Critic of the Application of Frederick Herzberg’s Two-Factor theory in Assessing and understanding employee motivation at work: a Ghanaian Perspective Essay

Critic of the Application of Frederick Herzberg’s Two-Factor theory in Assessing and understanding employee motivation at work: a Ghanaian Perspective. Patrick Ashiadey The Frederick Herzberg Two Factor Theory has had a considerable amount of practical and as well as theoretical influences. In fact, from a practical perspective, the influence of Herzberg’s motivation theory can be seen at every organizational level as well as within every department. From a theoretical perspective, Herzberg’s motivation theory can be perceived as having similarities to Maslow’s Theory of Need with the exception that for Herzberg’s theory, the needs aren’t placed in a progressive continuum, rather they are divided into two independent factors. Herzberg’s motivation theory emerged from a collection of data gathered by the interview of 203 accountants and engineers within the Pittsburgh area. The interview process consisted of asking the respondents to describe a work situation where they felt very happy as well as very unhappy. These descriptions were to include as many details as possible, including their feelings, the interpretation of the situation as well as the events that are suggestive of a change. The analysis of the responses confirmed the proposed hypothesis, where some factors where contributors to job satisfaction, while others were not. In addition, some factors were noted to be a source of dissatisfaction when absent. These were categorized as â€Å"Motivators† and â€Å"Hygiene† factors, the latter also being referred to as Maintenance Factors. (Wikipedia, 2013). Employee motivation in Ghana however takes on a different turn due to many factors that flaw the two factor Theory. This white paper seeks to discuss but a few of these factors. Firstly the difference in cultures and upbringing of the typical Africa especially the Ghanaian worker right from infancy to the work age differs from those used in the interview process as they are from entirely different geographical areas. Th e average Ghanaian lives on or below the poverty line and as such will be happy just having a job with his basic salary regardless of the existence of motivators or hygiene factors. The mentality of the average Ghanaian worker makes him fear joblessness as other forms of employment are hard to come by and that alone will motivate him or her to stay in the job in the absence of motivators or  hygiene factors. That is the theory does not take into account individual personality traits that could provide a different response to a motivator or hygiene factor. The Theory also lacks in the understanding of the inter-relations between some of the motivators which I totally agree with as can be seen from http://www.leadership-central.com/two-factor-theory.html#ixzz2g2Bs3nao in comparison to the dual structure theory. Example, one might receive adequate job recognition nut he or she may not be satisfied with the level of responsibilities therefore one would question the internal motivational value of job recognition for the individual. Lack of highly skilled personnel in the Ghanaian job market, makes the average Ghanaian worker dependent upon his or her professional level which would be more or less sensitive to one or the other of the factors. Frederick Herzberg’s sample space for his research included 203 accountants and engineers, a huge disparity from the large population of Ghanaian workers in the public sector who were only recently introduced to the single spine structure. Responses to the same questions posed to the accountants and engineers that led to the development of the theory would have produced different results as what mattered to a worker in the US would not necessarily have mattered to a worker in Ghana like recreational facilities. This leads us to the point where hygiene factors and motivators vary depending on the types of individuals involved and the nature of work examined. There is also the case where there exists no prove that highly satisfied people are also high performers per a research done on the internet. Example is the average Ghanaian worker in the public sector enjoying the new single spine salary structure still requiring some form of extra cash for him or her to carry out his or her civil duties. All said and done, it is a well-known fact that the Application of the Two Factor Theory is definitely well established within organizational settings. In fact, every leader has the responsibility to ensure that their employee’s hygiene factors are attended to and that proper motivators are implemented to increase job satisfaction. The most common mistake committed by leaders is to attend to the hygiene factor while expecting employee motivation. One application for Herzberg’s theory of motivation that isn’t well known is its importance in managing quality. A great paper by Heinz Weihrich shows the link between the Two Factor Theory  of motivation and quality. He equates the reliability or â€Å"R† factor of a product as being the hygiene factor and therefore customers have grown to expect products they purchase to be reliable. The â€Å"S† factor, the motivator, refers to the product features.

Macbeth: Illusion vs. Reality

Kendall Dawson 1/23/12 Macbeth- Illusion v Reality Thesis: In Shakespeare Macbeth the theme illusion v Reality was an important theme that was displayed throughout the play. The Illusions are what influenced the characters reality. When the illusions were displayed they were interpreted in reality and majority of the time sparked a negative outcome. â€Å"Foul is Fair, Fair is Soul (Act 1. p. 7)† is repeatedly quoted throughout the play. The Interpretation of this quote relates in depth to what seems right in this story actually is not, pertaining to the misleading illusions throughout the essay that caused him to kill people and to be haunted by his sins endlessly. Evidence/Supporting Sentence Witches prophecies were illusions because in reality some were misleading to Macbeth causing him further trouble throughout the play. Their appearance as well is an illusion. â€Å"You appear to have beards, but you also look like women (Act 1). Macbeth should have realized that if he could not believe if their external appearance he should have not trusted in their prophecies. â€Å"It is an accustomed action with her to seem thus washing her hands. I have known her to continue in this a quarter of an hour (Act 5. sc. 1). † Lady Macbeth believes her hands are stained of the blood of those she has slain and she is haunted by it so she continues to wash them even though there is not any blood. False face must hide what the false heart doth know (Act 4). † Macbeth had given this advice to Lady Macbeth who has begun to be haunted by the slaying. He wanted her to mask her discern, as well as black out the haunting nightmares and keep a happy face to the public. At the end of the play Lady Macbeth became very regretful and concerns her for life. She admitted to the crimes her and her husband committed as well as knew she was going to be slain in return.

Issues involving the assessment of attention deficit hyperactivity Research Paper

Issues involving the assessment of attention deficit hyperactivity disorder ADHD - Research Paper Example This stage of assessment is not common in general clinical practice. It requires assessment conducted by Health Professionals trained in Medicine, Psychology, Psychophysiology and Clinical Neuroscience or Nutritional and Environmental medicine. The assessment may include brain function evaluation through neuro-imaging, investigation of diet, nutrition and sensitivities to food. Tests may be conducted to determine the causes of metabolic dysfunctions, recurrent abdominal upsets and chronic ear, nose and throat infections which are probable causes of brain dysfunction and consequently abnormal behaviors and attention deficits (Brown, 2005, p. 21). Rating scales and check lists Rating scales and checklists assist clinicians to obtain information from teachers, parents and others about functioning and symptoms in different settings, which is important for a sufficient assessment for ADHD and monitoring its treatment. The symptoms must be manifested in more than one environment for instan ce in school and at home in order to meet DSM-IV criteria in diagnosing for the condition (Barkley, 2005, p.96). This is only one of many components of a comprehensive evaluation that should include interviews and medical examination. According to the American Academy of Child and Adolescent Psychiatry, the most commonly used scales are: the Child Behavior Checklist completed by the parent, Teacher Report Form (TRF), Barkley Home Situations Questionnaire (HSQ), ADD-H: Comprehensive Teacher Rating Scale (ACTeRS), Conners Parent and Teacher Rating Scales and the Barkley School Situations Questionnaire (SSQ). The Agency for Healthcare Research and Quality (AHRQ), says that ADHD-specific rating scales produce more accurate results when distinguishing between children whether a diagnosis of ADHD was initially conducted or not compared to global rating scales and nonspecific questionnaires that assess a variety of behavioral conditions (Barkley, 2005, p. 103).   Behavioral assessments N ot all inattentive, overly hyperactive, or impulsive persons have an attention deficit disorder. This is because most people will at times unintentionally blurt out things, randomly shift between tasks, or become forgetful and disorganized (Jensen & Cooper, 2002, p. 41). To assess for ADHD, several critical questions are put into consideration. Some of these questions include: are the behaviors long-term, excessive and pervasive? Do they happen more frequently than in other persons the same age? Is it a problem that is continuous or just a reaction to a situation that is temporary? Do the behaviors manifest in different settings or only in a specific place? The behavior pattern of the person is then compared against a set criteria and characteristics of the disorder (Brown, 2005, p.33). The Diagnostic and Statistical Manual of Mental Disorders version IV (DSM-IV) manual contains these characteristics and criteria. Disorders with symptoms similar to ADHD One of the difficulties of us ing a questionnaire in diagnosing ADHD is that the condition is often accompanied by other disorders. Quantitative EEG which is an examination of brain function can do a better job in differenting between the disorders that have a lot of behavioral overlaps. The following are several of such disorders. Learning Difficulties: Many ADHD children also have a learning disability (LD). This means

Customer Relationship Management in the Business-to-Business Market in Assignment

Customer Relationship Management in the Business-to-Business Market in Brazil - Assignment Example Research has identified that development of trust in B2B marketing is imperative, especially when there is a cultural or geographical disparity between both partners (Moment 2001; Burkert 1994). Trust is the most critical value-added constituent in this business relationship. Companies that engage in B2B marketing, especially when working with international partners, must focus on establishing conviction and reliance in order to progress forward and experience the long-run synergies provided by successful partnership development. This report focuses on business-to-business marketing in Brazil, a country in which there are established hierarchies of business relationship development that actually do take into consideration the dynamics of interpersonal relationship development in order to build the necessary trust between partners. The report also focuses on the tangibles of customer relationship with Pfizer, an international pharmaceutical company operating in B2B environments. Pfizer believes that value-added activities are critical to establishing an appropriate customer relationship management system to ensure long-run sustainability of the marketing relationship. The majority of these activities include reliance on technology to support interactivity between trading partners. Vendors that have been pre-approved are granted access to Pfizer’s technology systems, allowing them to track their own invoice movements and also submit orders through Pfizer’s e-business website (Pfizer 2013). This not only adds convenience but sets the foundation for the vital trust required. According to Starnes, Truhon and McCarthy (2010) trust is only established over time and building this relationship is a cyclical process of reciprocal acts.  

Personal paper Essay Example | Topics and Well Written Essays - 1000 words

Personal paper - Essay Example While growing up, I had a deep desire within me to pursue and advance my career in film production. This instigated my desire to advance my studies in high school and college. At some point, I was unable to full attain my goals until now when I discovered this internship. I must admit that this internship has changed my perception as a film producer in the marketplace. In my internship, I have learnt that my career is more of a personal experience than being taught in the classroom. I have gained great insights on entertainment industry specifically about film production. My experience in this internship has adequately prepared me to understand what is required to shoot a film or a commercial. I have been motivated to apply in different placements such as TV Board and MN film. I am privileged to understand the things that take place when shooting a film such as the best location to make the movie, the equipments required, and the funding just to name a few. In life, mentors cannot be underestimated in that they help many people understand their personal and career goals. Craig Rice has been a great mentor in my career in that he has equipped me with skills and abilities that help one to become a competent film producer. With this, I am ready to face the modern world that value films and commercial adverts. When we first met, Craig promised me that he would usher me in my career as a producer. Since I met him, I have discovered more about myself especially in the arena of film production. I have expanded my knowledge in the film production by ensuring that I am challenging myself. This internship has been a tremendous opportunity to integrate practices and theories that I learnt in high school and college. I have studied a lot of practice in my classes, and even applied some to application. However, this internship has changed my role as an observer to being more of an active participant in the field. My experience has challenged my theoretical base in the class room in that I practically utilized what I have been taught in the classroom to the field. My knowledge in film production has increased from one level to the other. As previously mentioned, I have learnt how to make a film or a commercial and the best location that suit the production process. I have developed some principles in my work. In essence, I have obtained these principles from my personal experiences in school, in the workplace, and life. The intern has helped me understand what my weaknesses and strengths are in given situations. Understanding what works for me has expanded my skills in my area of professionalism. I have moved into another phase of learning where the focus differs from learning the work to understanding and learning how to perform the task effectively. This internship has helped me to acquire new skills and abilities, and I am now grateful since I can think about skill development in broad terms. Internship is an opportunity for a student to measure thei r learning in class to the actual work. The knowledge and skills acquired from the class can be applied in the field and will effectively help a student succeed in their work (Frederick and King 8). The greatest importance of attending an internship is to understand the real issues inherent in the field, as opposed to the theoretical learning in the class. It is more of a practical class that is not learnt in a learning institution. Skills are acquired, which help the intern to handle similar situations in their jobs.

Marketing Strategy Essay Example | Topics and Well Written Essays - 4500 words

Marketing Strategy - Essay Example , the strengths and weaknesses of Shangri-La’s marketing strategies in terms of capturing a bigger market share will be enumerated followed by discussing how each of these factors could either directly or indirectly affect the decision making of the sales managers when it comes to the formation and implementation of its marketing strategies. In response to globalization, Shangri-La is operating its hotel and resort business on a large scale. Under the brand name of Shangri-La and Traders, the company is currently managing a total of 68 hotels and resorts throughout the Asia Pacific, North America, and the Middle East (Shangri-La, 2010 b). With more than 30,000 existing hotel and resort rooms that are available to serve the needs of domestic and international travellers, the top management of Shangri-La Hotel continuously expanded the business by building new hotels in different countries including Austria, Canada, mainland China, France, India, Macau, the Philippines, Qatar, Seychelles, Turkey, and the United Kingdom (Shangri-La, 2010 b). This particular sales and marketing strategy will prevent the company from saturating its target market. As a way of determining the characteristics of a lodging industry, it is best to use the Porter’s five forces framework as suggested by Michael E. Porter. Basically, the five major factors known as the competitive rivalry within the hotel and resort industry, threat of substitute products, threat of a new entrant, the bargaining power of the customers, and the bargaining power of suppliers enables us to determine the ability of Shangri-La Hotels and Resorts to compete in the global market. Given that the market is attractive for Shangri-La, it is most likely that the company will become profitable and vice versa. When analyzing the hotel and resort industry within the Asian market, it is best to go through the historical events that took place in the past. Back in 1920s, the hotel industry around the world experienced

What is Organizational Psychology Letter Essay Example | Topics and Well Written Essays - 1000 words

What is Organizational Psychology Letter - Essay Example Organizational psychology has been in existence since the previous century - since factories began their operations. The owners of these factories aimed at gaining profits, and they did not consider the employees’ interest and well-being. Psychologists used their knowledge in testing employees in different occupations. Between 1924 and 1932, psychologist Harry Landsberger discovered that employees performed better when they felt that someone else was interested in their work, for instance, supervisors in white coats, who carried clipboards, were an inspiration to employees (Cogniphany, 2008). The study of the history of organizational psychology informs us on how far we have come, and the importance of the previous ideas, which can determine the future of organizational psychology. Organizational psychology brought about change in work, after the First World War, the then industrial psychologists were interested in fatigue and efficiency, and researched on how to design work that would yield maximum profits (Furnham, 2005, p.62). However, the present organizational psychologists are interested in the well-being of employees, and the effect they have on the organization. In 1960, McGregor differentiated between the assumptions that managers have on employees. Theory X stated that the supervision approach is determined by managers’ view on human nature. This theory insists that human beings hate working; therefore, they must be controlled or punished for organizational goals to be achieved. Therefore, high levels of control would be exercised by managers who support theory X. whilst theory Y insisted on the application of less control, this theory acknowledges that people view work as a natural activity, and therefore, they are committed to work if they are motivated with rewards (Furnham, 2005, p.67). The Hawthorne effect indicated that employees respond positively to change in the work