Watch the videos* Motivation Through Job Enrichment
Watch the videos* Motivation Through Job Enrichment
Frederick Herzberg, U.S. clinical psychologist, first published his hygiene-motivation theory in The Motivation to Work in 1959. Herzberg’s work focused on the individual in the workplace and emphasized the importance of management knowledge and expertise for increasing employee productivity. Traditionally, work has been regarded as an unpleasant necessity, rather than as a potential motivator. Herzberg’s assertion that work itself can be a motivator represents an important behavioral science breakthrough. When a job provides an opportunity for personal satisfaction or growth, a powerful motivating force is introduced.
The term hygiene is used to describe such things as physical working conditions, supervisory policies, the climate of labor management relations, wages and various fringe benefits. Hygiene factors are essentially preventative actions taken to remove sources of dissatisfaction from the environment, just as sanitation removes potential threats to health of the physical environment. When any and these factors are deficient, employees are quite likely to be unhappy and to express their displeasure. Even though hygiene factors cannot motivate, they are an endless responsibility of management that cannot be avoided.
Management should recognize that money (pay and benefits) is only performing a hygiene function and cannot expect to be sufficient in itself for the attainment of effective motivation. The principal effect of money is to create dissatisfaction when pay is perceived as inequitable. The principal effect of pay increases is to remove dissatisfaction, not to create satisfaction. It is a temporary decrease in satisfaction, not a long-term increase in motivation.
The term motivation is used to describe feelings of accomplishment, professional growth and recognition, which are experienced in a job that offers sufficient challenge and scope to the worker. Motivation factors increase sustained satisfaction, which in turn increases productivity.
Herzberg recommends job enrichment as a means of introducing more effective motivation into jobs. Job enrichment is the deliberate enlargement of responsibility, scope and challenge. Job rotation is the movement of an individual from job to job without necessarily increasing responsibility at all. Job rotation is unsatisfactory as a motivating tool.
Job Dissatisfaction Job Satisfaction Environment What They Do Company Policies and Administration Achievement Supervision Recognition Working Conditions Work Itself Interpersonal Relations Responsibility Money, Status, Security Professional Growth HERZBERG'S TWO FACTOR THEORY
http://www.geocities.com/Athens/Forum/1650/htmlherzberg.html*Videos adapted (with permission) from Motivation and Productivity, A Gellerman Series, BNA Communications, Inc.
