According to Two-Factor Theory, How Might a Manager Motivate Employees
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8/12/2019 According to Two-Factor Theory, How Might a Manager Motivate Employees
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According to Two-Factor Theory,
how might a manager motivate
employees?
8/12/2019 According to Two-Factor Theory, How Might a Manager Motivate Employees
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Introduction of Two-Factor
Theory Known as Motivation-Hygiene Theory
People are influenced by two factor
Motivation factor (Satisfaction)and
Hygiene factor (Dissatisfaction)
Hygiene factors are needed to
ensure an employee does not
become dissatisfied. They do notlead to higher levels of motivation, but
without them there is dissatisfaction.
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Typical Hygiene Factors are:
i.) Working condition
ii.) Quality of supervision
iii.) Salary
iv.) Status
v.) Security
vi.) Company
vii.) Job
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Motivation factors are needed inorder to motivate an employee into
higher performance.
Typical Motivation Factors include:
i.) Achievement
ii.)Recognition for achievement
iii.) Responsibility for task
iv.) Interest in the job
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The factors causing satisfaction aredifferent from those causingdissatisfaction
The two feeling cannot simply betreated as opposites of one another
The opposite of satisfaction is notdissatisfaction, but rather, no
satisfaction. Similarly, the opposite of
dissatisfaction is no dissatisfaction.
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Hygiene Factor•The term hygiene factor is a term widely used in the field of business
management. It is related to the study of motivation and job
satisfaction in the workplace.
•Factors that affected job satisfaction in a negative manner areclassified as hygiene factors. These include working conditions,
company policies, relations with coworkers and pay.
• Hygiene factors do not necessarily increase job satisfaction.
Hygiene factors are more concerned with the state of the workplace
than those who work in it. They are important, but not necessarilyimperative, to maintaining an employee’s desire to continue working.
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Company Policies &
Administration
The feelings about the adequacy or inadequacy
of company organization and management. This
includes poor communications, lack of delegated
authority, policies, procedures, and rules.
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Supervision
The competency or technical ability of the
supervisor. This includes the supervisorswillingness to teach or delegate authority,
fairness, and job knowledge.
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Interpersonal Relations
The relationships between the worker
and his or her superiors, subordinates,and peers. This includes both job related
interactions and social interactions within
the work environment.
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Status
Factors that involve some indication of
status private office, important sounding
title, secretary, company car, and other“perks.” Changes in status would be
considered under advancement
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Job Security
The employee’s job tenure and/or the
company’s stability or instability objectivesigns of the presence or absence of job
security, not the feelings of security.
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Salary
This includes all forms of compensation and
focuses on wage or salary increases orunfulfilled expectation of increases.
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How to Create Conditions for Job
Satisfaction Creating work that is rewarding and
that matches the skills and abilities of
the worker.
Giving as much responsibility to eachteam member as possible.
Providing opportunities to advance in
the company through internalpromotions.
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Motivational Factors• Inherent to work and motivate the
employees for a superiorperformance
• These factors are called satisfiersand involved in performing the job
• Employees find these factorsintrinsically rewarding
• The motivators symbolized thepsychological needs that wereperceived as an additional benefit
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Appreciation or recognition for a
job well done Recognition is not only to make employees
feel good about their work and
accomplishments
We recognize and praise because we wantto reinforce a particular effort or result that
helps the business
The more these specific behaviours are
recognized, the more frequently anemployee will repeat them
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An understanding attitude from the
management
An understanding attitude should be reflected in
the way an employee receives correction and
discipline
The same can be said for displaying loyalty to
your employees
In addition, making work interesting and
planning a career path for them woulddemonstrate that a manager or supervisor has
taken into consideration an individual
employee's strengths and talents prior to
assigning the work
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Good wages
Include benefits, time off, bonuses,profit sharing and any other programyou have in your organization that
relates to compensation Make certain your people know and
understand every aspect of theircompensation plan, not just what they
take home at the end of the month Pay people what the position and their
performance is worth
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Conclusion
High Hygiene + High Motivation
High Hygiene + Low Motivation
Low Hygiene + High Motivation
Low Hygiene + Low Motivation
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