Personally I believe that both the Herzberg Motivation-hygiene theory and the Job characteristic model are correct. Although I feel as though the Herzberg theory has a more clear understanding of what can cause satisfaction and dissatisfaction in the workplace. I think that the motivators directly align to the job characteristics model.
Achievement, Recognition, work, responsibility, advancement, and growth are the motivators in the Herzberg theory. Job characteristics model include skill variety, task identity, task significance, autonomy, and feedback. The way that I compare the two is that work itself correlates with task identity and skill variety. Responsibility relates to task significance. Growth goes together with Autonomy because autonomy is the freedom and being able to work at something yourself allowing one to growth. And achievement and recognition goes together with feedback because you will receive positive feedback when you achieve a new accomplishment or get recognized for your work.
Company Policy, supervision, relationship with your boss, work condition, salary, and relationship with peers are factors that can cause dissatisfaction. I don’t believe that any of these hygiene’s align with the Job characteristic model. If anything I feel as though the hygiene’s just prove that the job characteristic model is in fact true in its own way. If own has bad relationships with those around you then you are not going to receive good or positive feedback. Strict supervision can cause an employee to not have autonomy. While all the hygiene’s may not prove the job characteristic model to be correct, I feel as though none prove it to be incorrect.
Being in the work force myself, I can say that both the elements for satisfaction and dissatisfaction are correct.
NetMBA.com. (n.d.). Retrieved from http://www.netmba.com/mgmt/ob/motivation/herzberg/
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