Last post we talked about Frederick Herzberg and his motivational theory. Now we’ll get a little more into the details of his theory.
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Here are some of the characteristics of the two aspects of his theory.
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Working conditions
Policies and administrative practices
Salary and Benefits
Supervision
Status
Job security
Fellow workers
Personal life
Motivators or Satisfiers:
Recognition
Achievement
Advancement
Growth
Responsibility
Job challenge
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Combining the Hygiene and Motivation factors results in four scenarios:
High hygiene plus high motivation = The ideal situation where employees are highly motivated and have few complaints.
High hygiene plus low motivation = Employees have few complaints but are not highly motivated. The job is perceived as a paycheck.
Low hygiene and High motivation = Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salary and work conditions are not up to par.
Low hygiene and low motivation = The worse situation. Unmotivated employees with lots of complaints. Herzberg's research proved that people will strive to achieve hygiene needs because they they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is temporary. Examples of hygiene needs in the workplace are policy, relationship with supervisor, work conditions, salary, company car, status, security, relationship with subordinates, personal life.
True motivators were found to be other completely different factors: achievement, recognition, work itself, responsibility, advancement, and personal growth.
People commonly argue that money is a primary motivator. It's not. Surveys repeatedly show that other factors motivate more. For example, a survey by Development Dimensions International published in the UK Times newspaper in 2004 interviewed 1,000 staff from companies employing more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs and no opportunity for advancement - classic Herzberg motivators - 43% left for better promotion chances, 28% for more challenging work; 23% for a more exciting place to work; and 21% and more varied work.
Go over these things over and over again and continually remind yourself and your team of what it is that really causes your employees to shine for you.
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