SBenegaL

Category: Motiivation

  • Herzberg’s Two Factor Theory

    In the last byte, we looked at the summary of the various need theories. In today’s byte, we look at Herzberg’s Two Factor Theory and attempt to understand it better.

    If we look at our job, there are certain situations where we are extremely content and satisfied with the work we do, while there are certain activities which we are extremely dissatisfied with. In fact it is not the complete job itself but certain aspects of it which makes us feel satisfied or dissatisfied with the job. Herzberg studied this to a greater detail and formulated the Two Factor Theory.

    Those work conditions that relate to the satisfaction of the need for psychological growth – are called motivational factors. Those work conditions that relate to dissatisfaction caused by discomfort or pain are called hygiene factors. This classification originates from the observation that, people have two sets of needs – one that relates to avoidance of pain and one relates to the desire for psychological growth. Thus, motivational factors are related to job satisfaction, while the hygiene factors are related to job dissatisfaction.

    We shall initiate a discussion on the Motivational Factors now, which we shall continue in the next byte:

    Herzberg says that job satisfaction is produced by building the motivational factors into a job. This process is called Job Enrichment. Some of these motivational factors are: Responsibility, Achievement, Recognition, Advancement and the work itself. The presence of such factors enhances the performance of an individual.

  • Need for Achievement

    In the last byte, we began understanding McClelland’s Need Theory and the definitions of the various theories. In today’s byte we look at the need of achievement in greater detail.

    Need for Achievement:
    As mentioned in the last byte, the need for achievement concerns with issues like excellence, competition, challenging goals, persistence, and overcoming difficulties. People with high need of achievement could be seen seeking excellence in performance, and enjoy working towards challenges and difficult goals and is perceiving and competitive at work. Such people have been found to perform better than those with this at a moderate or low need for achievement.

    People with such high need of achievement are having 3 distinct characteristics:

    1. They set goals that are moderately difficult, yet achievable.
    2. They like to receive feedback on their progress towards these goals.
    3. They do not like having external events or other people interfere with their progress
    These people often hope to succeed and plan for it. They do not mind working single handedly or in teams, as long as they get the appropriate model for their task. These people find it easy to develop expertise and they are very good at what they do. They are found to develop competency and expertise in the field they choose to endeavor, pretty quickly.

    Research has shown that achievement tendencies are highest for the United States, an individualistic culture, and lowest for Japan and Hungary, which are collective societies.