Resurrecting The Motivation Hygiene Theory †Myassignmenthelp.Com

Question: Discuss About The Resurrecting The Motivation Hygiene Theory? Answer: Introducation Motivation is an integral issue that affects workplaces within organisations. I have seen application of motivational factors in real life situations. Within workplaces an employee needs to be motivated by his available job design and role performance such that he can be properly motivated(Zimmerman, 2008). In lack of motivation he might not feel to perform hi work role, leading to lowering of productivity within organisations. An employee within my team had repeatedly failed to achieve his target and due to lack of motivation he remained absent frequently. His frequent absenteeism later led to his leaving the work role and joining another company. Neither his work performance was good nor his payment that he received. He was grossly under paid that resulted in his low levels of motivation. His job role was also very insignificant in the organisation as compared to his qualification and skills. The manager failed to recognize his levels of skills and education, under-employing him wh ich led to subsequent de-motivation. Within the scope of the current organisation, there was no human resource management department that analysed ways in which their employees could be motivated. This resulted in gradually employees in losing out on their work motivation. from this reflective exercise I, was able to recall the importance of motivation in work-life organisations(L?z?roiu, 2015). In long run it could affect employee performance and in turn productivity of the organisation. Developed Account of Experience Analysed Organisations have devised a number of strategies and techniques in order such that their productivity can be enhanced. Employee motivation have been analysed to be core determinant that can affect performance and in turn organisational productivity. In the current reflection scope it has been obtained that due to absence of employee motivation, there has been tremendous levels of dissatisfaction amongst employees, due to which an employee was absent and then left the organisation(Lin, 2007). Employee turnover can impend serious costs on the organisation leading to its hampering of productivity and then subsequent training and inducting new staffs. Motivation of an employee thus, an integral function needs to be developed by means of various theories and concepts of motivation that are available currently. My experience from real life, tells me that motivation is an integral factor that can affect productivity within organisations and also enhance their levels of management with staf fs and employees. In case employees are motivated, they are most likely to engage in workplace practices and contribute in a positive manner to the organisation(Aguenza, 2012). Managers and leaders of organisations needs to device strategies that allows employees to be motivated such that they can enhance productivity within the organisation and lead to long term sustainable results. Theories of Motivation Analysed Organisations often implement a host range of theories that are available to them for motivating their employees. Maslows hierarchy theory, Hertzberg theory, theory X theory Y, Vrooms expectancy theory, goal-setting theory and so on are multiple content and process theories of motivation(Sachau, 2007). In analysis of every motivational theory there is stress on factors that are critical to engaging an employee within the workplace with appropriate job design, organisational climate, appropriate leadership, setting of targets or goals and so on. There are two type of motivators namely intrinsic and extrinsic factors that are known to motivate employees. Each and every motivational factors that surrounds employees needs to be analysed in an appropriate manner, which can cause tremendous(Reid-Cunningham, 2008). As in Maslows hierarchy motivation is arranged in levels of needs analysed for an individual. An individual can progress to the next level of need only once he is able to attain lower levels of need. Similarly in Hertzberg motivation factors, health and hygiene are analysed to be two factors that are pertinent to any employee. While hygiene are factors that do not motivate, but in their absence they cause demotivation. Health are factors that motivate an individual for striving towards organisational goals and objectives(Pegler, 2012). Analysis of Selected Experience In the current selected incident there has been absence of basic factors as well as motivating factors that can enhance productivity of employees. Absence of pay related factors along with appropriate job design led to the employee leaving the job. The selected incident further marks a failure for the human resource department of the employee in diagnosing his knowledge and skills levels. Employee motivation should aim to retain employees and staffs such that they do not leave the organisation. There also needs to be intrinsic and extrinsic motivational strategies that enhance work level motivation amongst employees. Leaders have a large role to play in organisations for their motivational strategies and in developing of an appropriate organisational climate. Application of Selected Motivational Theories enhancing work performance of employees Work performance of employees can greatly be enhanced by ways of employee engagement strategies. Diagnosis of ways and means in order to increase motivation of employees pertaining to a particular job level have led to poor performance of employees and in turn lowering of productivity at workplaces(Tan, 2011). Organisations along with its human resource departments needs to ensure that each job design for particular employees are done in a particular manner that increase his confidence and engagement in the job. An organisation needs to further ensure that an employee is able to contribute to the productivity matching his skills and expertise levels. Reference Lists Aguenza, B. B. (2012). Motivational factors of employee retention and engagement in organizations. International journal of advances in management and economics, 88-95. L?z?roiu, G. (2015). Employee Motivation and Job Performance. . Linguistic and psychology Investigations, 97-102. Lin, H. F. (2007). Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. . Journal of information science, 135-149. Pegler, C. (2012). Herzberg, hygiene and the motivation to reuse: Towards a three-factor theory to explain motivation to share and use OER. . Journal of Interactive Media in Education, 2012(1). Reid-Cunningham, A. (2008). Maslows theory of motivation and hierarchy of human needs: A critical analysis. Unpublished thesis, School of Social Welfare, University of California Berkeley. Sachau, D. (2007). Resurrecting the motivation-hygiene theory: Herzberg and the positive psychology movement. Human resource development review, 6(4), 377-393. Tan, T. a. (2011). Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money. Zimmerman, B. (2008). Investigating self-regulation and motivation: Historical background, methodological developments, and financial-accounting prospects. . American educational research journal, 45(1), 166-1