The Hertzberg Theory of the Motivation Are the Hygiene Factors

Question: How Hertzberg Theory Of The Motivation Is The Hygiene Factors? Answer: Introducation: The key concepts of the Hertzberg theory of the motivation are the hygiene factors and the motivators factors. Such key factors are responsible for the job satisfaction and also results in the job dissatisfaction (chapman, 2017). The hygiene factor of the theory depends on how the policies of the organisation work, supervision of the employees by the managers and the relationship between the employees with this the working conditions, salary, status, and security of the employees in an organisation also matters as the hygiene factors (chapman, 2017). Hertzberg theory of motivation: The motivational factors help to yield the positive satisfaction among the employees and such factors are intrinsic to work. Motivational factors motivate the employees for performing in a superior way in an organisation and are thus known as the satisfiers. Such motivational factors are involved in the performance of the job and find such factors as intrinsically rewarding. Motivational factors symbolise the psychological needs that are to be perceived as the supplementary benefit (chapman, 2017). Motivational factors include the recognition, achievement, promotional opportunities and growth, responsibility and work. The employees are to be recognised and praised for their efforts which are made for achieving the organisational goals and objectives. The sense of achievement among the employees depends on the job. Self motivated employees perform in a better way for achieving the organisational objectives. The promotional and the growth activities also motivate the employee and help to perform their tasks in the better way (Furnham, Eracleous and Chamorro?Premuzic, 2009). A sense of responsibility also motivates the employees towards their jobs it is the responsibility of the superiors to give their subordinates the ownership of the work which may minimise the control but in turn, retains the accountability. The motivators to perform also includes the interesting, challenging and the meaningful which itself motivates the employees to perform in a better way (Michaelson, 2005). Hertzberg theory of motivation for motivating the employees working in a fast food chain industry: It is believed that for truly motivating the employees business requires such conditions which make the employees feel fulfilled in the workplace. The fast food chains aim to motivate the employees by paying attention to the both the hygiene and motivational factors of the Hertzberg theory of motivation. The chains can motivate and empowers the employees through the timely and the appropriate communications and providing the healthy environment working culture to the employees (Furnham, Eracleous and Chamorro?Premuzic, 2009). The equal responsibilities are to be delegated to the employees with the involvement of the staff in the decision making. The chain can hold the forum every year where the staff can be a part of the discussion. The employees are to be recognised for their work and are to be rewarded for the work done by them. Law of Requisite Variety: This law of Requisite Variety is also known as the Only variety absorbs variety and is the most important law of the control. The variety of Regulators helps in watching the variety of the system that regulates it and is known a Ashbys Law (Godsiff, 2010). The major management cybernetics depends on the fact that the only variety absorbs variety. The law develops an understanding that the only system has the requisite variety if it must match the variety of the System it regulates. This is called Ashby's Law. Most of Management Cybernetics depends on the fact that "only variety absorbs variety." The law tells us thata "system" only has "requisite variety" if its range the responses at least as big as the number of different stimuli encountering in the environment. The organisational system without the requisite variety will tend to fail whenever encounters the unpredicted and the not viable system" (Godsiff, 2010). For example in a business where the organisation is having the limite d set of responses is unable to react towards the unforeseen stimuli for changes in the market conditions. The law of requisite variety is necessary for the changing nature of the organisations and for the imperatives effective and efficient in today's leadership. The law helps the organisation to be adaptable and flexible towards the business environment and to control their fate of success. In the absence, the organisation may be subjected to the increasing variety (Kalina, 2011). This law act as the regulator for controlling and adjusting the system and the requirement of the organisation as per the challenging environment. By designing the framework such as team and functional process in the organisation as per the law of requisite for matching the organisational complexity and is hoped that the unexpected surprises in an organisation can be minimised and the information related to the matters of the corporate governance would flow in the smooth and timely manner in the higher level of the organisation (Kalina, 2011). The non application of the law in an organisation will result in the corporate threat with issuing the internal processes towards the corporate risk and may harm the corporate governance with increasing organisational vulnerability with failure in the different processes of the organisation (Poulis and Poulis, 2015). Hence, as per the Ashby law, the variety of control system or the regulators must be equal to the different situation that is to be regulated (Poulis and Poulis, 2015). Hence the opaqueness and complexity in the organisation increase, with the complexity and diversity of acquisition of company information and regulatory control. Conclusion: Such motivational factors increase the level of the employee performance in an organisation with their commitment towards the workplace. These factors act as the major elements of the working environment they do not increase the satisfaction level, but there absence may result in the dissatisfaction. Hence the hygiene and the motivators are significant for an organisation for achieving the organisational goals and objectives. The second activity discussed the Law of Requisite Variety which explains that the degree of a companys applicable environmental difficulty is to be coordinated by the equivalent degree of internal complication in order for survival in the present competitive market. Such idea is to fit between an organization and the environment is one of the most lasting ideas in the field of organization theory. References chapman, a. (2017).frederick herzberg motivational theory, motivators, and hygiene factors, free herzberg diagrams. [online] Businessballs.com. Available at: https://www.businessballs.com/herzberg.htm [Accessed 3 May 2017]. Furnham, A., Eracleous, A. and Chamorro?Premuzic, T. (2009). Personality, motivation and job satisfaction: Hertzberg meets the Big Five.Journal of Managerial Psychology, 24(8), pp.765-779. Godsiff, P. (2010). Service Systems and Requisite Variety.Service Science, 2(1-2), pp.92-101. Kalina, J. (2011). Law of requisite variety: a case of IT and business alignment.Journal of Systems Integration, 2, pp.47-53. Michaelson, C. (2005). Meaningful Motivation for Work Motivation Theory.Academy of Management Review, 30(2), pp.235-238. Poulis, K. and Poulis, E. (2015). Problematizing Fit and Survival: Transforming the Law of Requisite Variety Through Complexity Misalignment.Academy of Management Review, 41(3), pp.503-527.