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This document summarizes Herzberg's Motivator-Hygiene Theory of motivation. It describes how Herzberg interviewed engineers and accountants about times they felt good or bad at work, identifying motivators like achievement and recognition that enhance satisfaction, and hygiene factors like salary and job security that prevent dissatisfaction. The theory holds that addressing hygiene factors leads to neutral job attitudes, while addressing motivators increases satisfaction. Though criticized, the theory remains influential in defining intrinsic and extrinsic motivation and is applied today in web design and e-learning. The author describes applying the theory by seeking more responsibility and positive feedback in their graduate assistant athletic trainer role.
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Research paper on Employee turnover in organizations
Abstract
The research paper is intended to answer some of the most FAQs of the organizations about employee turnover and help them in lessening this threat which results in losing the loyal and hardworking workforce.
The FAQs include;
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Which of these factors is the main cause of employee turnover?
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Purpose: This research article investigates the factors that influence the employee turnover in order to elucidate the role that they play to influence employee turnover and ergo, their relationship with employee turnover. Hence the purpose is both causal as well as descriptive.
Problem Statement: The research has been conducted to help organizations lessen employee turnover. The basic problem statement is to study the effect of chosen factors (Age, wage rate, unskilled labor, and work-life balance) on employee turnover and hence their relationship with it.
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How much influence age has on employee turnover?
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Job satisfaction
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
Herzberg’s TWO FACTOR THEORY
Herzberg's two-factor theory proposes that there are two sets of factors that influence job satisfaction and dissatisfaction: motivators and hygiene factors. Motivators such as achievement, recognition, responsibility, and advancement can increase job satisfaction, while hygiene factors like company policies, supervision, salary, and job security prevent dissatisfaction if adequately managed but do not strongly motivate. Herzberg conducted interviews with engineers and accountants to develop this theory. The theory suggests addressing both hygiene factors and motivators to improve satisfaction and productivity in an organization.
Frederick Herzberg
Frederick Herzberg developed the two-factor theory of motivation which proposes that there are hygiene factors and motivator factors that influence employee satisfaction and motivation. Hygiene factors like salary and working conditions do not motivate employees but their absence can cause dissatisfaction, while motivator factors such as achievement and recognition provide job satisfaction. Herzberg developed this theory based on his research and experience as a psychologist studying work motivation.
Frederick Herzberg
Frederick Herzberg was a psychologist known for developing the two-factor theory of motivation. The theory states that certain factors lead to job satisfaction while different factors lead to dissatisfaction. Factors related to the job itself, such as achievement and recognition, motivate employees, while factors related to the job context, like salary and working conditions, prevent dissatisfaction but do not motivate. Though influential, the theory has also received criticism for oversimplifying motivation and not accounting for individual differences.
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ounder of this two factor theory is Fredrick Herzberg. He conducted a study on about 200 accountants and engineers because of their growing importance in the business world, from different industries in the Pittsburgh area of America. He asked mainly two questions, what turned you on & what turned you off. Then he realized two types of factors which affect to this matter. One set of factors are those which, if absent, cause dissatisfaction. And the other set of factors are those which, if present, serve to motivate the individual to superior effort and performance. its advantages & disadvantages
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Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
Attrition
This document discusses attrition and measures to control it. It defines attrition as the reduction of employees through retirement, resignation or death. It provides the formula to calculate attrition rate and examples. The business process outsourcing sector faces high attrition rates around 55% due to causes like lack of career growth, low salaries, and stressful work. Strategies to improve retention include incentives, training programs, flexible policies, and career counseling. The conclusion states the outsourcing industry may face staff shortages if attrition rates are not reduced from the current high levels of 50-60% to 10-15% through improved recruitment planning.
Herzberg’s Two-Factor Theory
Herzberg's two-factor theory proposes that hygiene factors like work conditions and pay contribute to employee dissatisfaction if absent but do not motivate, while motivation factors like achievement and recognition satisfy the need for growth and do motivate employees to perform better. The theory distinguishes between factors causing dissatisfaction versus those causing satisfaction.
Women in the workplace
Women are making gains in the workplace but still face discrimination. While more women now earn college degrees than men, they are paid less and face barriers to promotions. However, women are increasingly entering high-paying fields like healthcare, education and management. As these trends continue, households may come to rely less on male breadwinners and more on female income, shifting traditional workplace dynamics.
Motivation theory
This document discusses two theories of motivation: Maslow's hierarchy of needs theory and Herzberg's two-factor theory. [1] Maslow's theory proposes that people are motivated to fulfill basic needs like food and shelter before seeking higher needs like esteem and self-actualization. [2] Herzberg's theory separates motivators like achievement and recognition that enhance satisfaction from hygiene factors like pay and supervision that prevent dissatisfaction. [3] Both theories suggest needs drive behavior, but differ in how needs relate to satisfaction, performance, and whether needs are hierarchical.
Research paper on Employee turnover in organizations
Abstract
The research paper is intended to answer some of the most FAQs of the organizations about employee turnover and help them in lessening this threat which results in losing the loyal and hardworking workforce.
The FAQs include;
-What is employee turnover?
-What are the factors causing employee turnover?
-How to identify/elucidate these factors?
-How is employee turnover a function of these factors?
-What is the relationship between employee turnover and each of selected factors?
-To what extent each of these factors is related to employee turnover?
Which of these factors is the main cause of employee turnover?
In order to get the pragmatic answers to the questions above, and prove the inferences/Hypothesis on the relationship of these factors with employee turnover; the research has been carried to a pragmatic and scientific level. The results of the research carried out will help the organizations to answer the questions above with relevance, reliability, authenticity, relationship metrics, all checked. The scientific study carried out is elucidated below;
Purpose: This research article investigates the factors that influence the employee turnover in order to elucidate the role that they play to influence employee turnover and ergo, their relationship with employee turnover. Hence the purpose is both causal as well as descriptive.
Problem Statement: The research has been conducted to help organizations lessen employee turnover. The basic problem statement is to study the effect of chosen factors (Age, wage rate, unskilled labor, and work-life balance) on employee turnover and hence their relationship with it.
Ergo the basic Research Questions include:
-To what extent unskilled labor leads to employee turnover?
-Does work-life balance affect the employee turnover?
-What contributions wage rate has towards employee turnover?
How much influence age has on employee turnover?
Research method: Considering the Krejice and Morgan’s (1970) table to ensure a good decision, a sample of 100 employees, regardless of gender, area, and status, is taken so that the studied sample size is representative of the population. With groups as my unit of analysis mono-method and deductive approach is used in this research and the data collection technique is disproportionate stratified random sampling.
Findings: The findings apparently showed that the main factor that is influencing employee turnover is “job that hurdles the fulfillment of fulfillment of family duties; with a coefficient of 0.800.”Ergo if this factor is kept under control then a significant change can be seen in employee turnover.
Recommendations are also elucidated in the paper.
Women and work 14 11-09
The document discusses women's unpaid household work and its invisibility in economic terms. It notes that while women constitute half the world's population and two-thirds of the workforce, they receive only 10% of world income and 1% of wealth. It argues that women's household activities like childcare, cooking and cleaning should be considered work but are not recognized or remunerated. The invisibility of this work is due to economic definitions that only consider activities done in exchange for pay as "work". The document examines feminist perspectives on recognizing and valuing women's unpaid labor in the home.
Nursing shortages
Nursing shortages are a complex issue influenced by factors like nurse supply and demand imbalances, gender discrimination, and links between nurse staffing levels and patient outcomes. While the UK has historically responded to shortages by increasing nurse training numbers and international recruitment, the future focus will likely shift to managing healthcare demand and changing nurse skill mix through roles like assistant practitioners to better utilize the nursing workforce. International comparisons show variation in nurse levels and wages across countries.
Herzberg’s two factor theory
The document outlines Herzberg's two-factor theory of motivation, which distinguishes between motivational factors and hygiene factors. Motivational factors like achievement, recognition, responsibility, and advancement can increase job satisfaction, while hygiene factors like company policies, supervision, and salary must be adequate to prevent dissatisfaction. The theory implies managers should focus on both guaranteeing strong hygiene factors and stimulating employees through motivational factors in the work itself.
ATTRITION ppt
This document describes a case study analyzing employee attrition at an organization using predictive modeling in R. It analyzes a dataset of 1470 employees with 15 variables related to demographics, job satisfaction, tenure, etc. to build predictive models for attrition using machine learning algorithms like SVM, decision trees, and random forests. The random forest model achieved the highest accuracy of 86.4% in predicting attrition. Based on the analysis, conclusions are drawn around retention strategies like improving job and environmental satisfaction, focusing on married employees, addressing income disparities, and implementing timely promotions to reduce attrition.
Theory analysis
The document discusses the steps of theory analysis, which includes examining the origins, meaning, logical adequacy, usefulness, generalizability, parsimony, and testability of a theory. Theory analysis involves breaking a theory down into its components and examining each part individually and in relation to the whole. It is a systematic way to determine both the strengths and limitations of a theory in order to evaluate whether additional development or testing is needed.
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Herzberg's two-factor theory proposes that there are two sets of factors that influence job satisfaction and dissatisfaction: motivators and hygiene factors. Motivators such as achievement, recognition, responsibility, and advancement can increase job satisfaction, while hygiene factors like company policies, supervision, salary, and job security prevent dissatisfaction if adequately managed but do not strongly motivate. Herzberg conducted interviews with engineers and accountants to develop this theory. The theory suggests addressing both hygiene factors and motivators to improve satisfaction and productivity in an organization.
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founder of this two factor theory is Fredrick Herzberg. He conducted a study on about
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He asked mainly two questions, what turned you on & what turned you off. Then he realized two types of factors which affect to this matter. One set of factors are those which, if absent, cause dissatisfaction. And the other set of factors are those which, if present, serve to motivate the individual to superior effort and performance.
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Frederick Herzberg developed the Motivation-Hygiene Theory based on interviews about times employees felt exceptionally good or bad about their jobs. He identified two factors - motivators related to job content that promote motivation when present, and hygiene factors related to job context that improve satisfaction when addressed but do not motivate on their own. The theory provides a framework to understand employee motivation and propose programs balancing these factors for different generations and cultures.
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The document summarizes Herzberg's two-factor theory of motivation. It discusses that Herzberg interviewed employees to understand what factors motivate them and what factors cause dissatisfaction. Herzberg determined there are two sets of factors: motivators like achievement and recognition that improve job satisfaction, and hygiene factors like salary and work conditions that prevent dissatisfaction but do not motivate. The theory argues motivators lead to high performance while hygiene factors only prevent low performance if adequately maintained. The document also reviews some criticism of Herzberg's two-factor theory.
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ounder of this two factor theory is Fredrick Herzberg. He conducted a study on about 200 accountants and engineers because of their growing importance in the business world, from different industries in the Pittsburgh area of America. He asked mainly two questions, what turned you on & what turned you off. Then he realized two types of factors which affect to this matter. One set of factors are those which, if absent, cause dissatisfaction. And the other set of factors are those which, if present, serve to motivate the individual to superior effort and performance. its advantages & disadvantages
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Frederick Herzberg developed the two-factor theory based on interviews with 200 accountants and engineers. The theory identified two sets of factors - hygiene factors and motivating factors. Hygiene factors such as salary, job security, and working conditions can cause dissatisfaction if absent but do not necessarily motivate. Motivating factors such as achievement, recognition, responsibility, and growth opportunities can motivate employees and improve performance if present. Herzberg's theory suggests that addressing hygiene factors can reduce dissatisfaction while motivating factors can increase employee satisfaction and motivation.
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Frederick Herzberg developed the motivation-hygiene theory based on surveys of engineers and accountants. The theory states that factors like achievement, recognition, work itself, responsibility and advancement motivate employees, while hygiene factors like company policy, supervision, salary and work conditions prevent dissatisfaction but do not motivate. Herzberg argued that job enrichment focusing on motivators is needed to truly satisfy employees, and that hygiene factors alone will not motivate if a job cannot fully utilize an employee's abilities.
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Fredrick Herzberg proposed the two-factor theory in 1959, which categorized job factors that influence employee satisfaction and dissatisfaction into two groups: motivators and hygiene factors. Motivators such as achievement and recognition can positively impact job satisfaction, while hygiene factors like company policies and supervision relate to employee dissatisfaction if absent but do not directly motivate. Herzberg suggested addressing both motivators and hygiene factors to improve employee satisfaction and performance. However, critics argue the theory has limitations such as potentially oversimplifying job satisfaction and not directly measuring productivity.
Herzberg’s two factor theory
Herzberg's two-factor theory proposes that there are two sets of factors that influence employee motivation and satisfaction: motivators and hygiene factors. Motivators such as achievement, recognition, the work itself, responsibility and advancement can increase job satisfaction, while hygiene factors such as company policies, supervision, salary and working conditions mainly prevent dissatisfaction if adequately present but do not strongly motivate. The theory is based on interviews with engineers and accountants about factors influencing their attitudes. It distinguishes between satisfiers that enhance motivation and dissatisfiers that must be maintained to avoid dissatisfaction.
Herzberg two factor theory
Frederick Herzberg proposed a two-factor theory of motivation in 1959, finding that certain job factors lead to satisfaction while separate factors prevent dissatisfaction. The theory is based on interviews with engineers and accountants about periods when they were happy or unhappy at work. Herzberg determined that motivational factors like achievement, recognition, and responsibility contribute to job satisfaction, while hygiene factors like company policies and pay only prevent dissatisfaction if absent. The two-factor theory suggests that satisfying higher-order needs through motivational job elements is important for motivation.
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Frederick herzberg’s two factor theory of motivation
Frederick herzberg’s two factor theory of motivation
Frederick Herzberg's Two Factor Theory of Motivation.
Frederick Herzberg's Two Factor Theory of Motivation.
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Frederick Herzberg - Two-factor Hygiene-Motivator Theory
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Frederick herzberg’s two factor theory of motivation critique
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Technology vs. unemployment in relation to sri lanka
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Motivation by elmusharaf
The document discusses motivation theories and how to motivate employees in the workplace. It covers several motivation theories including Maslow's hierarchy of needs, McClelland's three needs theory, and Herzberg's motivation-hygiene theory. It also discusses strategies for motivating employees such as setting goals, rewarding performance, ensuring fair treatment, and satisfying employee needs. Managers are advised to communicate effectively, involve employees in decision making, and match employees' skills to their job tasks to improve motivation and performance.
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This document summarizes Frederick Herzberg's two-factor theory of motivation and assesses its application to understanding worker motivation in Ghana. The theory posits that hygiene factors like salary and working conditions prevent dissatisfaction but do not motivate, while motivator factors like achievement, recognition and responsibility provide satisfaction and higher motivation. The document reviews literature supporting and criticizing the theory, and examines how its motivator and hygiene factors apply to managing Ghanaian workers. Bureaucratic practices common in Ghanaian organizations may not align well with emphasizing motivator factors as per Herzberg's theory.
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This summarizes a document discussing Frederick Herzberg's two-factor theory of motivation as it applies to understanding worker motivation in Ghana. The theory posits there are two sets of factors: hygiene factors and motivators. Hygiene factors like salary and working conditions prevent dissatisfaction but do not motivate, while motivators like achievement, recognition and responsibility provide satisfaction and higher motivation. The document examines how both sets of factors influence Ghanaian workers and suggests managers address hygiene factors to reduce dissatisfaction and use job enrichment to create conditions for satisfaction through motivators.
Motivation
Introduction to Motivation
Prepared by:
Ms. Neetu Kushwaha
Research Scholar
Department of Commerce
Herzberg's two factor theory
Frederick Herzberg proposed a two-factor theory of motivation in 1959, suggesting that job satisfaction and dissatisfaction are influenced by separate factors. He classified factors as either hygiene factors (extrinsic to the job) like salary and work conditions, which prevent dissatisfaction but do not motivate, or motivational factors (intrinsic to the job) like achievement and recognition, which generate satisfaction and motivate employees. The theory implies that managers should ensure adequate hygiene factors to avoid dissatisfaction and enrich jobs through motivational factors to improve performance and satisfaction.
5.3 Leadership and MotivationAnother key aspect of the leading f.docx
5.3 Leadership and Motivation
Another key aspect of the leading function is motivating workers. Effective leaders motivate individuals to increase the level, direction, and persistence of effort expended at work. Motivation may be defined as what starts behaviors, what maintains behaviors, and what stops behaviors. Leaders are interested in inspiring employees to engage in various behaviors. Table 5.4 provides some examples.
Table 5.4 Motivated behaviors at work
Start and maintain
Stop
Punctuality (arrive on time)
Unhealthy habits (smoking, drugs)
Attendance (arrive every day)
Unethical activities
Effort/productivity
Conflicts
Cooperativeness
Politics
Share information
Inattentiveness
To achieve these goals, leaders can take lessons from the many types of theories of motivation. Three categories of motivation theories are content theories, process theories, and goal-setting theories.
Content Theories of Motivation
Content theories explain the specific factors that motivate people, most notably in the area of human needs. They help explain what drives human behavior, because people will act to fulfill unsatisfied needs, especially the ones they feel are the most urgent. Three major content theories of motivation include Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, and McClelland's acquired needs theory.
Maslow's Hierarchy of Needs
Abraham Maslow's hierarchy of needs (1954) provides an important foundation of leadership thinking. The model shown in Figure 5.3 employs a satisfaction-progression approach. A person will not progress to the next level of needs until the immediate need has been routinely satisfied.
Lower-order needs include physiological needs, safety needs, and social concerns for belongingness and love. Physiological needs on the job include rest breaks, physical comfort, and reasonable work hours. Safety needs include safe working conditions, job security, base compensation, and benefits. Social needs are met by interactions with friendly coworkers, customers, and a supportive supervisor.
The higher order needs include self-esteem and self-actualization concerns. Self-esteem needs include responsibility for an important job, being promoted, and receiving praise and recognition from the leader. Self-actualization results from creative and challenging work, active participation in decision making, and job autonomy. Self-actualization is realized only if an employee performs tasks and work that express his or her inner self—the person the individual wishes to become.
Maslow's hierarchy has been criticized for several reasons. Commentators suggest that the theory does not explain how strongly a need must be satisfied before progression to the next level can occur. Others suggest that this order of needs is far too rigid and that many people experience them in a far different order. For example, some people's social needs for belongingness and love are far more important than self-actualization. Another pro.
OVERALL JOB SATISFACTION
Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
1.[1 8]application of frederick herzberg’s two-factor theory in assessing and...
The International Institute for Science, Technology and Education (IISTE) , International Journals Call for papaers: http://www.iiste.org/Journals
11.application of frederick herzberg’s two factor theory in assessing and und...
This document summarizes Frederick Herzberg's two-factor theory of motivation and assesses its application in understanding what motivates Ghanaian workers. The theory posits that there are two sets of factors that influence employee motivation - hygiene factors and motivators. Hygiene factors such as salary and working conditions prevent dissatisfaction but do not motivate on their own, while motivators like achievement and recognition positively motivate employees. The paper examines how the theory can help evaluate what truly motivates Ghanaian employees and encourage a re-evaluation of common assumptions about motivation in the workplace.
MOTIVATIONAL THEORIES
1) The document discusses employee motivation and its importance for organizational productivity. It provides background on motivation theories and factors that influence motivation.
2) The problem statement indicates that low productivity in organizations in Uganda may be due to poor employee motivation. It aims to determine how motivation theories could increase productivity at Centenary Bank Uganda Limited.
3) The objectives are to: review major motivation theories; determine the relationship between motivation theories and employee performance at Centenary Bank; and evaluate how motivation principles are applied at Centenary Bank to propose better approaches.
1Training Plan for New System Implementation.docx
1
Training Plan for New System Implementation
Training Plan for New System Implementation
As the training manager for a healthcare organization with 250 employees, I have been asked to determine the skills required for the new IT system that will be implemented in the purchasing department. I have been asked to suggest a needs analysis process and supply recommendations for how to address organizational constraints related to time and performance. I will find the linkages between performance, training and needs and recommend the best option for the needs analysis and a training design.
Needs Analysis
Training needs analysis (TNA) is "a systematic method for determining what caused performance to be less than expected or required. Performance improvement is the focus of training" (Blanchard & Thacker, 2013, Chapter 4). The result of performing a TNA will be to ensure that the training involved with the new IT system is targeted and effective. Through the TNA I will be able to see what content is currently missing and how I can deliver consistent training. Costs, organizational needs, training methods and competencies will need to be evaluated in order to determine what skills are required for the new IT system in the purchasing department.
First I will develop a workforce profile in order to determine the skills and knowledge that will be required. I will be capturing education levels, experience and even literacy of current employees for statistical meanings. Then, compliance regulations will be reviewed and met. After the educational needs of each employee in the purchasing department have been captured, the training will be sourced, analyzed and mapped so check for gaps and any related impacts. This step is extremely important as it will allow us to find what is working and what is not as far as the training. Finally, I will provide my report that recommends and advises on the most effective training methods and products.
Recommendations for Organizational Constraints (Time and Performance)
The likelihood of having some type of time and performance constraint will be inevitable. As far as time constraints, currently there have not been any; however there may be performance constraints. The ability for employee(s) to retain information varies. The performance constraints may affect the efficiency of training results. Further training and coaching may be required. A suggestion would be to have a pre-service training or orientation to support the learning needs of employees. Hands-on training with an instructor(s) can help with analyzing and adjusting training for each employee.
Linkages: Performance, Training and Needs Assessment
Performance, training and needs can all be linked together. Performance assessments check ones application of knowledge, skills and abilities or attitudes. We discussed the training needs assessment and how training can be most effectively and efficiently be developed for the purchasing departme ...
Educational administration, Motivation
Here are some potential pros and cons of a merit pay system for teachers:
Pros:
- It could motivate teachers to work harder and be more innovative in their teaching methods to earn higher pay. The incentive of more money may push some teachers to higher levels of performance.
Cons:
- It may decrease collaboration as teachers compete against each other for merit pay. This could undermine the cooperative culture needed in schools.
- It may be difficult to fairly evaluate teacher performance and impact on student achievement. Standardized test scores are an imperfect measure and many factors beyond a teacher's control influence student outcomes.
- It could decrease morale as high-performing teachers feel they are working much harder for relatively small pay increases while lower
MBA MCO101 Unit 8b Lecture 9 200806xx
The document discusses various theories of motivation that managers can use to motivate employees, including:
- Equity theory, which explains how perceptions of fairness affect motivation.
- Expectancy theory, which describes how expectations of rewards, effort and performance influence motivation.
- Reinforcement theory and how reinforcement can be used to motivate.
- Goal-setting theory and how setting specific, challenging goals with feedback can motivate workers.
The document advocates using an integrated model of motivation that combines elements of these theories to maximize motivating employees.
presentation on employee motivation
This document summarizes research on employee motivation at Forward Digital Consultancy. It defines motivation and discusses major motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. The document also describes a survey of 40 Forward Digital employees, their responses to questions on factors that influence motivation, and limitations of the study. Key recommendations include improving salary satisfaction, strengthening performance evaluation and recognition programs, and making jobs more challenging.
Synopsis for employee satisfaction program with reference to Pescafresh
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
Uses of Theories of Motivation in Organizational Behavior
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Frederick herzberg theory of motivation
Fredrick Herzberg developed the two-factor theory of motivation in the 1950s and 1960s based on interviews with 200 engineers and accountants. The theory distinguishes between hygiene factors, like salary and working conditions, which prevent dissatisfaction but do not motivate, and motivational factors like achievement, recognition, and responsibility, which positively motivate employees. Herzberg concluded managers should focus on motivational factors like job enrichment to increase employee satisfaction and motivation rather than just hygiene factors. However, the theory has been criticized for having a limited scope and methodology.
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees’ attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individual’s positive or negative attitude toward their job, positive feelings about one’s job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employee’s standpoint as a positive emotional state that results from appraising one’s job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...
21784998 job-satisfaction-project-report
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
Motivation
The document discusses several theories of motivation:
1. Content theories examine what motivates people, such as Maslow's hierarchy of needs theory, ERG theory, and McClelland's acquired needs theory.
2. Process theories look at how people are motivated and make work-related decisions.
3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.
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1.[1 8]application of frederick herzberg’s two-factor theory in assessing and...
1.[1 8]application of frederick herzberg’s two-factor theory in assessing and...
11.application of frederick herzberg’s two factor theory in assessing and und...
11.application of frederick herzberg’s two factor theory in assessing and und...
Synopsis for employee satisfaction program with reference to Pescafresh
Synopsis for employee satisfaction program with reference to Pescafresh
Uses of Theories of Motivation in Organizational Behavior
Uses of Theories of Motivation in Organizational Behavior
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimumQuestion 1What assumptions and.docx
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830 presentation2
- 1. Herzberg’s Motivator- Hygiene Theory Brandon Albin HRD 830 12/1/2010
- 2. Outline What is Motivation-Hygiene Theory? Controversy surrounding the theory How it is used today? How I will incorporate into my workplace
- 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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.