Page 108 - Appreciating Organization's Biggest Assets

Frederick Herzberg, a psychologist, provide positive satisfaction. These
invented it. He postulated that elements provide intrinsic rewards
job pleasure and discontent act for employees. The motivators
separately rather than as the polar represented the psychological
opposites of one another, and that requirements that were seen as a
satisfied employees are not always bonus. Not having these things
more productive than dissatisfied does not make you unhappy. Simple
ones. According to Herzberg’s dissatisfaction. Some motivating
research, some job features can elements are:
be linked to job satisfaction • Recognition
(the opposite of which is No
Satisfaction), while other elements • Sense of achievement
are linked to job unhappiness • Growth and promotional
(the opposite of which is No opportunities
Dissatisfaction).
• Responsibility
i. Factors for Satisfaction:
Success, Appreciation, the purpose • Meaningfulness of the work
of labour in general, Responsibility, Hygiene factors:
progress, and expansion Job characteristics that are
ii. Factors for Dissatisfaction: important for keeping motivation
Corporate guidelines, supervision, at work include those that related
interactions with peers and the to hygiene. Long-term positive
supervisor, conditions at work, satisfaction is not produced by
Salary, Security, Status these. However, if these elements

Herzberg divided these job-related are lacking or nonexistent at work,
characteristics into two categories, it will result in dissatisfaction.
including: These components are external
to the workplace, characterize the
Motivational Factors: work environment or scenario,

The motivating factors provide and represent the physiological
contentment and cannot be needs that the people represented
regarded as motivating factors. intended and anticipated to be met.
These elements, which result from The improvement of these factors
inherent workplace requirements merely helps prevent dissatisfaction;
like achievement, acknowledgment, it does not itself cause satisfaction.
or personal improvement, spur
people to deliver better work and

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