|1.0 Introduction |
|EXECUTIVE SUMMARY |
|1.0 Introduction |
|1.1 Origin |
The preparation of this ...view middle of the document...
|1.3 Scope |
In this report we have covered a brief description and analysis of impact of Hygiene- Motivation factors on employees of an organization. For this, we analyzed the satisfaction dissatisfaction of the employees of Pawla Knitwear (Pvt.) Ltd. For the better study we decided to take information from 30 employees. In this report, our group has focused on the factors leading to job attitudes. We divided them into two sectors. They are, factors leading to job satisfaction and leading to dissatisfaction.
|1.4 Methodology |
A study has been carried out to analyze the impact of hygiene-motivation factors on the employees. This study has been based mainly on sources of primary data. We also collected secondary data by surfing internet and studying relevant books. Our group selected Pawla Knitwear (Pvt.) Ltd for the survey. For this, we prepared the questionnaire and distributed among 30 employees of the organization. The employees helped us by providing their opinion on the questionnaire. Our group has converted those data to tables and graphs. We analyzed carefully their opinions. By giving them a structure and presenting them in an understandable way we have prepared this report.
|2.0 Hygiene - Motivation theory (Two Factor Theory) |
The Hygiene- Motivation theory (Two Factor Theory) was proposed by psychologist Frederick Herzberg in 1959 in his book “The Motivation to Work”.
Herzberg's ideas relate strongly to modern ethical management and social responsibility, and very directly to the Psychological Contract. Herzberg's ideas were developed several decades before proper consideration and description of these more recent and important organizational perspectives.
He developed the theory where he considers motivation factors as the satisfaction factors and the hygiene factors as maintenance factors. The term "hygiene" refers that their presence avoid dissatisfaction but that by them do not provide satisfaction. These factors are needed to ensure an employee is not dissatisfied. Herzberg's research proved that people will strive to achieve 'hygiene' needs because they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is temporary.
The term “motivation” refers that they are necessary for satisfaction but they has no contribution for dissatisfaction. Motivation factors are needed to motivate an employee to higher performance.
The opposite of satisfaction is not dissatisfaction, but it refers no satisfaction. Similarly, the opposite of dissatisfaction is no dissatisfaction.
Herzberg was the first to show...