Herzberg's Essay: Factors Affecting Employee Motivation.

1.Topic is Motivator-Hygine Theory
2.This is my E book to reference Organizational Behavior but not used as a reference.
3.Conduct an Internet search to find and read 3 recent articles that relate to the term.
4.Select the 1 article that you wish to discuss.
5.Submit a thread that contains the following information in the following format, using the headers so that you ensure that all aspects of the assignment are completed as required. Failure to follow these instructions will result in a 1-point deduction.
a.Definition:
b.Summary: Give a brief summary of the selected article, in your own words.
c.Discussion: 
i.Give a brief discussion of how the article relates to the selected chapter key term. This gives you the opportunity to add value to the discussion by sharing your experiences, thoughts, and opinions. Draw your peers into discussion of topics by asking questions. This is the most important part of the thread.
ii.Biblical Integration: Use at least 1 appropriate scripture verse or narrative from the Bible to support your discussion. Are there any biblical examples of this term, is the term you are responding to related to a term you researched, if so, how? 
iii.Include the complete URL of each article read (use a persistent link for articles from the Jerry Falwell Library).

Definition: The Herzberg Motivators and Hygiene theory is a theory that was developed by the psychologist Fredrick Herzberg in the 1960s(Cox & Klinger,2011). Herzberg was trying to understand other factors that affect employee motivation apart from high salaries. Herzberg`s findings revealed that certain job characteristics are related directly and consistently to job satisfaction while different factors are directly associated with job dissatisfaction.

Summary: This theory discusses the factors that affect employee motivation and are not related to remuneration. The theory explains that there are some characteristics of a job that are associated with job satisfaction consistently while other factors are associated with bringing about dissatisfaction as the workplace. Herzberg concluded that job satisfaction is not opposite to job dissatisfaction and vice versa (Bhardwaj, 2009). This means that a factor that creates dissatisfaction may be corrected and things settled but may not bring about satisfaction. Characteristics associated with job dissatisfaction are referred to as hygiene factors.

Discussion: The job characteristics that were seen to be consistently related to job satisfaction include: Achievement, recognition, Work itself, Responsibility, Advancement in carrier and social life and Growth. The factors that are associated with dissatisfaction (hygiene factors) include; policies of the company, supervision type, relationship with your peers and seniors, conditions at the work place, salary, status and security (Sommerville, 2007). The application of the motivational hygiene theory requires implementation of a process involving two stages. The first stage in this process is elimination of job dissatisfaction. Dissatisfaction can be removed by doing the following; Fixing poor policies and those that employees view as being oppressive, providing supervision that is supportive, effective and non-intrusive, creating and supporting culture of respect and dignity between and among employees and ensuring that the wages are fair and competitive as well as rewarding extra ordinary performance(Mars, 2011). The management also needs to make employees feel a sense of security. The second step is creating conditions that will favor job satisfaction. These conditions can be created by; offering opportunities for achievement, recognizing the contributions of team members and allocating job that is rewarding and which matches the skills of an individual.

Biblical integration

Malachi3:10

Bring the full tithe into the storehouse, that there may be food in my house. And thereby put me to the test, says the Lord of hosts, if I will not open the windows of heaven for you and pour down for you a blessing until there is no more need.

Discussion

References

Bhardwaj, K. (2009). Professional communication. New Delhi: I.K. International Pub. House.

Cox, W. M., & Klinger, E. (2011). Handbook of motivational counseling: Goal-based approaches to assessment and intervention with addiction and other problems. Chichester: John Wiley & Sons.

Mars, R. B. (2011). Neural basis of motivational and cognitive control. Cambridge, Mass: MIT Press.

Sommerville, K. L. (2007). Hospitality employee management and supervision: Concepts and practical applications. Hoboken, N.J: Wiley.

https://www.openbible.info/topics/motivation

https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm

https:https://www.econjournals.com/index.php/irmm/article/viewFile/180/109//www.econjournals.com/index.php/irmm/article/viewFile/180/109

https://www.researchgate.net/.../262639924_Herzberg's_Two-Factor_Theory_on_Wo...www.hraljournal.com/Page/10%20HuichinChu&TsuiYangKuo.pdf 

Discussion board thread

Definition: Organizational behavior notes “motivation can be defined as the forces that influence the voluntary behavior of an individual”

Summary: Motivation is a very important aspect in a class room for effective learning to be achieved. Motivation in class is meant to boast the performance of learners and to help them improve their grades. The personality of an individual is influenced by responses towards reward or punishment. Neuropsychological research has helped to identify different activities undertaken before motivation is achieved through reward (Cloney, Ross, and Motivation, 2014). The paper identifies these activities as the tasks undertaken before taking the reward and the feeling of being given the reward.

Discussion; Motivation is the desire that drives people to do something. This is the primary objective that an individual or groups want to achieve and hence they take action by carrying out a particular activity (Neuropsychological Perspective, 2013). The paper explains that in school, students need to be motivated. They can be encouraged by being given gifts for good performance or being punished for poor performance. The article also argues that at the workplace, employees need to be motivated using various techniques so that they can achieve their individual carrier goals and get other form of rewards.

References

Cloney, Ross. Motivation. 2014. Nature; London 505.7484; 580 

Corr, Philip J., Colin G. DeYoung& Neil McNaughton. Motivation and Personality: A Neuropsychological Perspective. 2013. Social and Personality Psychology Compass 7/3 (2013): 158–175, 10.1111/spc3.12016

Maslow`s Hierarchy of needs theory

Definition; Maslow`s theory of needs is a motivational theory that measures and ranks the needs of an individual depending on the urgency of the needs and their significance (McGrath & Bates, 2013). The lowest needs are physiological needs and at the top of the pyramid are the Self-actualization needs.

Summary: The Maslow hierarchy of needs helps in ranking of needs according to their importance. The needs are categorized into physiological needs, need for love and sense of belonging, self esteem and finally self actualization (Piche?re & Cadiat, 2015).

Biblical integration

Definition: The theory assumes that every human being follows that order in fulfilling their needs and unless all the needs in the pyramid below are fulfilled, one cannot start seeking to fulfill needs that are higher in the pyramid. An employee cannot perform well unless their physiological needs are fulfilled first. The physiological needs include need for food, shelter, and clothing. After these needs are met, a person then begins thinking about the need for love. This is the feeling of being important and valued by people. It s a psychological need and no can do without love. This is created by relations between human beings. The need for self esteem can only be met once a person has felt loved and sense of belonging after which they start struggling to achieve the self actualization needs. 

References

McGrath, J., & Bates, B. (2013). The little book of big management theories ... and how to use them. Harlow, England: Pearson.

Piche?re, P., & Cadiat, A.-C. (2015). Maslow's hiararchy of needs. Namur: 50minutes.

Definition: Empowerment can be defined as creating a spirit or feeling of self determination, meaning, competence, and unlimited potential within a person or a group of persons (Lee, 2011).

Summary: In the article by Smith and Turner” four ways to empower millennial employees”, the techniques that can be used to attract, develop and empower millennial employees are discussed. The paper focuses on creating a sense of belief among a particular group of employees in order to help improve their productivity.

Discussion: The article elaborates on how organizational culture can be used to empower employees. The culture of an organization is very crucial in influencing performance by employees since it gives them a sense of inclusion and belonging in the organization (Fetterman, In Kaftarian & In Wandersman, 2014). In case the organizational culture fails to recognize a particular group of people, it is highly probable they will under-perform as a result of feeling neglected. Empowerment involves removing self doubt within an individual and making them believe that they can perform extra ordinarily. Treating people equally and giving them rewards and word of mouth motivation is an important tool of empowering employees. 

References

 C., & Turner, S., (2016). 4 Ways to Empower Millennial Employees. Wall Street Journal. Retrieved from: https://deloitte.wsj.com/cmo/2016/11/09/4-ways-to-empower-millennial-employees/

. The real meaning of empowerment. The Economist. Retrieved from: https://www.economist.com/node/331641

In Fetterman, D. M. S., In Kaftarian, S. J., & In Wandersman, A. (2014). Empowerment Evaluation: Knowledge and Tools for Self-Assessment, Evaluation Capacity Building, and Accountability.

Hill, A., (2017). Power to the workers: Michelin’s great experiment. Financial Times. Retrieved from: https://www.ft.com/content/4767ebf6-33f7-11e7-bce4-9023f8c0fd2e

Rappaport, J., & Seidman, E. (2000). Handbook of community psychology. New York: Springer Science+Business Media, LLC.

Lee, J. A. B. (2011). The empowerment approach to social work practice: Building the beloved community. New York: Columbia University Press.