Are Extroverts More Motivated By Hygiene Or Motivator Factors?
This study investigates the relationship between the five-factor model of personality (i.e. the “Big 5”) and Herzberg’s motivator-hygiene model of motivation. In other words are people with certain personality traits motivated by ‘motivator’ (achievement, recognition, responsibility) or ‘hygiene’ factors (working conditions, pay, company policies, etc.). A survey was conducted by BBA111 students of several businesses (total N = 1042) asking questions relating to employee motivation. These results were compiled into a table of correlations showing the correlations between the Big 5 personality dimensions and motivator and hygiene theory. The most general findings from this study were that the personality traits extraversion and conscientiousness had a stronger positive relationship with motivator factors, instead of with hygiene factors. As a result, managers would need to use methods such as opportunities for advancement and responsibility to motivate employees, rather than the traditional method of using salary or working conditions to motivate employees. Further implications of these findings are also discussed in more detail. Traditionally, many organisations assumed that persona
Conscientiousness refers to the “degree of organisation, persistence, control and motivation in goal-directed behaviour” (Costa & Widiger, 1994). People high on this trait are usually organised, hardworking, punctual and ambitious. For the individual there are implications as well. It may be useful for an employee to know whether they lack certain personality traits. For example, a person who lacks conscientiousness (i.e. careless, disorganised and irresponsible) may find it difficult to gain promotion and will become dissatisfied. If we know ourselves better, we can be better prepared to overcome their effects. Extraversion (as discussed previously) is closely related to positive emotions. Positive emotions (or positive affectivity) are a significant predictor of job satisfaction (Watson & Slack, 1993). Thus there may a positive relationship between extraversion and motivator factors in Herzberg’s theory. This is because motivator factors, as well as positive affectivity (a subset of extraversion) can both lead to job satisfaction. Herzberg argued that improving hygiene factors would reduce job dissatisfaction, but will no effect on job satisfaction or motivation. On the hand, improving motivators will lead to an increase in job satisfaction, but will not decrease job dissatisfaction (Herzberg, Mausner & Snyderman, 1959). As a result, managers must provide hygiene factors which are sufficient to meet basic needs and then use motivators to meet higher-level needs.
Some topics in this essay:
According Herberg’s,
Macquarie University,
INTRODUCTION Traditionally,
,
Fredrick Herzberg’s,
Motivator Agreeableness,
Watson Slack,
Watson Clark,
Model Personality,
Costa McCrae,
hygiene factors,
personality traits,
motivator factors,
motivator hygiene,
job satisfaction,
motivator hygiene factors,
“big 5”,
motivator-hygiene theory,
herzberg’s motivator-hygiene,
“big 5” personality,
emotional stability,
herzberg’s theory,
herzberg’s motivator-hygiene theory,
five-factor model personality,
lead job satisfaction,
Join now to see the rest of the essay!
Approximate Word count = 1696
Approximate Pages = 7 (250 words per page double spaced)
|
Example Essays Home
