Introduction
Employee dissatisfaction is one of the significant issues that companies face today. As businesses expand and grow, they must continue providing opportunities for advancement and growth to employees to keep them driven. Herzberg’s theory is a motivational theory of work satisfaction that explains two general types of inspiration: intrinsic and extrinsic (Chiat & Panatik, 2019). This theory suggests two determinants of satisfaction: the level of fulfillment of basic needs and the effort level required to perform a job (Mehrad, 2020).
Herzberg’s Motivational Theory
The theory states that incentive is an internal process that can be influenced by variables external to the individual. Herzberg’s theory suggests that factors considered dissatisfiers or hygiene factors do not encourage people or help them perform better (Chiat & Panatik, 2019). Motivators help employees perform better and unleash their hidden potential. These promoters make work more interesting and exciting, so employees work with more enthusiasm and commitment.
Defining the Issue of Demotivation
As a member of the senior leadership, I propose that Herzberg’s theory be applied by keeping hygiene or dissatisfiers to a minimum by providing a suitable work environment. Employees can perform better at work with more support and feedback (Paais & Pattiruhu, 2020). There should be more motivational factors, such as opportunities for promotion and recognition, which will make them feel valued for their hard work. To achieve this, companies must manage the organizational structure so that employees are engaged and happy.
The theory can mitigate demotivation by ensuring hygiene factors are minimal. It can also be achieved by ensuring employees do not face problems such as long working hours and harsh bosses (Paais & Pattiruhu, 2020). This will not only help with demotivation but also assist with supporting their well-being (Mehrad, 2020). All these factors will lead to a motivated and satisfied employee, leading to higher performance at work.
Application of the Theory to the Issue of Demotivation
To mitigate the issue of demotivation, anxiety, and signs of distress among workers through the use of Herzberg theory as a member of senior leadership in the company, I would propose a training program per the above specification for employees individually. A highly knowledgeable and experienced trainer should deliver the program with a good track record in leadership training (Prasad Kotni & Karumuri, 2018). In addition, the program should be built around two activities: one that allows employees to explore the factors that motivate them and to develop a means of identifying when they experience these factors.
The second level should focus on developing skills in managing stressors, meeting deadlines, working effectively in teams, dealing with conflict, and enhancing individual confidence. Thus, this program should be designed in such a way as to provide a forum for people to express their concerns regarding their work environment issues.
Conclusion
In conclusion, Herzberg’s theory can be applied by ensuring minimal hygiene factors. It will help with the anxiety in identifying what is causing the distress, managing stress levels, and providing an environment where employees feel comfortable expressing their feelings concerning their assigned jobs within the company. It will not only help with the demotivation but also support their well-being.
Moreover, developing a program that trains employees will help mitigate dissatisfiers. This program will also provide a forum for staff to talk about their issues, which will help the senior leaders in the company to develop ways of ensuring job satisfaction. All these aspects will contribute to workers’ motivation and satisfaction, leading to higher performance at work.
References
Chiat, L. C., & Panatik, S. A. (2019). Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: A systematic literature review. Journal of Research in Psychology, 1(2), 10-15. Web.
Mehrad, A. (2020). Evaluation of academic staff job satisfaction at Malaysian universities in the context of Herzberg’s Motivation-Hygiene Theory. Journal of Social Science Research, 15, 157-166. Web.
Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics, and Business, 7(8), 577-588. Web.
Prasad Kotni, V. V., & Karumuri, V. (2018). Application of Herzberg Two-Factor Theory Model for Motivating Retail Salesforce. IUP Journal of Organizational Behavior, 17(1). Web.