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Herzberg's theory concentrates on the importance of internal job factors as motivating forces for employees. He designed it to increase job enrichment for employees. Herzberg wanted to create the opportunity for employees to take part in planning, performing, and evaluating their work. He suggested to do this by: [4] [5] [10]
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Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
Frederick Irving Herzberg (April 18, 1923 – January 19, 2000 [1]) was an American psychologist who became one of the most influential names in business management. [2] [3] He is most famous for introducing job enrichment and the Motivator-Hygiene theory. His 1968 publication "One More Time, How Do You Motivate Employees?"
Fun should not be looked at as something that cannot be achieved during work but rather as a motivation factor for the staff. However, the type of fun in the workplace needs to be considered by the manager. Depending on the learning types of their employees, it is not always productive depending on the personalities of their employees. [4]
Whether one looks at the type of culture—strong, strategically appropriate, or adaptive—as Kotter & Heskett do, [30] or at the style of culture—Clan, Adhocracy, Market, or Hierarchy—as Cameron & Quinn do, [31] the connection between culture and motivation becomes clear and provides insights into how to hire, task, and motivate employees.
Managers are always looking for mistakes from employees, because they do not trust their work. [6] Theory X is a "we versus they" approach, meaning it is the management versus the employees. [6] The soft approach is characterized by leniency and less strict rules in hopes for creating high workplace morale and cooperative employees. [7]
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