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Could you please respond to both prompts with your thought of their understanding of this theory and anything that can be stated to add more value.
Prompt 1:
Herzberg’s theory reveals specific characteristics known as motivators which are constantly associated with job satisfaction such as achievement, growth, responsibility, etc., and characteristics known as hygiene factors that are considered de-motivators (Herzberg’s Motivators and Hygiene Factors, 2017). Hygiene factors can be crucial in maintaining employees’ motivation. An example of one of these factors could be the work environment. The environment may not determine whether or not someone takes the job, however, if they are used to a certain setting, and all of a sudden it is taken away, that could be a huge de-motivator. Google is a great example of environment as a hygiene factor. Their offices include: “play areas; cafes, coffee bars and open kitchens; sunny outdoor terraces with chaises; gourmet cafeterias that serve free breakfast, lunch and dinner; Broadway-theme conference rooms with velvet drapes; and conversation areas designed to look like vintage subway cars” (Stewart, 2013, p, 1). If one day Google decided to change all of their locations and take away these luxuries, it is safe to say that the employees would suffer from lack of motivation.
Another example of a hygiene factor could even be one’s boss. When the individual starts the job, their boss doesn’t necessarily affect whether or not they keep the job, since they are not familiar yet. Most would assume that a supervisor would take on a leadership position and be encouraging and empowering. Once the employee begins their position and learns how their supervisor operates, they are given a better understanding of how they will be treated while working. However, while a boss can be considered a hygiene factor in certain situations, they can also be considered as positive motivating factors in many situations as well. “Hygiene needs are less important sources of job satisfaction, that is, as the organization provides for the satisfaction of more of these needs, overall job satisfaction increases very slightly up to a point and then tends to level off” (Soliman, 1970, p. 459). Strategies to avoid de-motivation could include maintaining a fun and positive working environment, encouraging creativity and team-building exercises, and leaders always making sure they are supportive and encouraging to their employees.
References
Herzberg's Motivators and Hygiene Factors: Learn how to Motivate Your Team. (2017). Retrieved May 03, 2017, from https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm
Soliman, H. M. (1970). Motivation-hygiene theory of job attitudes: An empirical investigation and an attempt to reconcile both the one- and the two-factor theories of job attitudes. Journal Of Applied Psychology, 54(5), 452-461. doi:10.1037/h0029922
Stewart, J. B. (2013, March 15). Looking for a Lesson in Google’s Perks. Retrieved May 16, 2017, from http://www.nytimes.com/2013/03/16/business/at-google-a-place-to-work-and-play.html?_r=2
Prompt:2
A variety of hygiene factors can be absent within a workplace that causes significant demotivation among employees (Bruce, 2011). One such factor is the absence of having the proper materials to do one's expected job duties. From personal experience, I dealt with this issue at lot at a previous job. I worked in a daycare as a lead teacher for the 3-5 year old class, and I often had to change my lesson plans because I could not get the materials I needed. Sadly this was a reoccurring problem, as my employer was under new management and funding was taken away for such expenses. It severely unmotivated me because I felt as though my bosses did not care about my class. I did not have the money to buy most of what I needed myself, so I was stuck either doing activities that I had not originally planned or make due with the materials I had readily available. Needless to say, it negatively impacted my class because I could not provide the quality lessons without the necessary materials. It also made me feel inadequate, because I knew I could not teach to my full potential or provide more interesting and unique activities.
I honestly wished that my workplace had tried more to help me obtain supplies. I understand that money is an issue, but I was not being provided many basic essentials, such as construction paper or coloring pencils. I did buy whatever items I could on my own, but again I was extremely limited due to lacking funds myself. Interesting enough, when I started working there they had a system in which teachers could buy supplies, bring in the receipt, and be reimbursed for their spending ( obviously had to include to classroom supplies only). When new management came in, they could no longer provide the service and that is when I ran into problems with not having materials. While I was understanding of the situation with my employer, the transition to new management should have been handled much more professionally. The daycare closed about six months later, due to decline in quality and enrollment, but seeing firsthand what happened honestly made me not surprised toward the outcome.
Strategies to reduce or eliminate common workplace demotivators include hiring the best people for the job (put efforts into screening out candidates that have motivational issues), finding ways to retain your best employees (create a workplace environment that employees genuinely enjoy coming to and provide inspiration to stay), giving employees honest feedback and encouragement (be honest, accurate, review mishaps, evaluate the situation, replay and redo to see what could be done differently) and building employee's confidence (seek employee's opinions/suggestions and use them, encourage positivity among employees, help employees set goals and work towards them, and let employees know when someone compliments them).
References
Bruce, A. (2011). Manager’s guide to motivating employees (2nd ed.). New York, NY: McGraw Hill.