What motivates people at work? Critically evaluate the contribution of theory and research to understanding of how and why people are motivated at work.
What motivates people at work? Critically evaluate the contribution of theory and research to understanding of how and why people are motivated at work.
There have been a large number of theories looking into motivation at work and the factors which affect it. In this essay I will be exploring three key theories in the area, each provides a very different angle on what motivates employees at work.
To begin I will look at a need theory of motivation, Herzberg’s Two-Factor Theory (1959), as the name suggests need theories concentrate on the need’s of the employee as the main source of motivation. Herzberg built upon Maslow’s hugely influential Hierarchy of Needs (1954). Conducting research on 203 American accountants and engineers he looked at what makes employees satisfied and dissatisfied at work. Contrary to Maslow’s theory Herzberg suggests that motivation is not measured on one linear scale from satisfied to dissatisfied, but rather the two are independent of each other and form separate scales. The first group which determines dissatisfaction (or de-motivation) are named Hygiene factors which include our basic needs such as our pay and safety. The addition or improvement of hygiene factors can only lead to contentment in employees and not motivation. The second group which determines satisfaction are named Motivators, these include our internal needs such as our need to achieve, to be recognised and given responsibility. A decline or lack of motivators will not de-motivate employees, but adding them can lead to increased motivation.
Research on the theory has provided both support and criticism. To begin with the theory is supported by the number of successful replications as reported by Hodgetts and Luthans (1991), these replications have taken place across the world and in a wide variety of different job sectors and still achieved the same results.
The main area of criticism for the Two-Factor theory targets the methodology of the research it was
There have been a large number of theories looking into motivation at work and the factors which affect it. In this essay I will be exploring three key theories in the area, each provides a very different angle on what motivates employees at work.
To begin I will look at a need theory of motivation, Herzberg’s Two-Factor Theory (1959), as the name suggests need theories concentrate on the need’s of the employee as the main source of motivation. Herzberg built upon Maslow’s hugely influential Hierarchy of Needs (1954). Conducting research on 203 American accountants and engineers he looked at what makes employees satisfied and dissatisfied at work. Contrary to Maslow’s theory Herzberg suggests that motivation is not measured on one linear scale from satisfied to dissatisfied, but rather the two are independent of each other and form separate scales. The first group which determines dissatisfaction (or de-motivation) are named Hygiene factors which include our basic needs such as our pay and safety. The addition or improvement of hygiene factors can only lead to contentment in employees and not motivation. The second group which determines satisfaction are named Motivators, these include our internal needs such as our need to achieve, to be recognised and given responsibility. A decline or lack of motivators will not de-motivate employees, but adding them can lead to increased motivation.
Research on the theory has provided both support and criticism. To begin with the theory is supported by the number of successful replications as reported by Hodgetts and Luthans (1991), these replications have taken place across the world and in a wide variety of different job sectors and still achieved the same results.
The main area of criticism for the Two-Factor theory targets the methodology of the research it was