What is the Two Factor Theory?
This theory, also called the Motivation-Hygiene Theory or the dual-factor theory, was penned by Frederick Herzberg in 1959. This American psychologist, who was very interested in people’s motivation and job satisfaction, came up with the theory. He conducted his research by asking a group of people about their good and bad experiences at work. He was surprised that the group answered questions about their good experiences very differently from the ones about their bad experiences.
Based on this, he developed the theory that people’s job satisfaction depends on two kinds of factors. Factors for satisfaction (motivators/satisfiers) and factors for dissatisfaction (hygiene factors/ dissatisfiers).
Frederick herzberg’s two factor theory of motivation critiquekdore
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
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.
This PPT describes about Frederick Herzberg Two Factor Theory of Motivation. His Biography,Achievements,Two Factor Theory-Maintenance Factors or Hygienic Factors and Motivating Factors,
In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
What is the Two Factor Theory?
This theory, also called the Motivation-Hygiene Theory or the dual-factor theory, was penned by Frederick Herzberg in 1959. This American psychologist, who was very interested in people’s motivation and job satisfaction, came up with the theory. He conducted his research by asking a group of people about their good and bad experiences at work. He was surprised that the group answered questions about their good experiences very differently from the ones about their bad experiences.
Based on this, he developed the theory that people’s job satisfaction depends on two kinds of factors. Factors for satisfaction (motivators/satisfiers) and factors for dissatisfaction (hygiene factors/ dissatisfiers).
Frederick herzberg’s two factor theory of motivation critiquekdore
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
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.
This PPT describes about Frederick Herzberg Two Factor Theory of Motivation. His Biography,Achievements,Two Factor Theory-Maintenance Factors or Hygienic Factors and Motivating Factors,
In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
Technology vs. unemployment in relation to sri lankakdore
Technology is the collection of techniques, skills , methods and procedures used in the production of goods or services or in achieving objectives
Unemployment Rate: The number of unemployed persons as a percentage of the labour force.
How technological unemployment influences Major Industry Groups in Sri lanka
Having students motivated from the beginning of the school year is essential in a classroom. During large, small, and individual teaching sessions, it is important to maximize motivation when teaching both academic skills and working on reduction of problem behaviors. Preference assessments and reinforcement strategies may be helpful to identify items and activities that will be motivating to your students and are essential component to effective teaching and behavior reduction.
Frederick herzberg’s two factor theory of motivationkdore
founder 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.
Models of HRM - human resource management - Manu Melwin Joymanumelwin
One of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984). They held that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model’).
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
People who are committed to achieving organizational objectives generally outperform those who are not committed. Those who are intrinsically rewarded by accomplishments in the workplace are satisfied with their jobs and are individuals with high self-esteem. Therefore, an important part of management is to help make work more satisfying and rewarding for employees and to keep employee motivation consistent with organizational objectives. With the diversity of contemporary workplaces, this is a complex task. Many factors, including the influences of different cultures, affect what people value and what is rewarding to them.
In this PPT we cover
1. What is motivation?
2. 3 components of motivation
3. Motivation Process
4. Motivation and need satisfaction
5. Characteristics of motivation
6.Types of motivations
7.Types of motivators
8. Motivation theories
-Maslow's hierarchy of needs
-Herzberg's Two Factor Theory
-McGregors X & Y Theory
- Vrooms Expectancy Theory
- Alderfer's ERG Theory
- McClleland's Learned Needs Theory
9. Motivating and Engaging Employees
Melamchi Drinking Water Project was initiated in Nepal. It was supposed to be completed in between 5 years, but due to many reasons, it is not completed till now. So, it is one of the most unsuccessful project in the history of Nepal.
Economical empowerment project in Namibia in order to eradicate the unemployment opportunities and sexual diseases from Namibia.
I believe that this documents will show the clear life cycle of the Project Hope.
A brief overview of Supply Chain Management including explanation of different types of Stock. This documents contains the brief explanation of Demand and Supply
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
New Explore Careers and College Majors 2024Dr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
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The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
1. MOTIVATION THEORY
(MASLOW AND HERZBERG)
Presented By:
Abdul Muqeet
Ekomenzoge Metuge
Namita Acharya
Prakrity Shrestha
Ujjwal Kumar Joshi
2. Motivation
• Definition: Motivation is defined as the process
that initiates, guides and maintains goal-oriented
behaviors.
• Key elements to the definition:
– Effort
– Persistence
– Direction/goal orientation
3. Links between Motivation and Performance
• Performance is an evaluation of the results of a person’s
behavior. It involves determining how well or poorly a
person has accomplished a task or done a job.
• Motivation is only one factor among many that contributes to
a worker’s job performance.
• Other contributing factors:
– Personality and ability
– Task difficulty
– Resource availability
– Working conditions
– Chance or luck
4. Basic motivational concepts
• Extrinsic Motivation— drive to action that (as opposed to
intrinsic motivation) springs from outside influences instead of
from one’s own feelings.
• Intrinsic Motivation— stimulation that drives an individual
to adopt or change a behavior for his or her own internal
satisfaction or fulfillment.
• Reward— a thing given in recognition of service, effort, or
achievement.
• Extrinsic rewards— a reward that is expected by an
individual and does not lead to his or her greater satisfaction.
• Intrinsic rewards— an outcome that gives an individual
personal satisfaction such as that derived from a job well done.
5. Theories of Motivation
• Content Theories
– consider
need, existence, relatedness, growth, achievement, hygiene
and motivating factors.
– Need theories, ERG theory, Need and Achievement
theory, Two- factor theory.
• Process Theories
– recognize variables that go into motivation, and their
interrelationship.
– Expectancy theory, Reinforcement theory, Goal- setting
theory.
7. Maslow’s Hierarchy of Needs
• Physiological Needs: Basic needs for things such as food,
water, and shelter that must be met in order for an
individual to survive.
• Safety Needs: Needs for security, stability, and a safe
environment.
• Belongingness Needs: Needs for social interaction,
friendship, affection, and love.
• Esteem Needs: The need to feel good about oneself and
one’s capabilities, to be respected by others, and to
receive recognition and appreciation.
• Self-Actualization Needs: The need to realize one’s full
potential as a human being.
8. Herzberg’s Two-Factor Theory
Hygiene Factor - work condition related to
dissatisfaction caused by discomfort or pain
– maintenance factor
– contributes to employee’s feeling not dissatisfied
– contributes to absence of complaints
Motivation Factor - work condition related to the
satisfaction of the need for psychological growth
– job enrichment
– leads to superior performance & effort
9. Herzberg’s Two Factors Theory
Low High
Hygiene Factors Job Satisfaction
•Quality of supervision
•Pay
•Company Policies Motivation Factors
•Physical Working Conditions
•Relation with others •Promotion Opportunities
•Job Security •Recognition
•Responsibility
•Achievement
•Opportunities for personal
growth
Job Dissatisfaction
High Low
10. Similarities
• The basic similarity between these two Theories is that they
both assume that specific needs affect behavior.
• Maslow’s physiological and safety needs is equal to Herzberg’s
hygiene factor whereas Maslow’s esteem, social and self
actualization needs are equal to Herzberg’s Motivational
factors.
11. Dissimilarities
Criteria Maslow’s Herzberg
Type Descriptive Prescriptive
Order of Needs Hierarchy of needs No Hierarchy
•Satisfaction Unsatisfied Needs Need causes Performance
•Performance Energizes behavior .i.e.
•Relationship this behavior causes
performance
Effect of Need Satisfaction A satisfied need is not a A Hygiene Need is not a
Motivation except Self- motivator other
actualization motivational needs are
Motivator
View of Motivation Macro View Micro View
Worker Level Related to all worker Related to the
levels professional job holders.