By N2H

Satisfaction Theory

December 11, 2007

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The satisfaction Theory (Herzberg): (2-factor Theory):

Herzberg identified elements which cause job dissatisfaction and classified them as hygiene factors. Those which can cause job satisfaction he classified them as motivator factors.

He called them hygiene factors because they are essentially preventive i.e. they prevent or minimize dissatisfaction, but do not give satisfaction.

The hygiene factors are:

Company policy and administration
Salary
Quality of supervision
Interpersonal relations
Working conditions
Job security

The hygiene factors relate to conditions of work rather than to the work itself. They answer the question why work here?

The motivator factors actually create job satisfaction and are effective in motivating an individual to superior performance and effort. They answer the question why work harder?

These factors are:

Status
Advancement
Gaining recognition
Being given responsibility
Challenging work
Achievement
Growth in the job

Expectancy Theory (V.H. VROOM):

This states that an individual’s behavior is affected by:

What the person wants to happen.
That person’s estimate of the probabilities of various events occurring including the desired outcome.
The strength of the persons belief that a certain outcome will satisfy his needs.

In other words the theory states that the strength of an individual’s motivation to do something will depend on the extent to which he expects the results of his efforts to contribute towards his personal needs, either to reward him or punish him.

The expectancy theory states that people will decide how much they are going to put into their work according to:

The value that they place on the outcome, whether positive value of reward or the negative value of punishment. This is called valence.
The strength of their expectation that behaving in a certain way will infact bring out the desired outcome. This is called expectancy.

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