Herzbergs Theory Of Motivation Management Essay

Herzbergs possible action Of Motivation Management EssayAfter describing look into background, problem statement, seek question and objective, and portentous of accept in chapter 1, in this chapter provide the literature review of the past empirical studies. It is discuss ab by the speculative foundation, review of the prior empirical studies of the independent variables, research model and hypotheses ontogenesis.2.1 Theoretical FoundationThe main character of this research is Herzbergs theory of pauperization. This theory is withal known as the two-factor theory. Herzbergs motivation- hygiene theory is developed by prof Frederick Irving Herzberg in year 1959 (Herzberg, 1966). It divides into two groups of factors known as the inducing factors and hygiene factors. Table 2.1 shows the factors of motivator and hygiene which are gallop to transmission line felicity or romp dis delight.Source Chen. K. (2005). Factors affecting subscriber line propitiation of public sector employees in Taiwan. ProQuest Dissertations and Theses.Under hygiene factors, lower aim of employees needs will lead to de-motivate if they do not meet the factors but not necessarily motivate. When higher level of employees needs is met, in that locationfore true motivation only exists (La Motta, 1995). harmonise to Herzberg (1966) motivators are the real factors that motivate employees that can create ponder gladness and achieve the organizations goal.In prior research, Tan and Waheed (2011) are examined that what can motivate employees and their level of trading enjoyment in the retail industry by victimisation Herzbergs motivation-hygiene theory. They founded that organizeing conditions are the most pregnant in motivating sales personnel. The second is recognition and followed by company policy and salary. These were the factors that improved level of rail line satisfaction.Other than using Herzbergs motivation-hygiene theory in the retail industry, Azash, Safare an d Kumar (2011) are made a carry about the motivational factors and air satisfaction on selected public and private sector bank employees in India. In Malaysia, these are some researchers d iodin a area by examines the traffichip in the midst of motivator and hygiene factors of the two-factor theory and seam satisfaction of Gen-Y (Golshan et al., 2011).Table 2.2 Brief Definitions for the Factors of Herzbergs Motivation-Hygiene TheoryFactorsDefinitionRecognitionActs of praise, notice, or blame complete by one or more peer, superior, colleague, client, management person, and the general public.Achievementacquirement of actions including instances where failures were incurred. Similarly, instances were included whether success or failures were incurred.Work ItselfThe actual handicraft performance connected to business enterprise satisfaction. functionSatisfaction burdening that being given power of personal dress or new trade responsibilities and the work of others. proficien cySelected an actual smorgasbord in job status.Possibility of growthA possible where was change in status, in fact, the change could be downward or upward in status.SupervisionThe supervisors willingness to bring subordinates and willingness or unwillingness to delegate responsibility.Policy and administrationEvents of the organization which included some aspects were relate to job satisfaction.Working conditionQuality of work, physical working conditions, and facilities which are think to job satisfaction.Interpersonal relationsRelationships in the midst of subordinates, superiors and peers.Job securityFeeling that person feel have an appropriate job and likewise guarantee its persistence as well as absence of threatening matter in the future. recompenseAll sequences of actions in which major role is compensation.Source Castillo, J. X., Cano, J. (2004). Factors explaining job satisfaction among power. Journal of Agricultural Eduction, 45(3).According to Tripathi (2001) emp loyees can be motivated by economic reward, job security, recognition, promotion and training to enhance job satisfaction. Robbins (2005) also shows work itself were most important factors that influence job satisfaction. In this research, Herzbergs motivation-hygiene theory will in general be undertaken to check into on the significance of factors such as commission pay, job security, opportunities for feeler and learning and work itself in affecting job satisfaction among restitution agents in Malaysia.2.2 Review of the Prior empirical Studies2.2.1 Commission PayAccording to Cheng (2011) commissions is a sum of money base on individual depicted object and performance upon completion of a task that generally paid as percentage of the sales based on sales volume, not for the period of time that individual work.Pathak and Tripathi (2010) exploratory a cartoon to investigate the relationship between monetary benefit associated with the job satisfaction of the Indian indemnity field. A subject was conducted among 350 employees who had worked in or left insurers. Based on this study, it can conclude that monetary benefit is indigenous need for employees and is a variable that important to job satisfaction.Besides, past researcher Tan et al. (2011) conducted a study to investigate the relationship between pay and its influences on the level of job satisfaction in the retail industry. Questionnaire had allocated to 152 respondents among the employees and conclude that pay have influence on the job satisfaction of employees. at that placefore, pay was materially and positively related to job satisfaction. Individual when receive high monetary payment are satisfied with their job.Moreover, Parvin and Kabir (2011) also conducted a study to investigate the relationship between pay affecting the job satisfaction of pharmaceutical field. Researchers conducted research with survey method by closed-ended interview-schedule to collect primary data. The research cogitate that pay is a significant factor that can influence job satisfaction among employees.These few research shows the positive and significant relationship among the pay and job satisfaction. Thus, this research assumes that thither is significant relationship between commissions pay and job satisfaction among insurance agents.2.2.2 Job SecurityAccording to Lacy and Sheehan (1997) indicated that an obvious relationship subsists between job security and satisfaction of employees in work. A forecaster of employees job satisfaction is security of services which land out the meaning of a function that has a substantial connected to the job satisfaction of employees (Siddique, Malik Abbass, 2002).A study has been done by Noble (2008) to investigate how job security will influence the job satisfaction among sales managers. Questionnaires were randomly distributed to 292 sales managers of a national car rental chain in the United States. The findings demonstrated that there are po sitive relationships between job security and job satisfaction.In addition, Gazioglu and Tansel (2006) carry out a research exploring the relationships between job security and job satisfaction at heart workplace employees. A total of 28,240 questionnaires were allocated to a sample of British employees from the Workplace Employee Relations Survey. The study concluded that job security is significant related to the job satisfaction.Furthermore, Nikolaou, Theodossiou and Vasileiou (2006) conducted a finding to survey the relationships between job security and job satisfaction in European countries. In this study, a sample of 6,326 workers from Denmark, Finland, France, Greece, The Netherlands, Spain and The United kingdom was selected and sent out the questionnaires. This research points out there is significant of associations between job security and job satisfaction.Based on the ternary past studied above, this research proposes that job security is significantly related to the job satisfaction of insurance agents. in that respectfore, this study suggests that job security can help to improve job satisfaction among insurance agents.2.2.3 Opportunities for Advancement and teachingWong and Wong (2005) stated that opportunities for advancement and development is one of the vital motivation factors that may be used by employer to motivate the employees on their job satisfaction. According Robbins (1998) opportunities for advancement and development provide the employees opportunities for personal growth in their current workplace, greater responsibility and social status.Lim (2008) conducted a study exploring the relationship between promotion opportunities due to technical expertise and job satisfaction of library IT workers. This research give some details about IT workers satisfy on their jobs compare with others. Data was collected using a random sampling technique which is out of 443 mail surveys were sent to IT workers of 30 libraries that were random ly selected from the 99 university member libraries of Association of Research Libraries in the United States and 202 surveys were returned by target respondents in result of 45.6%. From this research, the findings showed that there is a positive relationship between promotion opportunities and job satisfaction.A research was done by Chng, Chong and Nakesvari (2010) to investigate the relationship between promotion opportunities that influence job satisfaction of private college lecturers in Penang. Questionnaires were allocated to three colleges which is 180 sets among 19 private colleges. The questionnaires of this research collected back 135 sets from respondents. Based on this study, the result concluded that there is significant relationship between promotion opportunities with job satisfaction.Naveed, Usman and Bushra (2011) carried out a study to investigate the relationship between promotion and job satisfaction in employees of glass industry in Lahore, Pakistan. The data co llection showed that 156 sets of questionnaires were received back out of 200 questionnaires which were randomly selected from 1,500 employees. The findings of this research indicate that there is a moderate and positive relationship between promotion and job satisfaction.Thus, this research assumes that an opportunity for advancement and development is positively related to job satisfaction among insurance agents according to three past studies. Nowadays, insurance agents are more emphasize in opportunities for advancement and development.2.2.4 Work ItselfAccording to Robbins, Odendaal and Roodt (2003) work itself is the degree to which the job provides human being with stimulating tasks, the chances of learning and personal growth, and the opportunity to be responsible and accountable for the outcomes.Shah, Rehman, Akhtar, Zafar and Riaz (2012) carried out a study investigating the relationship between the natures of work itself and job satisfaction of teachers in macrocosm Educa tional Institutions in Rawalpindi area. The questionnaires of this study distributed to 379 respondents and 294 surveys were received. The findings of this research indicate that there is a significant relationship between work itself and job satisfaction.In the report done by Chuang, Yin and Jenkins (2009) to examine the relationship between the work itself and job satisfaction of casino hotel chefs in Las Vegas. The surveys were conducted by interview 25 major casino hotel chefs and one chef from academic field. From the research conducted it was evident that there is positively relationship between the work itself and job satisfaction.The research done by Castillo and Cano (2004) to inspect the relationship between the nature of job itself and job satisfaction of faculty members at the College of Food, Agricultural, and Environmental Sciences in The Ohio State University. Questionnaires of this research were distributed to 172 respondents and 148 questionnaires were returned from respondents. This research concludes that there is significant relationship between work itself and job satisfaction.Based on three past studies above, the researchers propose that work itself is positively related to the job satisfaction of insurance agents. Thus, this study recommends that the work itself can help to improve the job satisfaction of insurance agents.2.3 Proposed Conceptual Framework/Research ModelFigure 2.1 Theoretical FrameworkIndependent Variables hooklike VariableCommission PayJob SatisfactionJob SecurityWork ItselfOpportunities for Advancement and DevelopmentSource Castillo, J. X., Cano, J. (2004). Factors explaining job satisfaction among faculty. Journal of Agricultural Education, 45(3).2.4 Hypotheses DevelopmentCommission PayH0 There is no significant relationship between commission pays and job satisfaction among insurance agents.H1 There is a significant relationship between commission pay and job satisfaction among insurance agents.Job SecurityH0 There is no significant relationship between job security and job satisfaction among insurance agents.H2 There is a significant relationship between job security and job satisfaction among insurance agents.Opportunities for Advancement and DevelopmentH0 There is no significant relationship between opportunities for advancement and development and job satisfaction among insurance agents.H3 There is a significant relationship between opportunities for advancement and development and job satisfaction among insurance agents.Work ItselfH0 There is no significant relationship between work itself and job satisfaction among insurance agents.H4 There is a significant relationship between work itself and job satisfaction among insurance agents.2.5 ConclusionFrom the past studies review in this chapter, it found that all the independent variables has significant relationship between the dependent variable. Research model and hypotheses were developed from the review of past studies. The research me thodology will be providing in chapter 3.