Final answer:
Hackman and Oldham expanded on Herzberg's two-factor theory with their Job Characteristics Model, which details how job design influences motivation and job satisfaction, aligning with McGregor's Theory Y assumption of intrinsic motivation and the desire for personal growth in employees.
Step-by-step explanation:
Following Herzberg's model, Hackman and Oldham proposed a more complete model of job design called the Job Characteristics Model. This model emphasizes the importance of five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) that affect three critical psychological states, leading to a number of positive outcomes, including high job satisfaction, motivation, and performance.
Their approach further develops Herzberg's two-factor theory which differentiates between hygiene factors and motivators. Where Herzberg focused on job satisfaction and dissatisfaction arising from different factors, Hackman and Oldham’s model integrates these into a holistic perspective of how job design impacts employee motivation.
Management and organizational structure research, like that by Douglas McGregor with his Theory X and Theory Y, play a key role in understanding leadership behavior. McGregor posed that Theory X assumes employees inherently dislike work and must be directed and controlled, while Theory Y assumes employees are self-motivated and thrive on responsibility. Hackman and Oldham's model would be aligned more with the Theory Y approach, focusing on intrinsic motivators and employee growth potential.
These theories are a response to earlier studies which indicated that employees are likely more satisfied when they have control over their work, participate in decision-making, and feel integral to the outcome of the work—echoing the findings of researchers like Melvin Kohn.