Introduction
An organization is necessary for the operation of a company, this organization is made up of individuals, employees or subordinates who, working together, fulfill the achievements of a company. The worker, a key element in any organization, has different personal needs and objectives that influence their working life, including work motivation and there are, in turn, factors that influence to satisfy and achieve them or not.
To understand it better, there is a theory called "Herzberg Theory" or "Herzberg Factor Theory" that explains how the worker satisfies his needs. What is Herzberg's Two Factor Theory about? What are these factors? Why does it influence the company? What can we do to achieve worker satisfaction? These topics will be discussed below.
General objective
Explain the fundamental aspects of this theory depending on the employees or subordinates of a company.
I. Herzberg's Two Factor Theory
The Motivation-Hygiene Theory, also known as the Two Factor Theory, establishes that the factors that generate dissatisfaction in workers are totally different in nature from the factors that produce satisfaction. The theory starts from the fact that man has a double system of needs: the need to avoid pain or unpleasant situations and the need to grow emotionally and intellectually. Because they are qualitatively different, each type of need in the world of work requires different incentives. That is why we can speak of two types of factors that intervene in motivation at work.
He formulated the theory of the two factors to better explain the behavior of people at work and raises the existence of two factors that guide the behavior of people.
1.1 Hygienic Factors
Dissatisfaction is primarily the result of hygiene factors. If these factors are missing or inappropriate, they cause dissatisfaction, but their presence has very little effect on long-term satisfaction.
Hygiene factors
- Salary and benefits: An economic need, being a hygienic factor because the salary is paid by the boss or the person who hires you Company policy and its organization: It refers to the fact that the employee is regulated by a company policy, which In most cases it is vital for the fulfillment of the company's objective. Relations with co-workers: The worker will always be in a work environment, therefore there will always be relationships with co-workers, from the start of the day in a direct and indirect Physical environment: The place, be it an office, a kitchen, a production area, where the work of the worker or collaborator is carried out Supervision: When there is a person who watches over your entire procedure during the job,for some people this can be the result of dissatisfaction. Status: The "status" you have within the organization of the company. Job security: As a collaborator we always seek in a job to have insurance within the job, not only that, but also a box savings, an incentive that helps.Growth, maturity and consolidation: This refers to your development in the company, you are promoted and promoted, how much you contribute to the company and how your performance has been, this cannot be controlled by the The worker is therefore a factor of dissatisfaction, on the contrary, the company measures that and sometimes the results are not what the worker expects.Also a savings account, an incentive that helps.Growth, maturity and consolidation: This refers to your development in the company, you are promoted and promoted, how much you contribute to the company and how your performance has been, this is not can control the worker therefore it is a factor of dissatisfaction, on the contrary the company measures that and sometimes the results are not what the worker expects.Also a savings account, an incentive that helps.Growth, maturity and consolidation: This refers to your development in the company, you are promoted and promoted, how much you contribute to the company and how your performance has been, this is not can control the worker therefore it is a factor of dissatisfaction, on the contrary the company measures that and sometimes the results are not what the worker expects.
1.2 Motivating factors
The satisfaction that is mainly the result of motivational factors. These factors help increase individual satisfaction but have little effect on dissatisfaction.
Motivational factors
- Achievements and recognition: It refers to the recognition that you have within the company, this in turn motivates the worker or collaborator Labor independence and responsibility: It lies in the workplace, at work, responsibility gives you the confidence to do the job, in turn, is the motivation of the worker.
2. Bibliographic sources
Bibliography
- Business. (09 of 11 of 2009). wordpress.com. Retrieved on July 1, 2013, from http: // sociologiaempresa / teoria-de-motivcion-de-herzberg / Genesca. (1977). Motivation and enrichment of work. Barcelona: Hispano-Europea Vroom, V. y. (1979). Motivation and top management. Mexico: Trillas.
