Case Study
CASE STUDY
Q1: Using your understanding of the work of Herzberg, which motivators can you see in action at Siemens?
Frederick Herzberg proposed a very popular theory of motivation termed as the two- factor theory, or motivation – hygiene theory has been widely accepted by managers concerned with the problem of human behavior at work.
There are two distinct aspect of the motivation- hygiene theory.
Intrinsic factors such as achievements, recognition, the work itself, responsibility, advancement and growth seem to be related to job satisfaction. These factors are variously known as motivators, satisfiers or job content factors.
When questioned as to when they felt good about their work employees tended to attribute these characteristics to themselves.
On the other hand, when they were dissatisfied, they tended to attribute it to extrinsic factors such as company policy and administration, supervision, working conditions, salary, status, security and interpersonal relations .These factors known as dissatisfiers ,hygiene factors, maintenance factors or job- context factors.
According to Herzberg satisfaction and dissatisfaction are not opposite poles of one dimension, they are two separate dimensions. Satisfaction is affected by motivators and dissatisfaction by hygiene factors.
This is the key idea of Herzberg and it has important implications for mangers.
The motivation theory of Herzberg show that staff works better when valued, felt good about their work and have job satisfaction. Siemens has three main development programs, which is designing for ‘Entry level talent’. This entry-level talent means fresh graduates who are going to begin their career with Siemens after education. For these new talents they are developing three programs. * Apprenticeships * Siemens Commercial Academy * Siemens Graduate Programs Apprenticeships: People become skilled worker through a combination of classroom instruction and on-the-job training by a structured process
Q1: Using your understanding of the work of Herzberg, which motivators can you see in action at Siemens?
Frederick Herzberg proposed a very popular theory of motivation termed as the two- factor theory, or motivation – hygiene theory has been widely accepted by managers concerned with the problem of human behavior at work.
There are two distinct aspect of the motivation- hygiene theory.
Intrinsic factors such as achievements, recognition, the work itself, responsibility, advancement and growth seem to be related to job satisfaction. These factors are variously known as motivators, satisfiers or job content factors.
When questioned as to when they felt good about their work employees tended to attribute these characteristics to themselves.
On the other hand, when they were dissatisfied, they tended to attribute it to extrinsic factors such as company policy and administration, supervision, working conditions, salary, status, security and interpersonal relations .These factors known as dissatisfiers ,hygiene factors, maintenance factors or job- context factors.
According to Herzberg satisfaction and dissatisfaction are not opposite poles of one dimension, they are two separate dimensions. Satisfaction is affected by motivators and dissatisfaction by hygiene factors.
This is the key idea of Herzberg and it has important implications for mangers.
The motivation theory of Herzberg show that staff works better when valued, felt good about their work and have job satisfaction. Siemens has three main development programs, which is designing for ‘Entry level talent’. This entry-level talent means fresh graduates who are going to begin their career with Siemens after education. For these new talents they are developing three programs. * Apprenticeships * Siemens Commercial Academy * Siemens Graduate Programs Apprenticeships: People become skilled worker through a combination of classroom instruction and on-the-job training by a structured process