LDRLB

JUNE 2, 2010

The two-factor theory (also known as Herzberg’s motivation-hygiene theory) was developed by Frederick Herzberg. Two-factor theory distinguishes between Motivators (e.g., If, on the other hand, management wants to reduce dissatisfaction, then it must focus on the job environment, working conditions and policies.

Herzberg 60

Herzberg Maslow Policies Motivation 60

The Idolbuster

OCTOBER 26, 2012

In 1968 Frederick Herzberg reminded us of this in his now-classic Harvard Business Review article entitled “ One More Time: How Do You Motivate Employees? And yet, too many distressed managers believe employees are out for themselves and motivated primarily by money. A model for collaboration and shared values.

Cooper 48

Cooper Motivation Herzberg Maslow 48

The Center For Leadership Studies

NOVEMBER 16, 2023

We have come to believe that employees don’t leave organizations, they leave their managers. As you review the list of reasons for employee attrition below, think about which ones a supervisor could directly impact, and which are outside of that manager’s ability to effectively influence. Why Do Employees Leave Their Jobs?

Attrition 52

Attrition Micromanagement Short-term Situational Leadership 52

Next Level Blog

JULY 16, 2010

Herzberg's two-factor theory has been arguing this for years. Posted by: davidburkus | July 19, 2010 at 04:45 PM Dave, thanks for the additional perspective on the Herzberg theory. A must read for any leader. Posted by: Mary Jane Reed | July 17, 2010 at 11:32 AM Thanks for the comment Mary Jane.

Herzberg 146

Herzberg Executive Coaching Newsletter Blog 146

Tony Mayo

JULY 26, 2010

… Frederick Herzberg , who asserts that the powerful motivator in our lives isn’t money; it’s the opportunity to learn, grow in responsibilities, contribute to others, and be recognized for achievements. And then, more often than not, they’ll say, “OK, I get it.”

Executive Coaching 113

Executive Coaching Execution Mayo Strategy 113

LDRLB

APRIL 21, 2014

The interesting findings that we have are that motivation can be very much pushed forward, or actually hindered by the kinds of arrangements that we initially create within a firm. They’re less motivated. Their book is all about motivation and how do you trigger those internal drives in all kinds of settings.

Human Capital 60

Human Capital Open-book CFO Innovation 60

Harvard Business Review

JUNE 12, 2012

Indeed, HBR 's The Power of Small Wins , recently explored how managers can tap into relatively minor victories to significantly increase the satisfaction and motivation of their employees. His research showed that the two primary motivators for people were (1.) achievement and (2.) recognition for achievement.

Zimbardo 19

Zimbardo Herzberg Bureaucracy Deming 19

Harvard Business Review

MAY 23, 2017

Bosses’ perceptions of stress are offset by factors such as status, autonomy, and job security, which are generally higher for managers than for their employees. For example, my friend Terri is the regional sales manager for a medical device company, which was acquired by a larger firm six months ago. It’s a great idea.

Stress 15

Stress Herzberg Survey Cooper 15

Harvard Business Review

JULY 15, 2013

A 2012 report on human capital from McKinsey added to the evidence, noting that organizations with top scores in employee motivation are about 60% more likely to be in the top quartile for overall business health. Employee retention Human resources Leading teams Managing people' Let''s begin the conversation today.

Herzberg 9

Herzberg McKinsey Human Resources Human Capital 9