Satisfying employee's has been an important issue for many years. After all, high levels of absent employees and staff turnover can take their toll on your business. But very few businesses make job satisfaction a top priority. Employee's that are satisfied tend to be productive and creative, while being more committed to their employer. By creating a positive workplace, not only will your employee's job satisfaction increase, yours might too.
"In the late 1950s, Frederick Herzberg, considered by many to be a pioneer in motivation theory, interviewed a ground of employees to find out what made them satisfied and dissatisfied on the job.""(AAFP) "Herzberg (1959) constructed a two-dimensional paradigm of factors affecting people's attitudes about work.""(managementlearning.com) He asked the employees two sets of questions. First, he asked them to think of a time when they felt especially good about their job, and why did they felt that way. Then he asked them to think of a time when they felt especially bad about their jobs, and why they felt that way. From those questions, Herzberg developed his theory of motivation and hygiene factors in satisfying employees. According to Herzberg, hygiene factors cannot motivate employees but can minimize dissatisfaction. Hygiene topics include: company policies, supervision, salary, interpersonal relations and working conditions. "Motivators create satisfaction by fulfilling individuals' needs for meaning and personal growth.""(Accel-Team) Areas in motivators include achievement, recognition, the work itself, responsibility and advancement. Once the hygiene factors are satisfied, the motivators will encourage production and increase job satisfaction.
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"Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible.""(managementlearning.