Employee motivation has always been a critical problem for
leaders and managers in organizations. Unmotivated employees are likely to
spend little effort in their jobs, avoid the workplace as much as possible and
produce low quality work. On the other hand, employees who feel motivated to
work are likely to be persistent, creative, high quality work and productive.
Motivation is the desire to do things. It is an inner force
which drives individuals to achieve goals and improves the morale to increase
their level of performance, productivity and efficiency. So employees need to be motivated at all
times and it is highly important on achieving company goals as well.
In 1950s, Frederick Herzburg in his motivation – hygiene
theory, gave a new perspective on job attitudes. The frequency percentage of
positively or negatively occurrence determine the attitudinal status towards
their jobs (Hezburg 1966). Positive job
attitude factors such as achievements, recognition, work itself,
responsibility; advancement and growth are called motivational factors.
Another set of factors such as company policies, supervision, relation with
supervisors, subordinates or co workers, work conditions and salary which creates
negative job attitudes are called hygiene factors. General perspective of job attitude
was, opposite of job satisfaction is dissatisfaction and opposite of job
dissatisfaction is satisfaction. According to Herzburg motivation-hygiene
theory it is not true. He described that the opposite of job satisfaction is
not dissatisfaction, but no satisfaction and opposite of job dissatisfaction is
not satisfaction, but no dissatisfaction. With his theory he insists that by
removing the job dissatisfaction of an employee will not make him satisfied,
but will only make him not dissatisfied. As an example I need to be paid on
time each month so I can pay my bills. If I am not paid on time, I get really
unhappy. But when I get paid on time, I hardly notice it. On the other hand,
when my boss gives me a pat on the back, I feel good. I don't expect this every
day and don't especially miss not having praise all of the time.
In Sri Lanka many organizations uses Herzburg motivation-
hygiene theory to motivate the employees. But the question is whether it is
practiced correctly or whether it really motivates the employees. What companies
practice today is that they try to minimize only the hygiene factors, which
will only make the employees no dissatisfaction and do little to improve the motivational
factors, which does not help to satisfy the employees. Many organizations hesitate
to give more responsibilities or advancements to employees even if they have
the right potential where as they are satisfied with the seniors. This will de
motivate the employees and will not bring positive attitude towards their jobs
or the organization even if they change their policies, work conditions and
give increments to the employees to make them satisfy. So maintaining hygiene
factors in an optimal level will not create job satisfaction but the presence
of motivational factors will create job satisfaction.
As an example if an incentive is given it will make the
employee happy but it will not motivate the employee to perform well. But
making the same person employee of the month or give recognition will
definitely motivate him to perform well. As managers it is always important to
be systematic and put an effort on improving the condition of hygiene factors
initially before implementing motivational strategies. So while maintain
hygiene factors in an optimal level it is also important to improve the
motivational factors. Because motivated employees are more productive and will
bring more profits to an organization or a business.
