During initial days at our workplace, when proper goal is not set employee tends to get motivated easily when they figure out something that resolve the problem at task but at the same time do get de-motivated when they happen to struggle. This leads to the question about employee motivation and factor that can contribute leads to increase in motivation as well as minimise dissatisfaction.
One blatant way of looking at this issue could be as following: - Employee getting paid, is that not enough reason for employee to be motivated?
Similar theory related to financial based reward was proposed by Tylor know as “Scientific Management”. Then comes another theory named “Hierarchy of needs” by Maslow.
Fredrick Herzberg theory of “Two factor” seems to have somewhat captured industry imagination of managing employee.
Herzberg states, satisfaction and psychological growth was a factor of motivation factors. Dissatisfaction was a result of hygiene factors.
· Hygiene Factors: are needed to ensure an employee does not become dissatisfied. They do not lead to higher level of motivation, but without them there is dissatisfaction.
· Motivation factors are needed in order to motivate an employee into higher performance.
Combining the hygiene and motivation factors results in four scenarios is:
o High Hygiene + High Motivation: The ideal situation where employees are highly motivated and have few complaints.
o High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. The job is perceived as a paycheque.
o Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salaries and work condition are not up to par.
o Low Hygiene + Low Motivation: The worst situation. Unmotivated employees with lot of complaints.
Satender Kumar Mall