Herzberg found
that from his research, in workplace there actually two factors which influence
the motivation. They are:
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Important Motivators
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Important Hygiene’s
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Achievement
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Company policy and recognition
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Recognition
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Supervision - the technical aspects
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Work itself
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Salary
|
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Responsibility
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Interpersonal relations - supervision
|
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Advancement
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Working conditions
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Other features
include:
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Motivators
|
Hygiene Factors
|
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related to content of work
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related to context/environment of work
|
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promote satisfaction
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only prevent dissatisfaction
|
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only neo-human school attempts to
address these
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Taylor (salary) + Mayo (interpersonal
relations) look at these
|
Advantages
- Herzberg's work led to a practical way to improve motivation, which had, up to that point, been dominated by Taylorism (salary, wages). In particular ' job enrichment' programs mushroomed. The aim of these was to design work and work structures to contain the optimum number of motivators.
- This approach counters the years of Taylorism, which sought to break down work into its simplest components and to remove responsibility from individuals for planning and control.
Disadvantages
- There remain doubts about Herzberg's factors applicability to non-professional groups, despite the fact that some of his later studies involved the clerical and manual groups. The numbers were in these categories though were small and many researchers still argue about the results in these groups.
- Social scientists argue about the validity of his definition of 'job satisfaction'
