Post by joypaultop1 on Jan 16, 2024 5:18:07 GMT
Having motivated and satisfied workers increases productivity within a company. It is the fuel that drives a team to achieve goals and overcome challenges.
Motivation is the hidden potential that companies have to transfo Fax Lists rm themselves into innovative and competitive companies. Not in vain, a satisfied and motivated employee is 12% more productive , according to the University of Warwick . Other studies raise this productivity up to 31% .
Do you know, as a leader in people management, how to increase employee motivation? Do you know what factors influence their satisfaction? And how can worker dissatisfaction be reduced? Are you aware of the importance of taking care of the work environment on the performance of a team?
This article analyzes and answers these questions taking into account Herzberg's Theory, a study that argues that the motivation, satisfaction and dissatisfaction of a company's workers depend on two factors: the motivation factors themselves (intrinsic) and the hygiene (extrinsic) . Do you want to know more about them? Keep reading.
Table of Contents
What is Herzberg's Theory and its impact on motivation
How it affects the work environment in organizations
Motivated workers create competitive companies
What is Herzberg's Theory and its impact on motivation
The American psychologist and business management expert Frederick Herzberg (1923-2000) is responsible for the well-known theory that bears his last name, also as Herzberg's two-factor theory , developed in the book The Motivation to Work (1959) after carrying out a survey among engineers and accountants in the industrial sector.
Herzberg's Theory defends that the elements that produce satisfaction in a template are completely different from those that cause dissatisfaction. Thus, it distinguishes between two independent and specific types: hygiene factors and motivation factors .
The first, which are associated with negative feelings or dissatisfaction, were called “hygienic” by Herzberg because they acted in a manner analogous to the principles of medical hygiene: they eliminate or prevent health dangers. In this case, they eliminate or prevent risks of dissatisfaction .
Within this type there are aspects that are part of the organization such as supervision , interpersonal relationships, physical work conditions , remuneration, benefits, safety at work and administrative policies and practices within the company, among others. others.
According to Herzberg's Theory, when these factors are not present in an organization or are applied incorrectly, the employee cannot be satisfied. However, when they are present they have a very limited impact on motivation and satisfaction . They only help reduce or eliminate dissatisfaction.
Regarding the motivating factors, Herzberg associates them with satisfactory experiences. Personal fulfillment, recognition of the work, how interesting and transcendent the task is, the responsibility or the possibilities for professional growth are some of the factors that contribute to causing a high level of motivation in the employee .
According to Herzberg's Theory of Motivation , organizations should review their company policies in order to eliminate dissatisfaction and promote motivation among employees.
Motivation is the hidden potential that companies have to transfo Fax Lists rm themselves into innovative and competitive companies. Not in vain, a satisfied and motivated employee is 12% more productive , according to the University of Warwick . Other studies raise this productivity up to 31% .
Do you know, as a leader in people management, how to increase employee motivation? Do you know what factors influence their satisfaction? And how can worker dissatisfaction be reduced? Are you aware of the importance of taking care of the work environment on the performance of a team?
This article analyzes and answers these questions taking into account Herzberg's Theory, a study that argues that the motivation, satisfaction and dissatisfaction of a company's workers depend on two factors: the motivation factors themselves (intrinsic) and the hygiene (extrinsic) . Do you want to know more about them? Keep reading.
Table of Contents
What is Herzberg's Theory and its impact on motivation
How it affects the work environment in organizations
Motivated workers create competitive companies
What is Herzberg's Theory and its impact on motivation
The American psychologist and business management expert Frederick Herzberg (1923-2000) is responsible for the well-known theory that bears his last name, also as Herzberg's two-factor theory , developed in the book The Motivation to Work (1959) after carrying out a survey among engineers and accountants in the industrial sector.
Herzberg's Theory defends that the elements that produce satisfaction in a template are completely different from those that cause dissatisfaction. Thus, it distinguishes between two independent and specific types: hygiene factors and motivation factors .
The first, which are associated with negative feelings or dissatisfaction, were called “hygienic” by Herzberg because they acted in a manner analogous to the principles of medical hygiene: they eliminate or prevent health dangers. In this case, they eliminate or prevent risks of dissatisfaction .
Within this type there are aspects that are part of the organization such as supervision , interpersonal relationships, physical work conditions , remuneration, benefits, safety at work and administrative policies and practices within the company, among others. others.
According to Herzberg's Theory, when these factors are not present in an organization or are applied incorrectly, the employee cannot be satisfied. However, when they are present they have a very limited impact on motivation and satisfaction . They only help reduce or eliminate dissatisfaction.
Regarding the motivating factors, Herzberg associates them with satisfactory experiences. Personal fulfillment, recognition of the work, how interesting and transcendent the task is, the responsibility or the possibilities for professional growth are some of the factors that contribute to causing a high level of motivation in the employee .
According to Herzberg's Theory of Motivation , organizations should review their company policies in order to eliminate dissatisfaction and promote motivation among employees.