Motivation in the workplace
The other day in class we discussed Herzberg’s motivating approach and the different outcomes. This topic was very interesting and informative to me because Herzberg presents many valid points. For example, he calls attention to hygiene factors such as pay raises. I never thought of a pay raise as a hygiene factor before, but after further thought on the issue I can relate to this personally. Many people who do not like their job are usually not dissatisfied due to pay but other aspects of the workplace. Most likely, people will not take a job if they feel that the pay is not adequate for the work they will be performing. When an employee receives a pay increase they will be happy at first, yet sooner or later they will become distressed again because the problem has not been eliminated; just masked for the time being. As Tucker mentions, “Offering them more money does not replace the satisfaction gained from doing fulfilling work.” If an employee hates their job, a pay increase will most likely not make them like it more. Another drawback from rewarding pay raises is the fact that employees will begin to expect it, and will feel that they deserve a pay raise rather than try to earn it.
Herzberg points out that self-actualization is what results with a happy employee rather than hygiene factors. I did not realize this aspect of management before, but I definitely see how it ties in with the rest of HR. It is not an easy task to satisfy an employee; managers are required to think long and hard on such a topic that appears to be simple, yet very crucial to success.
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