Question

Frederick Herzberg found that when employees were dissatisfied, they tended to cite extrinsic factors arising from the job context such as company policy and administration, supervision, interpersonal relationships, and working conditions. T/F

Answer 1

The statement about Frederick Herzberg's findings on employee dissatisfaction being linked to extrinsic factors from the job context is true. Herzberg's two-factor theory differentiates between 'hygiene factors' that lead to dissatisfaction and 'motivators' that are tied to job satisfaction. Both extrinsic and intrinsic factors are important in understanding and improving job satisfaction.

Step-by-step explanation:

The statement regarding Frederick Herzberg's findings is true. Herzberg developed the two-factor theory of motivation also known as Herzberg's motivation-hygiene theory which posits that certain factors in the workplace lead to job satisfaction, while a separate set of factors cause dissatisfaction. He found that when employees are dissatisfied, they often cite extrinsic factors or 'hygiene factors' that are part of the job context. These include elements such as company policies and administration, supervision, interpersonal relationships, and working conditions. In contrast, when employees are satisfied with their jobs, they typically reference intrinsic factors related to the job content, such as achievement, recognition, the work itself, responsibility, and advancement, which Herzberg referred to as 'motivators'.

Understanding what contributes to job satisfaction and dissatisfaction can inform management practices. For example, addressing hygiene factors like improving supervision or interpersonal relationships can minimize dissatisfaction, but enhancing motivators is crucial for boosting job satisfaction. The theory suggests that merely fixing the extrinsic factors will not lead to increased performance or satisfaction unless the intrinsic motivators are also addressed.

It's important to note that motivations are often a mix of both intrinsic and extrinsic factors, and the importance of these may change over time. Notably, extrinsic rewards like salary may lead to adjustment in satisfaction levels, as individuals adapt to the reward and it loses its effectiveness in enhancing job satisfaction.