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Computer users. Computer users with previous experiences in certain usage bare
expertise in handling most tasks with easiness efforts due to skills possessed and
abilities to cruise through successfully thus accomplishing any task (Schmidt, 2013).
This theory is rooted on the principles that due to existence of certain factors at the work
place, there are those that lead to either job satisfaction or others to job dissatisfaction (Lauby,
2005). This theory was developed by Fredrick Herzberg whom was a psychologist-he attested
that total satisfaction and dissatisfaction act in different phenomenon. These facts are harbored
from research that was carried by Herzberg with an interview of 203 participants from
accounting and engineering fields. This was chosen by the growing importance of professions in
the business sector (Khalifa & Truong, 2010). Herzberg asserted that employees were more
satisfied at their workplace with fulfillment of their dire needs that much concentrated on
psychological gratification rather than compensation policies of the organization. He further
added an idea that the existence of a single set of job characteristic results to work satisfaction
while a different set would lead to job dissatisfaction thus being independent phenomena rather
than continuum with each other (Lauby, 2005).
In order to improve efficiency in the organization, the management must come with a
balance between the two sets of characteristics. This theory has core purposed use with creation
of opportunities in the evaluation, planning, and performance of employees at work. Motivation
hygiene theory can be used in the following instances;
Removal of some management control methods for the employees and increase
accountability and responsibility over the employees work resulting to increased
Provision of periodic and constant feedback on job performance and productivity straight
to workers or employees without any supervision.
This theory has been put into practice in many communist countries with complete successful
implementation yielding positive results thus huge strides (Lauby, 2005). Despites this positive
feedback on the theory, this theory does not give any room for personal traits in most cases
failing to yield results because human beings posses different traits as a result of upbringing. The
assumption of detecting employees happiness by physical outlook is superficial as these
conditions are changed by the environment within a short period of time (Khalifa & Truong,
2010). Employment of these theory might cost a lot of moneys to first time companies due to the
nature, for example, creation of human resource office hence incorporating a lot of expenditure
instead of concentrating on concrete goals of organization with top most being profit
maximization.