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    Herzberg

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    Narkz Espiloy

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    Herzberg

    Uploaded by

    Narkz Espiloy
    8 views12 pages

    Copyright

    © © All Rights Reserved

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    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    8 views12 pages

    Herzberg

    Uploaded by

    Narkz Espiloy

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 12

    HERZBERG’S

    EMPLOYEE
    MOTIVATION
    THEORY
    Presentation by Jerinar O. Espiloy
    • Dual-factor theory, argues that there are separate sets of mutually
    exclusive factors in the workplace that either cause job satisfaction or
    dissatisfaction

    • Frederick Herzberg and his two collaborators, Mausner and


    Snyderman, developed the motivation-hygiene theory in their
    book Motivation to Work.
    MOTIVATING
    FACTORS
    • The presence of
    motivating factors
    encourages employees to
    work harder.
    • They are the factors found
    in the workplace.
    MOTIVATING
    FACTORS
    • Recognition
    • Growth
    • Achievements
    • The work itself
    • Responsibility
    HYGIENE FACTORS
    • Hygiene factors, if not present, will
    discourage employees from doing
    their best at work. Thus, hygiene
    factors are the surrounding factors
    that facilitate employees’ behavior
    HYGIENE FACTORS
    • Security
    • Company policies
    • Salary
    • Work conditions
    • Manager/supervisor
    STATISTICAL INFORMATION ON HEMT
    HIGH HYGIENE & HIGH HIGH HYGIENE & LOW
    MOTIVATION MOTIVATION

    LOW HYGIENE AND HIGH LOW HYGIENE & LOW


    MOTIVATION MOTIVATION
    IMPLEMENTATION OF HEMT
    1. PRIMARILY RECTIFY AND CHANGE BUREAUCRATIC COMPANY
    POLICIES. THUS, MAKE SURE YOUR HUMAN RESOURCES IS IN
    LINE WITH WHAT OTHER ORGANIZATIONS OFFER, AND THEY
    KNOW THE LEADERSHIP’S EXPECTATIONS. THEREFORE, KEEPING
    BOTH IN MIND, DRAFTING POLICIES THAT ARE A WIN-WIN FOR
    EVERYONE.
    2. IN ADDITION, ENSURE YOUR MANAGERS ARE ALSO MENTORS
    AND NOT JUST BOSSES. EACH EMPLOYEE SHOULD BE RESPECTED
    AND SUPPORTED.

    3. ORGANIZATIONAL CULTURE PLAYS A VERY CRUCIAL ROLE


    HERE.
    IMPLEMENTATION OF HEMT
    4. MAKE SURE THE COMPENSATION, PERKS, AND BONUSES ARE
    AS PER THE MARKET STANDARDS. HENCE, IF YOU DON’T
    COMPENSATE YOUR EMPLOYEES WELL, WHY WOULD THEY SHOW
    INTEREST IN TAKING ANY INITIATIVES?

    5. EMPLOYEES WILL BE SATISFIED AND FIND THEIR JOBS


    MEANINGFUL IF THEIR JOBS ARE CONSTRUCTED WELL.

    6. DELEGATE YOUR EMPLOYEES’ RESPONSIBILITIES, AND MAKE


    THEM FEEL VALUED. RESPECT THEIR INDIVIDUALITY, LISTEN TO
    THEIR FEEDBACK SERIOUSLY, AND PARTICULARLY TAKE ACTION
    WHEREVER NECESSARY.
    CONCLUSION
    To attain optimal levels of employee
    motivation, organizations should invest in
    creating a supportive and encouraging work
    culture and providing employees with the
    necessary resources and support.
    In the end, having motivated employees makes
    an organization more productive, efficient, and
    profitable. QuestionPro can help you in your
    employee motivation process.
    CONCLUSION
    Organizations can create a more engaged and
    productive workforce by constantly measuring
    and improving employee motivation.
    Feedback from your employees is important and
    start taking action to make a positive impact in
    your organization

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