Question. Analyze the difference between hygiene factor and motivator.

Provide list of different

method used for meeting the hygiene needs and motivator?

Herzberg's theory says that only motivation factors have the potential of increasing job satisfaction.
Compared to these motivation factors, hygiene factors can only be used to prevent general
dissatisfaction, and thus not be used as incentives to create satisfaction. An employee may therefore
very well be satisfied with his/her overall working conditions, but not especially motivated to work and
perform to his/her full potential.

This distinction between the different effects of motivation factors and hygiene factors seems
somewhat static and inflexible. One more research conducted concluded that both intrinsic motivation
factors and extrinsic hygiene factors can influence overall job motivation. This stands in contrast to
the original terminology of Herzberg, where only motivation factors were theorized as factors
increasing job satisfaction and motivation.

Hygiene factors include:

Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and
competitive to those in the same industry in the same domain.

Company Policies and administrative policies - The company policies should not be too
rigid. They should be fair and clear. It should include flexible working hours, dress code,
breaks, vacation, etc.

Fringe benefits - The employees should be offered health care plans benefits for the family
members, employee help programs, etc.
 Physical Working conditions - The working conditions should be safe, clean and hygienic.
The work equipments should be updated and well-maintained.

Status - The employees status within the organization should be familiar and retained.

Interpersonal relations - The relationship of the employees with his peers, superiors and
subordinates should be appropriate and acceptable.

Job Security - The organization must provide job security to the employees.

Motivational factors include:

Recognition - The employees should be praised and recognized for their accomplishments
by the managers.

Sense of achievement - The employees must have a sense of achievement. This depends
on the job. There must be a fruit of some sort in the job.

Growth and promotional opportunities - There must be growth and advancement

opportunities in an organization to motivate the employees to perform well.

Responsibility - The employees must hold themselves responsible for the work. The
managers should give them ownership of the work. They should minimize control but retain
accountability.

Meaningfulness of the work - The work itself should be meaningful, interesting and
challenging for the employee to perform and to get motivated.

Question. Evaluate the benefits to organization of using different motivation

approaches?

Increasing motivation in your workplace can help improve performance, raise morale and boost
productivity. While different motivators work for different types of employees, there are several
common techniques for getting employees excited and energized for their jobs. If in doubt, ask
employees what you can do for them to help them feel more motivated about their professional
setting.
 1. Creative a Positive Work Environment. Motivate employees by giving them an upbeat,
positive work environment. Encourage teamwork and idea-sharing, and make sure staffers
have the tools and knowledge to perform their jobs well. Eliminate conflict as it arises.
2. Set Goals. Help employees become self-motivated by helping them establish professional
goals and objectives. Make sure goals are reasonable and achievable so employees dont get
discouraged. Encourage them when they hit notable milestones.
3. Provide Incentives. Increase motivation by providing incentives to work toward. You can
create individual incentives for each employee or team incentives to motivate employees as a
group. Financial incentives can include cash prizes, gift cards or restaurant gift certificates.
Nonfinancial incentives can include extra vacation days, compressed work weeks or choice
office space or parking spots.
4. Recognize Achievements. Celebrate employee achievements through employee-of-the-
month or star performer awards. Make a big deal out of accomplishments by celebrating at
staff meetings. Print certificates or issue a press release or post a notice on your company
website. Recognize team accomplishments as well as individual efforts.
5. Share Profits. Motivate employees with the incentive of a profit-sharing program. In this
way, employees increase their earnings when they help you increase yours. This approach
simultaneously promotes collective goal-setting and teamwork.
6. Solicit Employee Input. Regularly survey employees about their levels of satisfaction. This
will help you catch potential morale breakers before they get out of hand.
7. Provide Professional Enrichment. Encourage employees to continue their education or
participate in industry organizations. Provide tuition reimbursement or send employees to skills
workshops and seminars. If an employee is motivated to an upward career path, offer
mentoring and job shadowing opportunities to keep them focused.

Question. Describe a benefits to organization having motivated work force?

A well-motivated workforce can provide the following advantages:

Better productivity .This can lead to lower unit costs of production and so enable

a firm to sell its product at a lower price.

Lower levels of absenteeism as the employees are content with their working

lives.
Lower levels of staff turnover (the number of employees leaving the
 business). This can lead to lower training and recruitment costs.
Improved industrial relations with trade unions.
Contented workers give the firm a good reputation as an employer so making it

easier to recruit the best workers.

Motivated employees are likely to improve product quality or the customer

service associated with a product.

Question. Building a better workplace through motivation using two motivation of your
choices. Explain the similarities and dissimilarities between the two (Maslow and
Herzberg)?

Similarities:

Both use a hierarchical scale. Where one stage must first be fully or largely completed before
advancing to the next stage.

Both are based on the argument that "we behave as we do because we are attempting to fulfill
internal needs i.e. needs theory

They both specify the criteria as to what motivates people.

Herzberg's hygiene idea corresponds with Maslows Physiological, Safety and Belongingness
needs i.e. they both have the same criteria (basic pay, work conditions etc...)

Herzberg's motivators idea corresponds with Maslows Esteem and Self-Actualization needs
i.e. they both have the same criteria (recognition, growth, achievement etc...).

Both theories are influenced by environmental conditions, employee attitudes and as a result,
their motivation. These influence an employees performance.

Differences:
 Maslow says that each stage of the 5 must be fully or largely completed before advancing to
the next stage. However, Herzberg suggested that there were only 2 stages (hygiene and motivators)
instead of 5.

Maslow said that fulfilling each stage is a motivator, however Herzberg said that fulfilling the
hygiene stage only results in an employee being in neutral state and that satisfaction and motivation
only comes from the 2nd stage (motivator).