Herzberg's motivational hygiene theory applied to export company. Business English tutoring for the second term

1. Tutory:
Motivation Factors at
ExporHoyos S.A.
GRADE: 10
• Members:
• David Cabezas
• Sophia Cabrera
• Lidice Hoyos
• Bryan Vargas
UNIVERSIDAD CATÓLICA DE
SANTIAGO DE GUAYAQUIL

2. Introduction
• ExporHoyos S.A. is an Ecuadorian company that exports organic bananas, it is a
young company that doesn’t have too much experience in the international
market.
• This is why we decided to focus on reviewing the motivational factors that
involve the performance of the company workers. By this we try to determine
what does the company needs to improves its efficiency on banana production.

3. Herzberg's Two-Factor Theory
• According to Herzberg , there are two types of motivators; intrinsic and
extrinsic.
• Extrinsic motivators tend to represent more tangible, basic needs, such as status,
job security, salary, and fringe-benefits; and cause dissatisfaction if are absent.
• Dissatisfiers were labeled as “hygiene” because this factors are preventative.
• Intrinsic motivators, on the other hand, can provide satisfaction if they are
present.
• Satisfiers were labeled as “motivators”

4. Hygiene Factors
• Salary (Labor Code)
Art. 13.- Method of payment
Art. 83.- Payment Term
Art. 111.- Right to the thirteenth remuneration or Christmas bonus
• Work conditions ( Safety and health regulations worker and improvement of the
environment of work)
Art. 2.- Safety and hygiene of the workplace
Art. 11.- Obligation of employees

5. Motivation Factors
• Communication - Honest, frequent two-way communication between workers
and managers, including constructive discussion of workplace issues.
• Recognition and reward for performance - It is the prime responsibility of an
organization to recognize the efforts made by employees. Make it clear what the
incentives are and reward fairly across all departments so employees see the
benefits of their effort.
• Business Impact - Provide employees with periodic reports on the effect their
projects are having on the business so they know their work makes a difference.

6. Key Points
• The relationship between motivation and job satisfaction is not overly complex.
The problem is that many employers look at the hygiene factors as ways to
motivate when, in fact, beyond the very short term, they do very little to
motivate.
• Managers like to use this approach because they think people are more
financially motivated, perhaps, they are, or maybe it just the easy way to raise
wages than it does to reevaluate company policy, and redesign jobs for
maximum satisfaction.

7. Conclusions
• This theory is largely responsible for the practice of allowing people greater
responsibility for planning and controlling their work, as a means of increasing
motivation and satisfaction. So, now we have to turn our attention to building job
satisfaction. Remember, just because someone is not dissatisfied, it doesn't mean
he or she is satisfied either.
• In our case, we will take a little time with each of our members to check that they
are happy, that they are being fairly and respectfully treated on our company, and
once we've done this, look for ways in which we can help people grow within
their jobs, give them opportunities for achievement, and praise that achievement
wherever we find it.

8. References
• https://www.boundless.com/management/textbooks/boundless-management-
textbook/organizational-behavior-5/employee-needs-and-motivation-
46/herzberg-s-two-factor-theory-239-6609/
• http://study.com/academy/lesson/hygiene-factors-definition-lesson-quiz.html
• https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-
factors.htm