Herzberg’s Theory explains the understanding of employee attitudes and motivation in the work environment. His findings determined the causes of job satisfaction and dissatisfaction. The factors leading to satisfaction (motivators) can be aligned with Job Characteristics or Critical Psychological states is recognition, advancement, growth, and achievements. According to the book, The Three Signs of a Miserable Job, “everyone needs to know that their job matters to someone. Without seeing a sense of connection between the work and satisfaction of another person or group of people, an employee will simply not find lasting fulfillment” (Lencioni, 2007). A company that promotes advancements/ growth, recognition, and achievements will find more employees to find fulfillment in their role than the salary and relationship with the boss or loyalty to the company. I do not believe Herzberg’s dissatisfiersalign with job critical psychological states due to the fact that salary does not make up the satisfaction you will receive when you are recognized for all your achievements, and the advancements received for hard work. I do not believe some of the leading indicators are led to dissatisfaction, such as company policy and some of the other characteristics mentioned. Rules have to be in place, unless the work environment does not promote a welcoming work environment.
Lencioni, P. (2007).The three signs of a miserable job: A fable for managers (and their employees). San Francisco, CA: Wiley.
NetMBA.com. (n.d.). Retrieved from http://www.netmba.com/mgmt/ob/motivation/herzberg/
PAGE BREAK:
Please write 125 words to reply to student :Mahogany Galloway posted Sep 28, 2020 3:18 PM
There are many factors to determine when it comes to job satisfactions. According to Herzberg job satisfaction does not solely relate to salary and benefits, but to achievement and recognition. One of the leading factors to job satisfaction is simply appreciation. Everyone wants to be appreciated for the work they do, and they want to enjoy who they do this work with and around (i.e. colleagues). Salary and compensation are not always major determining factors in the level of job satisfaction (Morgan, 2015).
There are many instances where people do their work for little money because they are doing what they love and feel like they are achieving their goals. An example of this would be non-profit workers. People who work for non-profit organizations are often paid very little, but what they achieve and the difference they are making is enough compensation for some although it is not in a monetary form. Herzberg also explains that just because one factor does not lead to satisfaction does not necessarily mean it is causing dissatisfaction. For example, if someone’s salary is not ideal it does not necessarily mean it is causing that person dissatisfaction because they could be gaining satisfaction from other elements of the job. One job characteristic that aligns with Herzberg’s dissatisfiers is recognition, or feedback. Feedback and recognition go hand in hand because everyone wants to feel acknowledged and know they are doing their job well. There are elements of both theories that are right and elements of both that are wrong. I think it is important to consider both theories in determining what leads to job satisfaction, or dissatisfaction.
References:
Morgan, J. (2015, January 23). The Top 10 Factors For On-The-Job Employee Happiness. Retrieved September 28, 2020, from https://www.forbes.com/sites/jacobmorgan/2014/12/15/the-top-10-factors-for-on-the-job-employee-happiness/