|Describe the motivational theory that you believe to be the most accurate in describing human behavior. Justify your selection and describe how the motivational theory would explain the actions you have taken in your own life. Include Bible verses that are relevant to this subject *The motivational theory that I believe is the most accurate is Hetzberg’s two-factor theory ** I have attached the lecture power point *** The textbook used is Essentials of Organizational Behavior 12th edition by Robbins and Judge Link: http://bookzz.org/book/2597496/91bbc8 ***Please make sure you use APA format for the works cited page|
The two-factor theory of motivation was developed by psychologist Fredrick Herzberg. It states that the factors that lead to job satisfaction and dissatisfaction are independent and unipolar. This means that increasing satisfaction factors do not affect dissatisfaction and increasing dissatisfaction factors do not affect satisfaction for the employees. This paper aims to describe this theory as designed by Herzberg. The two factor model of motivation requires that both sets of factors are attended to separately in order to effectively motivate employees and promote job productivity.
The two-factor theory was developed following Herzberg’s study in which he interviewed 203 engineers and accountants from the Pittsburgh area. These subjects were told to describe instances in which they were both happy and unhappy with their jobs (Robbins & Judge, 2013). Interestingly, the interviewees recorded a pattern in which they gave a systematic and cyclic account of their job evolution. This study revealed that factors that led to satisfaction were personal and included role advancement, recognition and growth, while those that contributed to dissatisfaction were company-centered such as policies, management, administration, communication, salary and wages. Evidently, job satisfaction is related to the work itself and its dynamics while dissatisfaction is concerned with the job environment.
This model clearly differentiates between motivators and hygiene factors. The main motivators include involvement in the decision making process, allocation of roles and recognition of achievement or occupational growth. Hygiene factors are motivating factors that do not directly contribute to satisfaction, but whose absence will offset dissatisfaction (Robbins & Judge, 2013).
The theory prioritizes the development of the internal factors as a means of perpetually motivating employees and increasing their productivity. In most cases, increased productivity will lead to an improvement of the environmental factors such as administration policies and compensation. An integrated-decision making process allows the employees to offer their opinions on the strengths and weaknesses of the company or business. It is very important to allocate decision-making responsibilities so as to improve participation and ownership.
Active participation in the work process serves to motivate and inspire employees (Robbins & Judge, 2013). Employees should be allowed to complete an entire unit process on their own to boost confidence and self-sufficiency. Finally, Herzberg suggests that providing feedback at each step is a significant way of directing employees into a pattern of growth. Productive feedback allows the employees to improve on their weaknesses, maintain their strengths and suggest strategies to the administration on policies and management tactics.
Herzberg’s theory gained immense popularity in the 1960s especially in communist countries. However, its popularity has greatly diminished with new theories now creating direct and dependent links between satisfaction and dissatisfaction factors. New models now create interdisciplinary strategies that balance and merge internal and external factors. These models have recorded progressive results in the global business sector. Even so, many business writers and analysts suggest that Herzberg’s theory remains unexploited and untapped. It is suggested that if fully implemented, the two-factor model will lead to greater positive results in the long term.
Overall, I consider employee motivation both a personal and collective responsibility. Each individual has the responsibility to motivate himself/herself into greater performance and output. A famous bible verse, Colossians 3: 23 states, “Whatever you do, work at it with all your heart, as working for the Lord and not human masters.” In the same way, employees should be self-driven in their work despite challenges and negative external factors. However, organizations must not neglect their role in motivating the entire workforce. This analysis of the motivators and hygiene factors creates a line of difference that allows for the improvement of each aspect of employee motivation. Herzberg’s theory provides a wholesome strategy that addresses both personal and job factors. It provides a detailed and well-dissected platform for delivering maximum results at all levels of employment.
Judge, T. & Robbins, S. (2013). Essentials of Organizational Behavior, 12th Edition. New York, NY: Pearson.
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