Herzberg's motivational and Hygiene factors Frederick Herzberg wrote several famous books and articles about worker motivation. He distinguished between a motivational factors giene factors Project H R Management
Project H R Management 16 Herzberg’s Motivational and Hygiene Factors ◼ Frederick Herzberg wrote several famous books and articles about worker motivation. He distinguished between ◼ motivational factors ◼ hygiene factors
Herzberg's motivational and Hygiene factors motivational factors: achievement(5x ii), recognition (E2), the work itself, responsibility advancement (进步), and growth(发展), which produce job satisfaction hygiene factors: cause dissatisfaction if not present, but do not motivate workers to do more. Examples include larger salaries, more supervision(h X), and a more attractive(吸引人的) work environment Project H R Management 17
Project H R Management 17 Herzberg’s Motivational and Hygiene Factors ◼ motivational factors: achievement(成就), recognition （重视）, the work itself, responsibility, advancement （进步）, and growth（发展）, which produce job satisfaction ◼ hygiene factors: cause dissatisfaction if not present, but do not motivate workers to do more. Examples include larger salaries, more supervision（监督）, and a more attractive（吸引人的） work environment
McGregor's Theory X andy Douglas mc gregor popularized the human relations approach to management in the 1960s a Theory X: assumes workers dislike and avoid work so managers must use coercion(强迫), threats(威胁) and various control schemes to enforce adequate efforts to meet objectives a Theory I: assumes individuals consider work as natural as play or rest and enjoy the satisfaction of esteem and self-actualization needs Project H R Management 18
Project H R Management 18 McGregor’s Theory X and Y ◼ Douglas McGregor popularized the human relations approach to management in the 1960s ◼ Theory X: assumes workers dislike and avoid work, so managers must use coercion(强迫), threats（威胁） and various control schemes to enforce adequate efforts to meet objectives ◼ Theory Y: assumes individuals consider work as natural as play or rest and enjoy the satisfaction of esteem and self-actualization needs