Napapp Case Study

Introduction: The Human Resource Management (HRM) theory that I analysed is Fredrick Herzberg’s Motivation – Hygiene theory (Also known as the two factor theory). Herzberg’s theory outlined factors that identified satisfaction and dissatisfaction felt by employees and the effects it has on their motivation and hygiene factors (See appendix 1). I have analysed both strengths and weaknesses of the Herzberg’s Theory and the overall influence it has had in HRM. Herzberg’s findings identified the factors where employees felt positive about their job roles and also where people felt dissatisfied about their job roles within in an organisation. Herzberg’s (Robbins et al, 2012 ) describes ‘motivators’ as when “people felt good about their work, they tended to cite intrinsic factors from the job itself such as achievement, recognition and responsibility” and ‘Hygiene’s as“ when they were dissatisfied , they tended to cite extrinsic factors such as company policy and administration, supervision, interpersonal relationships and working conditions”( p 561 ). What Herzberg discovered was that those who felt positive about their job roles responded with different answers from employees that were unhappy in their job or organisation. Herzberg suggested that the opposite of satisfaction was not dissatisfaction, as traditionally been believed. Removing dissatisfaction characteristics from a job would not necessarily make the job more satisfying (or motivating) (Robbins et al, 2012). The theory suggests that some employees are not comfortable with the fulfillment of menial tasks needed at work, for example, those employees linked with lower salary levels or safe and pleasant working conditions. Rather, those employees looking for the fulfillment of much more psychological requirements relating to goal achievement, peer recognition, responsibility, job advancement, and the environment of the job itself.

Strengths of this Theory: The overall strength of Herzberg’s theory is...