Herzberg teory
who proposed it
- Frederick Herzberg the father of laboral motivation
- 18th of april of 1923
- The New York Regents Examination Board scholarship
- Master’s and PhD in Psychology
- Shirley Bedell (1944)
- His book The Motivation to Work (1967)
- Bernard Mausner y Barbara Bloch Snyderman
herzberg factors
Herzberg motivation is influenced by the following elements, according to Herzberg's Two-Factor Theory:
external factors
internal factors
Hygiene factors are outside factors that, while present, may not always inspire motivation, when absent or insufficient, might lead to discontent. Salary, working conditions, and corporate policies are a few examples.
Internal elements that have a direct impact on motivation and job satisfaction are known as motivating factors. Recognition, accountability, and chances for personal development are a few examples.
Advantages and disAdvantages
Advantages
- Employee job satisfaction leads to better performance of employees
- new challenges that form more responsibility in employees
- Shows commitment to employees as well as recognition for their efforts.
disAdvantages
- job enrichment is expensive for many firms
- job satisfaction does not guarantee improved motivation
- some organizations may require a bureaucratic regime
- main insight was that unless the job itself was interesting there was no way of making working life more satisfying
What is it based on?
Herzberg's theory is based on subjective data collected through surveys. This theory suggests that job satisfaction is correlated with productivity and this information has not been fully supported by solid evidence.limited focus on broad concept.failure to take into account external factors.failure to take into account differences between social and cultural environment.failure to take into account differences between social and cultural environment.
what does it refer to?
Herzberg refers to Frederick Herzberg, a psychologist known for his Two-Factor Theory of job satisfaction and motivation. According to this theory, factors that contribute to job satisfaction (motivators) are separate from those that lead to dissatisfaction (hygiene factors). Motivators include achievement and recognition, while hygiene factors include aspects like salary and working conditions.
BIBLIOGRAPHIES
- Malik, M. E., & Naeem, B. (2013). Towards understanding controversy on Herzberg theory of motivation. World Applied Sciences Journal, 24(8), 1031-1036.
- Rubio, N. M. (2020, julio 14). Frederick Herzberg: biografía de este psicólogo de las organizaciones. pymOrganization. https://psicologiaymente.com/biografias/frederick-herzberg
- Evaluate Herzberg’s theory. (s. f.). Advantages and disadvantages table in A Level and IB Business Studies. https://getrevising.co.uk/grids/evaluate-herzbergs-theory
herzberg teory
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Created on November 16, 2023
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Transcript
Herzberg teory
who proposed it
herzberg factors
Herzberg motivation is influenced by the following elements, according to Herzberg's Two-Factor Theory:
external factors
internal factors
Hygiene factors are outside factors that, while present, may not always inspire motivation, when absent or insufficient, might lead to discontent. Salary, working conditions, and corporate policies are a few examples.
Internal elements that have a direct impact on motivation and job satisfaction are known as motivating factors. Recognition, accountability, and chances for personal development are a few examples.
Advantages and disAdvantages
Advantages
disAdvantages
What is it based on?
Herzberg's theory is based on subjective data collected through surveys. This theory suggests that job satisfaction is correlated with productivity and this information has not been fully supported by solid evidence.limited focus on broad concept.failure to take into account external factors.failure to take into account differences between social and cultural environment.failure to take into account differences between social and cultural environment.
what does it refer to?
Herzberg refers to Frederick Herzberg, a psychologist known for his Two-Factor Theory of job satisfaction and motivation. According to this theory, factors that contribute to job satisfaction (motivators) are separate from those that lead to dissatisfaction (hygiene factors). Motivators include achievement and recognition, while hygiene factors include aspects like salary and working conditions.
BIBLIOGRAPHIES