Job Design and Motivation
There have been sufficient changes regarding job design over the past decades, including the rising popularity of new practices such as employee involvement (Maxwell, Richard & Sandra 2008). With new induction of theories, an analysis to illustrate the similarities and differences was made between the content and process theories; chosen theories being the two-factor theory and equity theory respectively. Implications of integrating various theories like the Job Characteristics Model (JCM) by Herzberg and Oldham (1980) and the four major approaches to job design will be discussed, focusing on how they influence motivation in practice.
1.0: Content and Process Theories
Content theories focus more on the intrinsic factors that affect behaviors of people. Users of these theories concern themselves with the factors and needs that drive individuals. Process theories aim to comprehend the different variables that influence a person’s behavior. They seek to understand how thought processes lead to certain actions, influencing the way people act to attain the rewards (Wood et al. 2010).
1.1: The Two-Factor Theory
One of the main content theories to have surfaced in the last century is Herzberg et al’s (1959) two-factor theory, which identified hygiene and motivators as factors that affect an individual’s job satisfaction. Hygiene factors are mainly extrinsic to the work itself (examples include work conditions, salary and security) whereas motivators are mostly intrinsic (achievement, growth and recognition). Herzberg stated that motivators and hygiene factors are two distinct entities, thus elimination of hygiene factors does not necessarily warrant motivation. He also suggested that associating intrinsic outcomes such as opportunities for personal growth and recognition with work would trigger motivation (Robbins 2001). Potter and Lawler’s investigation in 1968 (cited in Gallagher & Einhorn 1976) also led to the hypothesis that when compared to external rewards, there
1.0: Content and Process Theories
Content theories focus more on the intrinsic factors that affect behaviors of people. Users of these theories concern themselves with the factors and needs that drive individuals. Process theories aim to comprehend the different variables that influence a person’s behavior. They seek to understand how thought processes lead to certain actions, influencing the way people act to attain the rewards (Wood et al. 2010).
1.1: The Two-Factor Theory
One of the main content theories to have surfaced in the last century is Herzberg et al’s (1959) two-factor theory, which identified hygiene and motivators as factors that affect an individual’s job satisfaction. Hygiene factors are mainly extrinsic to the work itself (examples include work conditions, salary and security) whereas motivators are mostly intrinsic (achievement, growth and recognition). Herzberg stated that motivators and hygiene factors are two distinct entities, thus elimination of hygiene factors does not necessarily warrant motivation. He also suggested that associating intrinsic outcomes such as opportunities for personal growth and recognition with work would trigger motivation (Robbins 2001). Potter and Lawler’s investigation in 1968 (cited in Gallagher & Einhorn 1976) also led to the hypothesis that when compared to external rewards, there
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