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    Herzberg's Two Factor Theory V/S Job Characteristics Model

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    Read the following: Herzberg's Motivation-Hygiene Theory.
    http://www.netmba.com/mgmt/ob/motivation/herzberg/

    Herzberg's Theory suggests that pay and benefits are not motivators, because they do not satisfy the worker (who doesn't want more pay or vacation time?). However, they can cause dissatisfaction if not sufficient.

    Critically compare and contrast his theory to the Job Characteristics Model.

    What factors leading to satisfaction (motivators) can be aligned with Job Characteristics or Critical Psychological States?

    Do you think any of Herzberg's dis-satisfiers (hygiene factors) align with Job Characteristics or Critical Psychological States?

    Does this mean one or both of these theories is wrong?

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    https://brainmass.com/business/motivation-in-organizations/herzberg-s-two-factor-theory-v-s-job-characteristics-model-635156

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    Herzberg's Theory

    As per Herzberg's Motivation Hygeine Theory, there are two factors which influence the motivation level of an individual which are categorized as Motivators and Dissatisfiers (Robbins, 2006). The factors that act as motivators or satisfiers are those factors that cause intrinsic motivation among the employees and the presence of these factors boosts the motivational level of employees working within an organization. On the other hand, the factors that act as dissatisifiers are those factors which do not motivate the employees but the absence of these factors may lead to a higher level of dissatisfaction among the employees (Robbins, 2006). The factors that were identified as satisfiers and dissatisfiers and the examples of these factors are as given below (Robbins, 2006):

    Satisfiers/Motivators Dissatisfier/Hygiene Factors
    Achievement Salary and compensation
    Recognition Working conditions and work environment
    Career Advancement Company's Policies
    Career Growth Employee Supervision
    Responsibility Relationship with supervisors
    Work itself (Nature of the job) Relationship with Peers
    Job Security
    Source: Robbins (2006); (Miner, 2005).

    The theory explains that absence of the Hygiene factors as stated above leads to the dissatisfaction of individual but their presence does not mean that it will lead to satisfaction or motivation but the real motivators for the company are the satisfiers. Therefore, the sources of intrinsic motivation are satisfiers whereas the sources of extrinsic motivation are dissatisfiers or hygiene factors (Robbins, 2006). The dissatisfiers have been called hygiene factors comparing it with the health wherein the absence of hygiene factors may lead to spread of a disease but the presence of these factors does not make a person healthy (Miner, 2005). Therefore, salary and compensation benefits being given to the employee does not really enhances the motivation level of an individual but their absence may lead to discontentment among the employees. On the other hand the nature of the work which an employee finds challenging, achievement by the employee in the job ...

    Solution Summary

    The solution compares and contrasts two factor theory of motivation with job characteristics model.

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