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830 presentation2

  1. 1. Herzberg’s Motivator- Hygiene Theory Brandon Albin HRD 830 12/1/2010
  2. 2. Outline  What is Motivation-Hygiene Theory?  Controversy surrounding the theory  How it is used today?  How I will incorporate into my workplace
  3. 3. Introduction  In 1959, Frederick Herzberg found the 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.
  4. 4. 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 to categories  Job Satisfiers  Job Dissatisfiers
  5. 5. Motivators  Also know as Job Satisfiers  Motivators are things that create positive feelings  These included things such as  Achievement  Responsibility  Growth in Workplace  Recognition
  6. 6. 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
  7. 7. 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, whether the motivators are present are not
  8. 8. 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 need as building blocks to start productivity  In order to move past this the motivators are needed
  9. 9. 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
  10. 10. 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.
  11. 11. 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.
  12. 12. 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
  13. 13. 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.  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.
  14. 14. THE END! QUESTIONS?

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