Herzberg attempts to identify drivers of satisfaction and dissatisfaction factors at work

Thèmes abordés

Hygiene, noise, heat, salary, status, relationships

Résumé du document

Hygiene -the environmental factors (noise, heat, salary, status, relationships,) they are related to working conditions and must have a basic level. If the conditions are below this minimum level, the work suffers, but productivity is not influenced upward if working conditions are above the basic level. These conditions must be met in order not to generate dissatisfaction.

The meaningful factors - motivation - (career development, responsibility, autonomy, ...) These factors correspond to meaningful higher Maslow. They are intrinsic to the work and responsibility of the individual development. Once hygiene factors provided motivation factors can be filled to generate satisfaction.

Extraits

[...] Stick to punish, using withdrawals payday lack of investment to work. Analysis of Mayo Mayo reacts against the rational design of Taylor forgets the human dimension of the worker. He concludes that the staff needs and motivations that are not only economic. Mayo ensures that the yield increases when these are met. He advocates a labor organization concerned with these needs and enable workers to build personal relationships and groups, in order to motivate them and make them more productive. [...]

[...] Its purpose is to ensure the overall effectiveness of the organization through one of its staff. Should upstream acquisition, mobilization of human resources in sufficient quality and quantity. Initially, this acquisition comes down to recruiting from the requirements analysis and definition of positions. This definition of job calls for a careful analysis of tasks or activities to be performed to define the best possible profile, which is closely related to the jurisdiction of the officer sought "the right man in the right place need. [...]

[...] Factor Motivation and Performance Nowadays companies operate in an economic environment increasingly demanding. They need to grow and prosper. There is thus an uphill battle at their level. The consumer is even more demanding. New technologies are increasing and financial markets extremely sensitive. And many other things come to interfere with the life of the company. All this highlights the need for comparison between companies. The performance remains a fundamental concept on which companies should focus to become master of their market. Good human resource management must therefore returns. [...]

[...] Measures of financial motivation Compensation is the primary motivating factor. She is indeed that ensures the satisfaction of subsistence needs. Financial incentives are effective in mobilizing staff, as they grow to detect and reward commitment, performance and results of the most productive employees. Measures of financial motivation 1 Motivate creating a sense of belonging Non-financial incentives can be designed to create a sense of belonging, to strengthen ties between employees to create a team spirit. They may concern the organization of group activities. [...]

[...] Herzberg attempts to identify drivers of satisfaction and dissatisfaction factors at work. It detects 2 types: Hygiene the environmental factors (noise, heat, salary, status, relationships,) they are related to working conditions and must have a basic level. If the conditions are below this minimum level, the work suffers, but productivity is not influenced upward if working conditions are above the basic level. These conditions must be met in order not to generate dissatisfaction. The meaningful factors - motivation - (career development, responsibility, autonomy ) These factors correspond to meaningful higher Maslow. [...]