Business Part 11: Motivating Your Team Using Herzberg’s Motivators and Hygiene Factors

  • 投稿カテゴリー:Business

Warm Up

—- **FOR NEW STUDENTS**————————————————

  1. What industry do you work in and what is your role?
  2. What are your responsibilities in your role/position?
  3. Can you describe to me the function of your workplace/company?
  4. How many departments, how many offices. National or International?
  5. What are the Minimum requirements for employment i.e Education or Experience?
  6. How many opportunities are there to ‘move up the ladder’?
  7. What is the process for changing job roles i.e Interview? Test?

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General discussion about your workweek:

  1. Current projects? Deadlines? Opportunities?
  2. Anything of interest happening?

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Listening

Before the video: Teachers will read the following questions aloud, please prepare for listening!
After the video: Did you get it? If not, please tell your teacher specifically which part you didn’t understand. Let’s review the video again 🙂
  1. What are the factors that lead to job dissatisfaction called?
  2. What does the two-step process involve?
  3. How do you create job enrichment?

Key Words and Phrases

  1. Do you know what motivates your team members to give their best? Is it money? Job security? Opportunities for growth? Or, something else?
  2. 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.
  3. Herzberg called the factors that increase satisfaction “motivators.” These are things like achievement, recognition, the work itself, responsibility, advancement, and growth.
  4. 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.
  5. 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.
  6. 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.”
  7. 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.
  8. 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.
  1. Job security = how safe you are in your job, how likely you are to lose your job
  2. impacted = to have an impact, to alter or change something (neutral)
  3. consistently = every time. in every case or on every occasion, always happening as expected
  4. recognition= acknowledgement of /  validation. “He was recognised for his Hard work with a bonus”
  5. Conversely = introducing a statement or idea which reverses one that has just been made.
  6. “sales of lemons are in decline conversely we are sold out of oranges”
  7. Inversely = the opposite of. The inverse of black is white.
  8. hygiene = the practice of cleaning
  9. Peers = People of equal status that you work with
  10. Status = the position you occupy / social or professional. Rank
  11. addressing = think about and begin to deal with (an issue or problem).
  12. Meaningful = serious, important, or worthwhile./  sincere, deep, significant.
  13. Dignity = quality of being worthy of honour or respect.
  14. “red tape” = idiom. Excessive regulation / rigid conformity to formal rules that is considered redundant or bureaucratic and hinders or prevents action or decision-making
  15. Bureaucratic = system of government in which most of the important decisions are taken by state officials rather than by elected representatives / over-concerned with procedure at the expense of efficiency or common sense.

Discussion

  1. What are your workplace “motivators”? [responsivevoice voice="US English Female" buttontext=""]?
  2. What motivates you to work hard? [responsivevoice voice="US English Female" buttontext=""]?
  3. What are the “Hygiene factors” of your workplace? [responsivevoice voice="US English Female" buttontext=""]?
  4. In what ways could these factors be improved? ?
00:07 Welcome to Mind Tools’ video learning series.
00:10 Do you know what motivates your team members to give their best?
00:14 Is it money?
00:15 Job security?
00:16 Opportunities for growth?
00:18 Or, something else?
00:20 In the 1950s, psychologist Frederick Herzberg set out to answer that very question.
00:26 He wanted to know what factors created job satisfaction and how it impacted people’s motivation.
00:33 So, he asked them to describe situations where they felt really good,
00:37 and really bad, about their work.
00:39 And, he found that certain characteristics of a job
00:42 consistently related to job satisfaction and dissatisfaction.
00:47 Herzberg called the factors that increase satisfaction “motivators.”
00:52 These are things like achievement, recognition, the work itself,
00:56 responsibility, advancement, and growth.
01:01 Conversely, the factors that lead to dissatisfaction are called “hygiene factors.”
01:07These are: company policies, level of supervision,
01:11 relationships with supervisors and peers,
01:14 work conditions,
01:16 salary,
01:17 status,
01:18 and security.
01:20 What’s interesting about Herzberg’s findings is that addressing the causes of dissatisfaction
01:26 does not, in itself, automatically create satisfaction.
01:30 In fact, increasing satisfaction is a two-step process which involves first eliminating the hygiene factors,
01:38 and then focusing on the motivators that make people happy at work.
01:43 To reduce dissatisfaction in your team, make sure that everyone has meaningful work to do,
01:48 and that their wages are competitive.
01:50 Also, make it a priority to develop a team culture that is built on respect and dignity.
01:57 Check in with your people to ensure they’re being treated fairly and respectfully.
02:02 And, that they’re not being held back by unnecessary “red tape.”
02:05 Next, consider how you can boost motivation factors to create job satisfaction.
02:11 Herzberg called this “job enrichment.”
02:15 Create opportunities for achievement in your team.
02:18 Do this by giving people as much responsibility as possible.
02:22 And offer them training and development pathways that will help them to advance their careers.
02:28 Finally, celebrate their achievements.
02:30 And recognize and reward the contribution that each person makes to your organization.
02:36 If you do this regularly, you might be amazed by the impact that it has on your team’s motivation,
02:41 performance and productivity.
02:44 To learn more about how to motivate your team,
02:46 read the article that accompanies this video.
Listening Answers