—- **FOR NEW STUDENTS**————————————————
- What industry do you work in and what is your role?
- What are your responsibilities in your role/position?
- Can you describe to me the function of your workplace/company?
- How many departments, how many offices. National or International?
- What are the Minimum requirements for employment i.e Education or Experience?
- How many opportunities are there to ‘move up the ladder’?
- What is the process for changing job roles i.e Interview? Test?
General discussion about your workweek:
- What are the factors that lead to job dissatisfaction called?
- What does the two-step process involve?
- How do you create job enrichment?
- Do you know what motivates your team members to give their best? Is it money? Job security? Opportunities for growth? Or, something else?
- In the 1950s, psychologist Frederick Herzberg set out to answer that very question. He wanted to know what factors created job satisfaction and how it impacted people’s motivation. So, he asked them to describe situations where they felt really good, and really bad, about their work and, he found that certain characteristics of a job consistently related to job satisfaction and dissatisfaction.
- Herzberg called the factors that increase satisfaction “motivators.” These are things like achievement, recognition, the work itself, responsibility, advancement, and growth.
- Conversely, the factors that lead to dissatisfaction are called “hygiene factors.” These are: company policies, level of supervision, relationships with supervisors and peers, work conditions, salary, status and security.
- What’s interesting about Herzberg’s findings is that addressing the causes of dissatisfaction does not, in itself, automatically create satisfaction. In fact, increasing satisfaction is a two-step process which involves first eliminating the hygiene factors and then focusing on the motivators that make people happy at work.
- To reduce dissatisfaction in your team, make sure that everyone has meaningful work to do and that their wages are competitive. Also, make it a priority to develop a team culture that is built on respect and dignity. Check in with your people to ensure they’re being treated fairly and respectfully and, that they’re not being held back by unnecessary “red tape.”
- Next, consider how you can boost motivation factors to create job satisfaction. Herzberg called this “job enrichment.” Create opportunities for achievement in your team. Do this by giving people as much responsibility as possible and offer them training and development pathways that will help them to advance their careers.
- Finally, celebrate their achievements and recognize and reward the contribution that each person makes to your organization. If you do this regularly, you might be amazed by the impact that it has on your team’s motivation, performance and productivity.
- Job security = how safe you are in your job, how likely you are to lose your job
- impacted = to have an impact, to alter or change something (neutral)
- consistently = every time. in every case or on every occasion, always happening as expected
- recognition= acknowledgement of / validation. “He was recognised for his Hard work with a bonus”
- Conversely = introducing a statement or idea which reverses one that has just been made.
- “sales of lemons are in decline conversely we are sold out of oranges”