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Interpretation And Criticism Of Herzberg Theory Accounting

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    Peoples do non reflect on what motivates them in the workplace. The factors that motivates employees can take to occupation satisfaction, which may increase their productiveness. What motivates one employee in the same organisation, non needfully motivates another employee. Sadri and Bowen ( 2011 ) indicated that employees that are motivated, work harder and bring forth higher quality and greater measure of work.

    There are several research workers that have a different definition of motive. Bateman and Snell ( 2007, p.427 ) stated that “ motive refers to forces that energize, direct, and prolong a individual ‘s attempts. ” As an add-on to this definition Gomez-Mejia, Balkin & A ; Cardy ( 2011, p.61 ) refers to motivation as “ a individual ‘s desire to make the best occupation or to exercise maximal attempt to execute assigned undertakings. ” It is of import for directors to cognize what motivates the employees, in order to hold motivated employees, satisfied with their occupation that leads to accomplishing the organisational ends.

    In this chapter a brief account will be given of the Herzberg Two Factor Theory, which is based on the content theory. The content theory ( Locke, 1976 ) specifies the particular demands of an person in order to be satisfied with his or her occupation ( Cited in Udechukwu, 2009 ) . Further this chapter will explicate the intent of this study, job statement and apparatus of the study.

    1.2 Background

    Herzberg ( 1968 ) stated in the Two-Factor Theory of Motivation that “ there were two factors driving employee satisfaction in the workplace: motive factors ( or incentives ) and hygiene factors. ” ( Cited in Hyun & A ; Oh, 2011, p.103 ) The theory is based on the distinction between the two factors, the intrinsic and extrinsic factors. Malik ( 2011 ) stated that the difference between the intrinsic and extrinsic factors is based on “ demands related to premier human features, the ability to accomplish and through that accomplishment to see psychological growing. ”

    All over the universe and besides in Curacao, people should be motivated. In every organisation the incentives and hygiene factors can be different, but it is besides of import whether to two factors relate to each other.

    1.3 The Purposes of the Research

    The intent of this study is: 1 ) to hold a position on what are the chief incentives for employees in a jurisprudence house, 2 ) to hold a position on what are the chief hygiene factors for employees in a jurisprudence house and 3 ) to find whether the Herzberg theory is besides applicable at a jurisprudence house in Curacao.

    1.4 Problem Statement and Sub jobs

    Problem statement

    How can employees in a jurisprudence house in Curacao be motivated?

    Sub jobs

    What are the chief incentives of employees in a jurisprudence house?

    What are the chief hygiene factors of employees in a jurisprudence house?

    How is the Herzberg theory consistent with the motive of employees in a jurisprudence house?

    1.5 Restrictions

    For this research merely employees of one jurisprudence has been interviewed, therefore the decision will non be generalized for all jurisprudence houses in Curacao.

    1.6 Setup of the study

    The apparatus of the study is as follows: Chapter 2 will show a literature reappraisal that emphasizes the Herzberg theory, the incentives and hygiene factors in jurisprudence houses. Chapter 3 will discourse the methodological analysis used for this research. Chapter 4 will explicate the consequences of the survey with respect to incentives and hygiene factors in a jurisprudence house. And whether Herzberg theory can be applied in a jurisprudence house in Curacao. Chapter 5 will depict the decisions and recommendations.

    Chapter 2 Literature Review

    2.1 Introduction

    This literature reappraisal will cover research done with respect to the two-factor theory of Herzberg. Not merely a more in depth account, readings of the theory, but besides critic on the theory.

    Am penetration of research workers will besides be presented based on interview or research in jurisprudence houses with respect to motive. Some factors are mentioned in research that might act upon occupation satisfaction.

    2.2 Interpretation and unfavorable judgment of Herzberg theory

    There are several readings on the Herzberg theory. Rajput, Bakar and Ahmad ( 2011, p. 551 ) indicated that Herzberg theory suggested that “ occupation satisfaction and occupation dissatisfaction are two independent concepts, each influenced by a different set of factors. ” An addition in demands related to occupation satisfaction non needfully would act upon occupation dissatisfaction. Incentives are factors of the work itself, which are related to occupation satisfaction. Hygiene factors are “ context ” of how the work can be performed, which are related to occupation dissatisfaction. Herzberg has identified motive factors as: “ accomplishment, acknowledgment, the work itself, duty and promotion. ” Hygiene factors were labelled as: “ wage, supervising, interpersonal dealingss, policy and disposal ” ( Evans & A ; Olumide, 2010, p. 75 ) Udechukwu ( 2009 ) indicated that this theory suggest that satisfaction is reliable of incentives and hygiene factors can ensue in dissatisfaction.

    The theory of Herzberg has besides been criticized. Ewen ( 1964 ) was of the sentiment that “ he had investigated a narrow scope of occupations, and used merely one step of occupation attitudes. ” ( Cited in Smerek & A ; Peterson, 2007, p.231 ) Hyun and Oh ( 2011 ) stated that the two factor theory is non applicable to all types of organisation, based on assorted incompatibilities methodologically.

    The figure below give an illustration of the motivation-hygiene factor theory. By taking the dissatisfaction of a occupation, does non needfully makes the occupation satisfied.

    Figure Herberg motivation-hygiene factor theory

    hypertext transfer protocol: //mathehu.files.wordpress.com/2010/04/herzberg_2.jpg

    Beginning: Mathehu Weblog

    2.3 Motivation in jurisprudence houses

    Like any organisations employees in a jurisprudence houses should besides be motivated. Morgenstern ( 1996 ) stated based on an interview with a jurisprudence house secretary, a incentive might be “ look of assurance ” . The secretary referred to “ no cost or low cost inducements can be peculiarly utile for actuating employees of little jurisprudence houses. ” ( p.91 ) This can be allocated as a motivational factor. Sheriff ( 2007 ) stated that fiscal inducements are going less of import for employees to experience motivated. Sheriff refers to the battle of people that might be of import for employees of jurisprudence to experience motivated. This can be related to both incentives every bit good as hygiene factors.

    2.4 Decision

    The conceptual model of Herzberg theory as indicated in this chapter, is that there are two factors that influence the satisfaction and dissatisfaction of an employee in a workplace, which are incentives and hygiene factors. The motion in one factor does non needfully, act upon the other factor. Herzberg is of the sentiment that both factors are needed in order an employee to be motivated. There is a tendency based on research that employees of jurisprudence houses are less motivated with fiscal inducements.

    In the following chapter consequences are presented with the respect to the incentives and hygiene factors of the employees in a jurisprudence house. And besides whether based on the research consequences the two-factor theory can be applied in a jurisprudence house.

    Chapter 3 Methodology

    3.1 Introduction

    This chapter will supply an account of the methodological analysis of the research. The aim of the survey is to hold a description of what motivates employees in a jurisprudence house and to what extent the two-factor theory can be applied.

    3.2 Procedures

    This is a descriptive research to depict to motivation factors of a jurisprudence house. A study will done with questionnaire consisting of structured inquiries with closed-ended inquiries. A chance sampling is used with simple random sampling.

    The long-form MSQ ( Hyun & A ; Oh, 2011 ) has been used, which consist of intrinsic, extrinsic and general occupation satisfaction graduated tables.

    3.3 Participants

    The mark population is employees working in a little jurisprudence house. A sum of 5 employees and 2 directors were selected for the interview. The employees is a sample across the house, hence non merely attorneies were selected.

    3.4 Instruments

    A questionnaire is used dwelling 13 inquiries with nominal and interval degree. Hyun and Oh ( 2011, p.107 ) stated that “ the dependability and cogency of the long-form MSQ were reported to be stronger than those of the short-run MSQ. ” The first portion of the questionnaire ask demographic information of the participant and the 2nd portion focal point on the intrinsic, extrinsic and general occupation satisfaction. Each portion consisted of 5 variables and anchored with a 5 point graduated table, from “ really disgruntled to really satisfied ” .

    3.5 Representative

    This research has been done merely in one little jurisprudence house in Curacao, hence the consequences can non be generalized for all jurisprudence houses in Curacao.

    .

    Chapter 4 Motivators in a jurisprudence house

    4.1 Introduction

    Respondents ‘ Profile

    Motivation factors

    Hygiene factors

    Examination of Herzberg theory in a jurisprudence house

    Decision

    Chapter 5 Conclusion and Recommendations

    5. 1 Introduction

    5. 2 Decision

    5.3 Recommendations

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