Running head: MOTIVATION IN THE WORKPLACE

Motivation in the Workplace

Steve Shaangelyan

BUS610 Organizational Behavior

Dr. Vanessa Washington

m
er as
November 14, 2016

co
eH w
o.
rs e
ou urc
o
aC s
vi y re
ed d
ar stu
is
Th
sh

This study source was downloaded by 100000809165602 from CourseHero.com on 07-13-2021 09:34:10 GMT -05:00

https://www.coursehero.com/file/23374751/Motivation-in-the-Workplace/
 MOTIVATION IN THE WORKPLACE

Motivation in the Workplace

Motivation in the workplace can fluctuate with the needs of an organization. While many

employees have different desires of motivation it is important to understand and evaluate every

aspect of motivating. Motivation is one of the major issues in behavioral sciences and based on

the crucial position and important role of human resources in achieving organizational objectives

(Barzoki et al.,2008). Motivating employees effectively can help organization drive productivity

and improve performance while maintaining a strong infrastructure to a healthy work

environment. Motivation can be based on desires, incentives or rewards or expectations from the

m
er as
individual from and around his or her social circle. There are several theories developed to assist

co
eH w
and understand the motivational factor. One of the most influential theories in the last decade has

o.
been Herzberg’s two factor theory. The two factor theory evaluates job satisfaction while also
rs e
ou urc
evaluating the factors that cause dissatisfaction. None less the outline of what drives motivation

can be taught and evaluated and in doing so can translate into success for not only the
o
aC s

organization but also from its employees.

vi y re

Motivational Strategies

There is a common saying that you can take a horse to the water but you cannot make it
ed d
ar stu

drink. Although the old saying goes to prove that you ultimately have no control over anyone or

anything, it doesn’t mean that you can’t possibly motivate someone to do something. Not all
is

people have the ability to self-motivate or have the desire to outperform. That is why motivation
Th

is a skill that can and needs to be learnt. Yet not all motivation is necessarily taught. Sometimes it

is created with work environments and relationships. Herzberg’s two factory theory highlights
sh

both perspectives of motivational strategies. It is derived from the understanding of two very key

components of motivation which are motivators and hygiene factors. The theory has also been

This study source was downloaded by 100000809165602 from CourseHero.com on 07-13-2021 09:34:10 GMT -05:00

https://www.coursehero.com/file/23374751/Motivation-in-the-Workplace/
 MOTIVATION IN THE WORKPLACE

described as motivation-hygiene theory, because Herzberg calls the factors that affect satisfaction

“motivators” and the factors that cause dissatisfaction “hygiene factors”. (Baack, 2012). These

key fundamentals of motivation can not only help in building a healthy work environment but

also create self-motivating employees.

Herzberg’s theory has evolved the way we look at organization behavior. Typically it was

thought that handing out a few motivational driving approaches would lead employees to

perform better. These traditional approaches were salary increases, supervision or company

policies. These factors as described by Herzberg were hygiene factors. Herzberg believed that

m
er as
you cannot simply improve hygiene factors to drive success but you also needed motivators. For

co
eH w
example, if an employee did not have recognition or achievement this would not lead to job

o.
dissatisfaction, but they were unlikely to be motivated either (Smerek, Peterson, 2007).
rs e
ou urc
Herzberg’s theory highlights some motivators as being advancement, growth, achievements and

recognition. Hygiene factors are described as wages, hours, and relationships with managers and
o
aC s

working conditions. Herzberg believed that hygiene factors needed to be met first before
vi y re

focusing on motivators.

In addition to Herzberg’s two factory theory it is also important to understand the

ed d
ar stu

extrinsic and intrinsic motivation ideology. Extrinsic motivation is driven by an outside

obligation or reward. An example would be a desire to perform to provide for a family. Intrinsic
is

motivation is a driving factor that is more internalized by an individual. The desire to accomplish
Th

or achieve. An individual’s desire to become the top performing sales person is an intrinsic

motivational factor. Herzberg’s theory combined with the understanding of extrinsic and intrinsic
sh

motivational factors can be used respectively in an organization to enhance performance.

Performance Issues

This study source was downloaded by 100000809165602 from CourseHero.com on 07-13-2021 09:34:10 GMT -05:00

https://www.coursehero.com/file/23374751/Motivation-in-the-Workplace/
 MOTIVATION IN THE WORKPLACE

What happens when organizations don’t understand employee motivation? Not only does

it put the organization in risk of losing employees but it ultimately disables its performance.

Many may argue that unmotivated employees are always going to exist. That is a fact. However,

managers, supervisors and human resource partners need to be aware of the motivational theories

and exercise them daily. Making sure managers are aware of this psychology is the job of the

human resource department, but all managers of the organization have a responsibility to

understand it (Ganta, 2014). There are certain issues that can transpire from the lack of

knowledge in understanding employee motivation. In using Herzberg’s theory it is easy to see

m
er as
how these downfalls can jeopardize motivation for all employees and not just one in particular.

co
eH w
Without the understanding of Herzberg’s theory of hygiene factors and organization

o.
cannot simply use recognition to drive motivation when an employee is working in an unfriendly
rs e
ou urc
environment. The reasoning behind the hygiene factor goes back to the sanitation at a hospital. If

a hospital is dirty, a patient is more likely to feel ill because he or she feels dissatisfied with the
o
aC s

cleanliness. However, the hospital being clean will not ultimately make the patient feel better but
vi y re

will not make them feel worse, hence it remains neutral. Hygiene factors are meant to be neutral.

For instance, an employer might be giving its employees more responsibility or giving them
ed d
ar stu

praise for their achievements without knowing that they are struggling with the extensive hours

of work. This leads to work overload and can easily create dissatisfaction for an individual
is

causing them to quit or work under stress. This doesn’t mean working employees more or less; it
Th

simply means to work them at the same pace and in uniform with others.

An example of a performance issue I have faced is with a direct report in my department.

sh

Rhonda has been with her current employer for over five years. She worked her way through the

ranks in lower level positions to be where she is currently. When Rhonda achieved her current

This study source was downloaded by 100000809165602 from CourseHero.com on 07-13-2021 09:34:10 GMT -05:00

https://www.coursehero.com/file/23374751/Motivation-in-the-Workplace/
 MOTIVATION IN THE WORKPLACE

position that was offered to her she was ecstatic. The pay was a huge raise and she was motivated

for the first 3 months until her performance started to slow down. Rhonda wasn’t comfortable in

her environment of work. She had been working with individuals she knew for a very long time

and now she was the newcomer to a department of younger individuals. This wasn’t brought to

anyone’s attention until Rhonda expressed her concern. Once her situation was understood it was

the duty of her manager to take responsibility. After performing some departmental team

building and adjustments to her seating arrangement Rhonda was back up to pace. Her need for

hygiene was patched which allowed her performance to continue. Paying Rhonda wouldn’t have

m
er as
got her to stay in her role. Giving her praise and acknowledgment wouldn’t get her to perform.

co
eH w
She needed to feel comfortable. Rhonda’s needs might change overtime and they may never

o.
remain the same but her needs being met and a neutral workplace lets her know she is
rs e
ou urc
appreciated.

Conclusion
o
aC s

The needs of individuals regardless of any theory applied remain a very complex topic.
vi y re

Managers and supervisors never have the ability to fully understand and provide the needs an

individual craves. Whether it is a need for social interaction, financial rewards or personal
ed d
ar stu

growth it remains a tough hurdle in obtaining full employee motivation without fearing

regression. Manager’s need to understand organizations and employee goals in order to fully
is

comprehend the motivational factors. Motivating employees shouldn’t be considered a task.

Th

Actually motivating employees is a project that never ends. Managers and supervisors need to

constantly adjust their perspectives and look deeper in finding ways of motivation. Herzberg’s
sh

theory along with all the other theories focused around motivation need to be read, understood

and learnt. In doing so, we will have a greater chance of motivating and keeping employees.

This study source was downloaded by 100000809165602 from CourseHero.com on 07-13-2021 09:34:10 GMT -05:00

https://www.coursehero.com/file/23374751/Motivation-in-the-Workplace/
 MOTIVATION IN THE WORKPLACE

References

Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc

Barzoki,A.,S.,Attafar, A., Jannati, A.,R.,2012. An Analysis of factors affecting the employees

Motivation based on Herzberg’s Hygiene Factors Theory (The Study Golpayegan City

Saipa Corporation Industrial Complex’s Staff), Australian Journal of Basic and Applied

Sciences, 6 (8):115-123

GANTA, V. C. (2014). MOTIVATION IN THE WORKPLACE TO IMPROVE THE

EMPLOYEE PERFORMANCE. International Journal of Engineering Technology,

m
er as
Management and Applied Sciences, 221-230.

co
eH w
Smerek, R. E., & Peterson, M. (2007). Examining Herzbergs’s Theory: Improving Job

o.
rs e
Satisfaction among Non-Academic Employees at a University. Research in Higher
ou urc
Education, (2). 229
o
aC s
vi y re
ed d
ar stu
is
Th
sh

This study source was downloaded by 100000809165602 from CourseHero.com on 07-13-2021 09:34:10 GMT -05:00

https://www.coursehero.com/file/23374751/Motivation-in-the-Workplace/
Powered by TCPDF (www.tcpdf.org)