Discussion Post Response #2

Robert Craft posted Aug 26, 2019 2:48 PM

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Greetings Classmates and Dr. Haried,

Comparison of Herzberg's Motivation-Hygiene Theory and the Job Characteristics Model begins with gaining an understanding of them both. The motivation-hygiene theory is based on the premise of 'motivators/satisfiers' resulting in a state of 'no dissatisfaction'. On the opposite end of the spectrum, 'hygiene factors/dissatisfiers' resulting in a state of 'no satisfaction'. Herzberg identified six top motivators: achievement, recognition, the work itself, responsibility, advancement, and growth. He also identified six top hygiene factors: company policy, supervision, relationship with the boss, work conditions, salary and relationship with peers. How an employee perceives their needs and whether their needs are met dictates their level of satisfaction; either physiological needs or psychological needs (NetMBA, n.d.). The job characteristics model identifies five core job characteristics: skill variety, task significance, task identity, autonomy and feedback from the job. The ability of the manager/leader is able to meet the needs of employees in those areas leads to different psychological states; such as the meaningfulness of work, the responsibility for outcomes of work and knowledge of actual results of work activities. Those psychological states affect work outcomes, like internal work motivation, growth, and overall satisfaction, work effectiveness and absenteeism (Ferris & Fried, 1987).

The motivators or satisfiers are linked or similar to the core job characteristics, in that employees can view achievement as related to task significance. They may see the receipt of recognition, an opportunity for growth and potential for advancement as feedback from the job. Lastly, the work itself and the responsibility of their job can be perceived as a task identity. The hygiene factors or things that lead to dissatisfaction can be linked to the core job characteristics as well, based on how employees perceive them. The policy of the company, supervision, and relationships with the boss and/or peers can be directly related to autonomy (how independent the employee is able to perform). The setup or work conditions and salary for the job the employee has/performs can be seen as based on skill variety. 

All of these things may impact the motivational level, happiness or satisfaction of employees. However, each employee is different and it is near impossible to satisfy everyone with the same thing; you can't make someone want something which they do not want or place value in. Therefore, it isn't that one or both of those theories are right or wrong, but it is important to understand that one size does not fit all. Understanding that would benefit bosses or managers to want to actually get to know or understand their employees' (and potential employees') what's and why's instead of what the boss thinks are the employees' wants or needs. Asking employees questions such as "what motivates you?", "what do you want?" or "why do you want this?" would lead to the boss or manager being able to attempt to meet the needs of the employee as opposed to guessing. This is one of the tactics that First Sergeant (1SG) Craft employed over the years, during his initial meetings/counseling sessions with his subordinates. Doing so led to many of the issues with dissatisfaction being eliminated and helped him create better environments in multiple units. It may be effective in any type of organization or corporation, leading to the leaders being able to improve motivation and satisfaction.

Any feedback would be appreciated,

Robert

References

Fried, Y., & Ferris, G. R. (1987, June 1). The Validity of the Job Characteristics Model: A Review and Meta-Analysis. Personnel Psychology, pp. 287-322.

Herzberg’s Motivation-Hygiene Theory. Retrieved from http://www.netmba.com/mgmt/ob/motivation/herzberg/