M: Herzberg

LDRLB

The two-factor theory (also known as Herzberg’s motivation-hygiene theory) was developed by Frederick Herzberg. The theory prescribes that, if management wants to increase satisfaction on the job, it should focus on the opportunities work presents for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wants to reduce dissatisfaction, then it must focus on the job environment, working conditions and policies.

M: Herzberg

LDRLB

The two-factor theory (also known as Herzberg’s motivation-hygiene theory) was developed by Frederick Herzberg. The theory prescribes that, if management wants to increase satisfaction on the job, it should focus on the opportunities work presents for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wants to reduce dissatisfaction, then it must focus on the job environment, working conditions and policies.

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Job Satisfaction–Herzberg’s Motivation-Hygiene Theory

CO2

According to Fredrick Herzberg’s Motivation-Hygiene Theory (also called the Two-Factor Theory) , you can love and hate your job at the same time. Back in 1968, Herzberg wrote a piece for the Harvard Business Review called “One More Time: How Do You Motivate Employees?” What Herzberg found was that workers enjoyed achievement, recognition, the work itself, responsibility, promotion, and growth–what he called “motivators.”

EBM: Two Factors

LDRLB

The two-factor theory (also known as Herzberg’s motivation-hygiene theory) was developed by Frederick Herzberg. The theory prescribes that, if management wants to increase satisfaction on the job, it should focus on the opportunities work presents for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wants to reduce dissatisfaction, then it must focus on the job environment, working conditions and policies.

A New Model For Cooperation, Values, and Employee Motivation

The Idolbuster

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. At the extreme end of the company circle (in blue) are the managers who indulge in what I call “harmful self-interest” when they focus exclusively on short-term sales, at the expense of their people and their values.

Building a Sustainable Organization Using Deming’s Ideas on Management

Deming Institute

The linked to article that aims to provides an overview of the essence of Deming’s approach to management and its continuing relevance to managers: The Model of Sustainable Organisation by Alan Clark. A manager, said Deming, is primarily a manager of People. This is in line with many thinkers, teachers and writers on organisations and management including Douglas McGregor, Frederick Herzberg and William Ouchi.

Ouchi 41

Great Leadership: The Power of I’s

Great Leadership By Dan

Not surprising, I found that one of the most significant drivers of employee engagement is One’s Immediate Manager and all aspects that make up that relationship between a manager and his or her employees, that is, the bond that is created by effective leaders with those they lead. As the management theorist Frederick Herzberg once said, “If you want someone to do a good job, give them a good job to do.”

Power 187

Removing Dissatisfaction DOES NOT Increase Satisfaction With Work

Mike Cardus

The work of Frederick Herzberg and motivational theory points to some interesting things. Remaining unencumbered by managers who use and believe that dissatisfiers and ‘you got to kick them’ to motivate work. This reminds me of an interaction I had recently with a manager who hired me to coach a new manager who was struggling with solving problems and staying on top of his work. ” Manager, “Yes, he should just do his work.” Dissatisfiers.

The Accountable Leader: Developing the Right Mindset and Practices That Ignite Peak Performance (Part 3)

The Empowered Buisness

Yet Herzberg – top motivation theory expert – found that extrinsic motivators fall into the category of “hygiene” factors and can only eliminate employee dissatisfaction. They consume more of a leader’s/manager’s time when it can be better spent on your high potentials and future leaders. Photo Credit: David Niblack. This final part of the article series addresses my top 10 leadership and culture practices for a strong accountability organization.

Thank You for Not Giving Me Cash

Next Level Blog

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.

Life Strategy and Executive Coaching

Tony Mayo

… 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.

How Leaders Can Push Employees Without Stressing Them Out

Harvard Business

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. He recommends the transformational style of leadership, in which a manager provides support and positive feedback to their staff, building respect, commitment, and cooperation within a workforce. In a classic article, Frederick Herzberg called these kinds of things “hygiene factors.”

0508 | Orly Lobel: Full Transcript

LDRLB

This really is a winning strategy,” and there’s a lot of implications, you know, if you are that talent, you know you want to be free and make sure that you’re still plugging into those networks, and if you’re in charge of leading and managing that talent, you might be well meaning with some of these legal documents and addendums to contracts and all that sort of stuff, but your talent wants to be free. This is a full transcript of LDRLB episode 0508 an interview with Orly Lobel.

Disengaged Employees? Do Something About It

Harvard Business Review

At the end of her post, Gavett refers to an HBR classic on employee motivation, in which the famed management psychologist Frederick Herzberg argued that workers respond positively to more responsibility and authority in their daily tasks. Managers and HR professionals need to understand these and other robust psychological theories to more effectively shape their engagement efforts. Employee retention Human resources Leading teams Managing people

Can We Reverse The Stanford Prison Experiment?

Harvard Business Review

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. It is an observation that has been made as far back as the 1968 issue of HBR in an article by Frederick Herzberg titled, "One More Time: How Do You Motivate Employees?" ( PDF ).