last updated 9/13/2013
Herzberg's Two Factor Theory
Some elements of the work environment can increase motivation;
others can damage motivation.
Few, if any, factors can do both.
- Hygiene (These
factors are "dissatisfiers." They can damage
morale and motivation but once employees find these elements satisfactory that
do not work well to increase motivation and productivity.)
- High levels of supervision
- Poor interpersonal relations with peers
- Unpleasant working conditions
- Inflexible or unsupportive company policies
- Inadequate or unfair pay
- Motivators
(These factors are "satisfiers."
Their absence does not necessarily damage morale and motivation but if employees
find these elements have imporved in their workplace, they tend to increase
motivation and productivity.)
- Enjoyable, meaningful tasks
- Feelings of achievement
- Having opportunities for promotion
- Recognition of achievements
- Gaining more rresponsibility
(and control over your work)
McGregor's Theory X and Theory
Y
(see OC pp. 42-44
)
Theory
X Managers believe:
[ a classical model approach ]
-
Humans dislike work and avoid it
where possible.
-
Thus, most people must be
ordered, coerced controlled and threatened to get them to do
necessary work.
-
The average person prefers to be
directed and wishes to avoid responsibility and seeks security above
all.
Theory Y Managers believe:
[ an HR model approach ]
-
Work is natural and satisfying for most
people.
-
External control is not always
necessary. People can be self-directed
-
Organizational goals can be linked to
Maslow's higher order needs producing commitment to organizational needs.
-
The average person can learn to seek
responsibility.
-
Most humans have a substantially greater
ability to use judgment, imagination creativity, etc.
-
Development of these abilities is typically
under-supported in most organizations.