A study was conducted by frderick Herzberg and associates of case-western reserve university. Herzberg concluded that there were two categories of needs essentially independent of each other affecting behavior in different ways. The first set of job conditions has been referred to as maintenance or hygiene factors.
A study was conducted by frderick Herzberg and associates of case-western reserve university. Herzberg concluded that there were two categories of needs essentially independent of each other affecting behavior in different ways. The first set of job conditions has been referred to as maintenance or hygiene factors.
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A study was conducted by frderick Herzberg and associates of case-western reserve university. Herzberg concluded that there were two categories of needs essentially independent of each other affecting behavior in different ways. The first set of job conditions has been referred to as maintenance or hygiene factors.
Copyright:
Attribution Non-Commercial (BY-NC)
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Download as DOC, PDF, TXT or read online from Scribd
types of behavior.it will be either directed towards achieving certain desirable positive goals ,or conversely, towards avoiding other. Undesirable ,negative consequences. Thus ,a question may arise as to what variables are perceived to be desirable goals to achieve, and conversely, undesirable condition to avid. In this connection, a research Study was conducted by frderick Herzberg and associates of case –western reserve university. This study consisted of an intensive analysis of the exper iences and feelings of 200 engineers and accountants in nine different companies in pittsburg area,u.s.a. during the structured interview, they were asked to describe a few previous job experiences in which they felt exceptionally bad. About jobs.they were also asked to rate the degree to which their fellings were influenced- for better or worse-by each experience which they described.
On analyzing the information from the interview, Herzberg
concluded that there were two categories of needs essentially independent of each other affecting behavior in different ways. His finding are that there are some job conditions which operate primarily to dissatisfy employees when the conditions are absent, however, their presence does not motivation them in a strong way. Another set of job conditions operates primarily to build strong motivation and high job satisfaction, but their absence rarely proves strongly dissatisfying. The first set of job conditions has been referred to as maintenance or hygiene factors and second set of job conditions as motivational factors.
Hygiene factors;-
According to Herzberg, there are ten maintenance or hygiene factors. These
are company policy and administrstion, technical supervision, interpersonal relationship with supervisors, interpersonal relationship with peers, interpersonal withsubordinates, salary,job security, personal life, working condition, and status. These are not intrinsic parts of a job, but they are related to conditions under which a job is performed. They produce no growth in a worker,s output; they only prevent losses in workere,s performance due to work restrictions. These maintenance factors are necessary to maintain at a reasonabie leval of satisfaction in employees; however, any increase beyond this level will not provide any satisfaction to the employees, however, any cut below this level will dissatisfy them. As such, these are also called as dissatisfiers. Since any increase in these factors will not affect employee,s level of satisfaction, these are of no use for motivating them.
Motivational factors :-
These factors are capable of having a positive effect on job satisfaction
aften resulting in an increase in one,s total output. Herzberg includes six factors that motivate employees. These are : achievevent, recognition, advancement, work itself, possibility of groth, and responsibility. Most of these factors are related with job contents. An increase in these factors will satisfy the employees; however,any decrease will not affect their level of satisfaction. Since, these increase level of satisfaction in the employees in the employees, these can be used in motivating them for higer output.
Herzberg maintains that potency of various factors is not
entirely of the factors themselves. It is also influenced by the personality characteristics of the individuals. From this point of view, individuals may be classified into two groups- motivation seekers and maintenance seekers. The motivation seekers generally are individuals who are primarily motivated by the satisfiers such as advancement and other factors associated with work itself. On the other hand, the maintenance seekers tend to be more concerned with factors surrounding the job such as supervision, working, conditions, pay, etc,