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Similar to Herzberg’s motivation theory : Viable today?
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Herzberg’s motivation theory : Viable today?
- 1. Herzberg’s Motivation Theory DOES IT HAVE STAYING POWER
- 2. Motivation Theory A Brief History……………….
- 3. Intrinsic Motivation Content Theories and Process Theories Extrinsic Motivation Theories of Human Asset and Behaviourism
- 7. Maslow Hierarchy of Needs Herzberg 2 Factor Theory Self Actualisation Needs Motivators Achievement Recognition Esteem Needs Responsibility The Work itself Belonging Needs Personal Growth Hygiene Working Conditions Pay and Security Safety Needs Company Policies Supervisors Physiological Needs Interpersonal Relationships
- 8. “Hey Maslow- a little less ‘self-actualisation’ and little more whip like Frank over there….” Prevalent View of North American and Western Europe management Industrial Era Knowledge Era Quality/ Lean Era
- 9. Crux of difference between two schools of theory; what makes people get up and go? To make dog move; Do I kick it Or Do I offer it doggie snack
- 10. Crux of difference between two schools of theory; what makes people get up and go? To make dog move; Do I kick it Or Do I offer it doggie snack Non-Herzberg view is – The dog moves because of reward or punishment But other than that it stays where it is Herzberg view is - It is me that is motivated not the dog. I want the dog to move….the dog just moved
- 11. Herzberg – Motivation is founded on Satisfaction ◦ Sense of Achievement ◦ Responsibility ◦ Personal Growth ◦ Recognition of Achievement ◦ This equates into DIRECT FEEDBACK To what extent are people who contribute ideas prompted to do so as a result of motivation or by movement
- 12. Research By Nigel Basset-Jones and Geoffrey Lloyd SAMPLE 32 Large Organisations Member of UK Association of Suggestion Schemes (http://www.ideasuk.com) Public and Private Sectors Retail and Manufacturing Sectors Financial and Utility Sectors Police Sample Size 5000 DATA COLLECTION AND RESPONSE Survey Questionnaire 50:50 split between Contributor/Non- Contributor Shared over all organisational levels. 64% Response Rate
- 13. Response Rate Per Sector 0% 10% 20% 30% 40% 50% 60% 70% 80% Retail Utilities Police Force Services Manufacturing Finance Government Response Rate per Sector “..non-contributors are obviously neither motivated or moved, and nothing to add…” Possible Bias in study
- 14. Research Findings Motivator Mover • “Personal Feel Good” • Improves Prospects Recognition from Line Manager • Established group member • Life easier Recognition from Colleagues • Encouragement to try • Encourage to win prize Seeing others people ideas implemented Motivator or Mover
- 15. Positive Correlation Manager Knowledgeable Supportive RespectfulApproachable Effective Communicator
- 16. Management Influence – Motivator or Hygiene Factor Idea Contribution 19% 76%
- 17. Does Herzberg 2-Factor theory have utility? ◦Study Found ◦ Motivators outweighed Movers ◦ Study Concluded ◦ Managerial Recognition as a Motivator has declined ◦ Prevalence of “Economic Man” work environment remains ◦ To motivate the intrinsic aspects of an Employee requires ◦ Systems to tap the Employees’ value added contributions ◦ Managers to provide an environment to encourage Employees
- 18. Takeaway; Herzberg’s 2 factor Theory and Leadership Empowerment of Employees by: o Communicating Company Performance Information o Giving Knowledge and skills to employees so they can contribute to company goals o Allowing Employees making substantive decisions o Rewarding Employees based on Company performance A leaders role is to organise the workplace in such away that each person can learn, contribute and grow
Editor's Notes
- Content is Maslow, Herzberg Process is VROOM and the Expectancy Extrinsic – MCGregort and X&Y type of workers…people are lazy assumption
- Freud and Behaviourists were the first 2 waves THIRD WAVE was based on Positive Mental Health and Happiness Physiological - Basic Needs Safety – Safe and Secure Belong – Desire to be accepted Esteem – Positive Self Image Self Actualisation – self fulfilment meeting our potential
- Freud and Behaviourists were the first 2 waves THIRD WAVE was based on Positive Mental Health and Happiness Physiological - Basic Needs Safety – Safe and Secure Belong – Desire to be accepted Esteem – Positive Self Image Self Actualisation – self fulfilment meeting our potential
- 1959 Interviewed 203 engineers and accountants Asked to describe periods in their lives of extreme job happiness and unhappiness Respondents gave a "sequence of events" surrounding the incidents Two distinct clusters of factor Hygiene – Presence or Abscene of Job Dissatisfiers Motivators MEET OUR HIGH LEVEL NEEDS for ACHIEVEMENT RECOGNITION RESPONSIBILITY GROWTH
- Purpose of Study
- Ambiguos factors Main Herzberg MOTIVATORS Not recognised as so
- There was a correlation between perception of Manager and completing a survey If Manager Has these Attributes
- 76% Respond Rate
- Recognition may be due to FLAT STRUCTURE