The Two-Factor Model and Job Satisfaction
The two-factor model developed by Fredrick Herzberg explains the factors that cause job satisfaction and dissatisfaction at the workplace (Ormrod, 2016).
Motivators and Hygiene Factors
According to Herzberg, human beings’ actions are driven by two things, motivators and hygiene factors (Ormrod, 2016). Herzberg further notes that the satisfaction and the dissatisfaction level of an employee are not tied to the same factor. In this case, the increase in the satisfaction levels does not always translate to a lower dissatisfaction level (Ormrod, 2016). This research paper elaborates on how the two-factor model may be applied to the employee’s lateness at work.
Motivators and Employee Lateness
Herzberg noted that motivators are the conditions that are beyond the work that the individual does (Ormrod, 2016). The motivators make the employee have some sense of importance and this further makes them excel in their performance (Lefrançois, 2012).
Motivators to Minimize Employee Lateness
Motivators include the ability to make decisions, supervise other teams, have work recognition, and take on more responsibilities (Ormrod, 2016). Employees that feel valued by a company are always eager to please the employers and they may report early so that they can complete their tasks on time (Lefrançois, 2012). An employee that, however, feels dispensable to the company will also lag in his activities and even report to work late since he feels that he is not making any difference at the workplace.
Hygiene Factors and Employee Lateness
On the other hand, hygiene factors are the issues that are directly linked to the jobs such as supervision, pay, and working hours (Ormrod, 2016).
Hygiene Factors that Contribute to Employee Lateness
Hygiene factors are the most basic determinants of job satisfaction and they should be in line with the employee’s expectations and desires (Lefrançois, 2012). When a company pays the employees poorly or gives them harsh supervisors, they may start demonstrating dissatisfaction by coming to work late (Ormrod, 2016). Such employees will always find an excuse to report to work late or sneak out of the office since it is unbearable.
Conclusion
In conclusion, if the motivators and the hygiene factors are well managed in the workplace, the employees would be effective at their tasks. The supervisors should be keen to address the key issues that the workers would be facing and make suggestions for prompt changes to make the employees report on time. The employees should be given tasks based on their experience and goals. The company should also ensure that the work environment is safe, workers are respected, paid on time, and supervised in the right way.
References
Lefrançois, G. R. (2012). Theories of human learning: What the professor said. Belmont, CA: Wadsworth.
Ormrod, J. E. (2016). Human Learning, Global Edition. Pearson Education UK.
