need (supplies, technology, etc.),

Ensuring a safe, clean, inviting work and learning

environment

Developing and nurturing relationships

Providing or advocating for appropriate monetary

compensation


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Motivators in Education and Business

Achievement

Recognition for achievement

Work itself (interest in the task)

Responsibility

Growth and advancement

PLUS

Shared Vision

Collaboration and Communication


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THANK YOU.

frederick herzberg-my ppt

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