Herzberg’s Two Factor Theory | Motivation Theory

Regarded as one of the originalmotivational theorists clinical psychologist and colonist of jobenrichment Frederick Herzberg came up with thetwo-factor theory of incitement. In this video we will cover both factors and howthey’ve been applied at Google. Before we jump into the theory here’sone simple way of looking at the two factor theory. Imagine you buy a phonebecause of the features such as; the colour, scheme, its camera and memorycapacity. These are the things that caused you to buy that particularphone. However after you get the phone home youunbox it, turn it on but soon you realise the phone is slow, it keepsfreezing, the apps won’t work and the showing isn’t very sharp at all.Thesethings have draw you dissatisfied with your acquire. This is where Herzberg’stheory comes into play. In his study he invited employees to state the thingsthat were good and bad at work. He detected the things that concluded beings satisfied atwork were completely different to the things that offset them dissatisfied, justlike the phone example the things that formed you dissatisfied but different forthe things that caused you to buy that phone in the first place.Thisprompted Herzberg to propose the two-factor theory of reason. Thefirst adjusted of factors he announced hygiene parts, these won’t feed employeesto work harder but they will cause them to become dissatisfied if they are notpresent. The second laid of factors are motivators the latter are points that canencourage employees to work harder when they are present. Let’s have a look atsome examples as things that fall under each of the two factors in order for anemployer to ensure works do not become dissatisfied at work they need toensure hygiene parts are met.One of the first and most important ones is jobsecurity, how can anyone be caused and satisfied at work if they are foreverworrying about whether they will have a job or not. An sample of this hygienefactor not being met could be zero hours contracts such contracts are notpromoting job security and therefore can dissatisfy hires on those contracts, however job security itself does not realise people work harder it just avoidsthem from becoming dissatisfied. They’re not designed to motivate, they aredesigned to avoid dissatisfaction. Status is another hygiene factor, are you beingprovided with meaningful design? Relationships within the company withcoworkers and directors. Does your work allow you to build positiverelationships? or are you simply separated in a cubicle all day? with no interactionwith anybody. Salary, equal, competitive and satisfies the cost ofliving. Nobody wants to feel as though they are being unfairly paid incomparison to others in the organization and if this is the case it can bedissatisfied. Working positions are the conditions safe, clean-living and is theequipment well maintained and then finally fair programs. Plans need tobe clear structured and not prevent you from performing well in your role.Oncethese cleanlines influences have been addressed and are in place anorganization can then focus on areas that will motivate and increasesatisfaction at work. These are known as motivators. Specimen of motivatorsinclude increment opportunities what can the company put in place to allow peopleto feel they are progressing their skills? The second is advancement are there promotion opportunities and a footpath tomove forward within the organisation. Varied and challenging work, employeesknowing what they are doing is valuable and has real meaning makes people want towork harder as they feel a sense of importance and fulfillment and finallyrecognition praise and acknowledgment from both directors and peers provideemployees with pride and in turn motivates them to work harder.From anorganisational position it’s important that the cleanlines points are met beforemoving on to the motivators as they cannot overshadow the hygienefactors, for example if an employee absolutely feels as though they are doingmeaningful work and this is also recognized by their manager more theydon’t feel their racket is secure and they are unfairly paid they cannot truly besatisfied. The organisation needs the cleanlines factors to be met before movingon to motivators such as advancement and professional growth opportunities. Onecompany that systematically goes mentioned for their investment in employeesatisfaction is Google. The first thing they have succeeded in doing is theyhave reduced the chance of dissatisfaction by assemble employeeshygiene factors in the following ways; working conditions the first and mostwidely covered in the media is Google’s excellent working environment.Free meat, catnap husks, violate apartments, free haircuts. This all contributes to a positive workingenvironment. Plans and safety. Excellent company policies that are notonly based on equality but likewise provide security to its employees. Things such as; offering deceased works spouses 50% of the deceased income for ten years andany children $ 1,000 a few months until they turn 21. These all contribute toemployees feeling secure at work. Salary, people who work for Google are well paid andhave regular settle scrutinizes to ensure that employees feel they have theopportunity to negotiate their wage hence by-passing dissatisfactionthrough unfair spend. Relationships, Google has a reputation for know thebest and brightest imaginations hence employees are surrounded byamazing people and rational philosophers. Along with little nudges enable Googlersto meet each other more regularly such as; having longer counters in the dininghall and optimum queuing times to ensure employees are exposed to new peoplethe next thing Google has done really well is apply motivatorsthings that increase the pride of their employees. One of the first thingsis growth opportunities.Employees get to deplete 20% of their era at work on aproject of their choice that they find interesting or important. This has led tosuch innovations as Google News, Google Alerts and Google Maps. Each of theseinnovations have been born from this principle. Google also offers a globaleducation leave program, which enables employees to take a leave of absence topursue further education. All of this education is covered by Google.Advancement. Since Google is one of the most well known technology business inthe world it offers employees better job prospectsshould they decide to leave the Googleplex.It also offers raise within the company whether it be for middle management orhigher level management opportunities.Varied and challenging work. Working atGoogle offer hires with a sense of contributing to society viaapplications and technological sciences abused around the world by the masses. Finallyrecognition. Recognition at Google comes regularly through fiscal andnon-financial means financially these are things such as; peer bonuses, execution bonuses and collective bonuses. Non-financial approval comesin the form of banquets out, on site gyms, ponds and a corporate culture basedaround respect. Whether all these have been intentionally applied at Google ornot it does show Herzberg’s theory in practice as they’ve been able toeliminate displeasure by gather the cleanlines points and apply motivators toimprove enjoyment. Now you know the two-factor theory why not apply yourknowledge by downloading the project sheet related in the description and finallydon’t forget to Like and subscribe for more weekly business videos told you nexttime you

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