OB-I group presentation

on
FREDERICK HERZBERG
PGDM-I Sec-C, group -7

Anindita Garai (U113127)
Ayush Raj Madan (U113137)
Kandrika Anirudh (U113147)
Pallab Kumar Saha (U113157)
Samyak Sabat (U113167)
Sunil Singh Bisht (U113177)






His Works
BOOK DETAILS
The Motivation to Work
Published 1959. Co-Authored by research
colleagues Bernard Mausner and Barbara
Bloch Snyderman.
Work and the Nature of Man
Published in 1966.

The Managerial Choice:To be
efficient and to be Human
Published in 1976.
Herzberg on Motivation Published 1983.
One More Time: How do you
motivate employees
Essay originally published in 1968 in the
Harvard Business Review.
Motivation and satisfaction
Motivation
Is a psychological state whenever internal and/or external forces
stimulate , direct or maintain behaviors.

Satisfaction
Is a psychological state which indicates how a person feels about his
or her situation, based on the evaluation of the situation
The Two-factor Theory
Frederick Herzberg performed studies to determine which factors in an
employee's work environment caused satisfaction or dissatisfaction. He
published his findings in the 1959 book The Motivation to Work.
The Two-factor theory was also known as Herzberg's Motivation-Hygiene
theory and Dual-Factor Theory


HYGIENE FACTORS
COMPANY POLICIES
QUALITY OF
SUPERVISION
RELATIONS WITH OTHERS
PERSONAL LIFE
RATE OF PAY
JOB SECURITY
WORKING CONDITIONS
MOTIVATIONAL FACTORS
ACHIEVEMENT
CAREER ADVANCEMENT
PERSONAL GROWTH
JOB INTEREST
RECOGNITION
RESPONSIBILITY
DISSATISFACTION
AND
DEMOTIVATION
NOT DISSATIFIED
BUT
DEMOTIVATED
POSITIVE
SATISFACTION
AND MOTIVATION
SITUATION ANALYSIS
The KITA Theory
Negative Physical KITA
Uses physical punishment as a motivator. Not in use in
corporate world but one can see this type of motivator in
police and army
Negative Psychological KITA
Uses mental humiliation as a motivator. Predominant in
today's business world. Paying lesser salaries or making
one do unwanted jobs are a part of psychological KITA
Positive KITA
Offers incentives to employees who are able to meet
targets. Predominant in sales and marketing jobs

Difference between KITA and Two Factor
Theory
Herzberg believes positive KITA is not always effective as true
motivation goes beyond inducing action in the employee

He believes that negative KITA doesnt work as it affects the
workers self esteem and is counter productive in the long run

According to Herzberg, a person can only work to his fullest if
he is satisfied with his work.. On the other hand KITAs basic
concept lies in forcefully increasing productivity irrespective
of the employees wants and needs
Job Enrichment vs Job enlargement
HORIZONTAL JOB LOADING
INCREASED NUMBER OF TASKS WITHOUT CHANGING
THE CHALLENGE
UNDER UTILIZATION OF SKILLS LEADS TO EMPLOYEE
DISSATISFACTION

JOB
ENLARGEMENT
VERTICAL JOB LOADING
SAME NUMBER OF TASKS WITH MORE
RESPONSIBILITY
HIGHER CHALLENGES MOTIVATE EMPLOYEES

JOB
ENRICHMENT
An Example
Characteristics of an Enriched Job
A range of tasks and challenges of varying difficulties

A complete unit of work, i.e. a meaningful task

Autonomy in decision making

Feedback, encouragement and communication


Implications for Managers
More pay(hygiene) without additional responsibility stops
complaints but no motivation

How managers can create conditions for job satisfaction:
Removing controls while retaining accountability
Increasing accountability for ones individual work
Giving a person a complete natural unit of work
Assigning credit for performance
Giving employees more authority in their jobs
Making periodic reports directly available to workers
Creating opportunities for growth though training and
internal promotions



Implications for Managers
How managers can prevent job dissatisfaction:
Fixing obsolete and ambiguous company policies
Providing effective but unobstructed supervision
Creating and supporting the culture of dignity of all
employees
Ensuring wages and perks are competitive
Providing job security
Building job status for everybody
Providing employees with a flexible working schedule
Providing fair and constructive feedback




THANK YOU