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Job Enrichment
Job enrichment is a method of motivating employees where a job is designed to have interesting and challenging tasks which can require more skill and can increase pay. Origin Frederick Herzberg, an American psychologist, originally developed the concept of 'job enrichment' in 1968, in an article that he published on pioneering studies at AT&T.Frederick Herzberg, HBR Jan 2003, One More Time: How Do You Motivate Employees? Retrieved from https://hbr.org/2003/01/one-more-time-how-do-you-motivate-employees/ar/1 The concept stemmed from Herzberg's motivator-hygiene theory, which is based on the premise that job attitude is a construct of two independent factors, namely job satisfaction and job dissatisfaction. Job satisfaction encompasses intrinsic factors which arise from the work itself, including achievement and advancement, whilst job dissatisfaction stems from factors external to the actual work, including company policy and the quality of supervision. He came up with this term ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Frederick Herzberg
Frederick Irving Herzberg (April 18, 1923 – January 19, 2000) was an American psychologist who became one of the most influential names in business management. He is most famous for introducing job enrichment and the Motivator-Hygiene theory. His 1968 publication "One More Time, How Do You Motivate Employees?" had sold 1.2 million reprints by 1987 and was the most requested article from the ''Harvard Business Review''. (''note: the reference to sales numbers is in the abstract written by the editors.'') Personal life Herzberg was born in 1923 in Lynn, Massachusetts, to Gertrude and Lewis Herzberg, who were Jewish Lithuanian immigrants. He enrolled at the City College of New York in 1939. He did not finish his studies as he enlisted in the army. In 1944 he married Shirley Bedell. He finally finished his studies and graduated from the City College of New York in 1946. He then decided to move to the University of Pittsburgh where he earned a master's degree in science and pub ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
AT&T
AT&T Inc. is an American multinational telecommunications holding company headquartered at Whitacre Tower in Downtown Dallas, Texas. It is the world's largest telecommunications company by revenue and the third largest provider of mobile telephone services in the U.S. , AT&T was ranked 13th on the ''Fortune'' 500 rankings of the largest United States corporations, with revenues of $168.8 billion. During most of the 20th century, AT&T had a monopoly on phone service in the United States. The company began its history as the American District Telegraph Company, formed in St. Louis in 1878. After expanding services to Arkansas, Kansas, Oklahoma and Texas, through a series of mergers, it became Southwestern Bell Telephone Company in 1920, which was then a subsidiary of American Telephone and Telegraph Company. The latter was a successor of the original Bell Telephone Company founded by Alexander Graham Bell in 1877. The American Bell Telephone Company formed the American Tel ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Two Factor Theory
The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other. It was developed by psychologist Frederick Herzberg. Fundamentals Feelings, attitudes and their connection with industrial mental health are related to Abraham Maslow's theory of motivation. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration. According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. This ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Boredom
In conventional usage, boredom, ennui, or tedium is an emotional and occasionally psychological state experienced when an individual is left without anything in particular to do, is listlessness and dissatisfaction arising from a lack of occupation or excitement, is not interested in their surroundings, or feels that a day or period is dull or tedious. It is also understood by scholars as a modern phenomenon which has a cultural dimension. "There is no universally accepted definition of boredom. But whatever it is, researchers argue, it is not simply another name for depression or apathy. It seems to be a specific mental state that people find unpleasant—a lack of stimulation that leaves them craving relief, with a host of behavioral, medical and social consequences." According to BBC News, boredom "...can be a dangerous and disruptive state of mind that damages your health"; yet research "...suggest that without boredom we couldn't achieve our creative feats." In ''Experien ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Mission Statement
A mission statement is a short statement of why an organization exists, what its overall goal is, the goal of its operations: what kind of product or service it provides, its primary customers or market, and its geographical region of operation. It may include a short statement of such fundamental matters as the organization's values or philosophies, a business's main competitive advantages, or a desired future state—the "vision". Historically it is associated with Christian religious groups; indeed, for many years, a missionary was assumed to be a person on a specifically religious mission. The word "mission" dates from 1598, originally of Jesuits sending ("missio", Latin for "act of sending") members abroad. A mission is not simply a description of an organization by an external party, but an expression, made by an organization's leaders, of their desires and intent for the organization. A mission statement aims to communicate the organisation's purpose and direction to ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Sharing
Job sharing or work sharing is an employment arrangement where two people, or sometimes more, are retained on a part-time or reduced-time basis to perform a job normally fulfilled by one person working full-time. This leads to a net reduction in per-employee income. The people sharing the job work as a team to complete the job task and are jointly responsible for the job workload. Pay, holidays and working hours are apportioned between the workers. In some countries, systems such as ''pay as you go'' and PAYE help make deductions for national insurance, and superannuations are made as a straightforward percentage. History in the United States The news media began reporting in earnest on job sharing in the 1970s and 1980s. The practice was most often described as a solution tailored for women, as one Associated Press article summarized, "a compromise between fulltime housework and full-time employment". 1970s In 1972 the New Ways to Work Foundation was funded, it is a non-profi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Enlargement
Job enlargement means increasing the scope of a job through extending the range of its job duties and responsibilities generally within the same level and periphery. Job enlargement involves combining various activities at the same level in the organization and adding them to the existing job. It is also called the horizontal expansion of job activities. This contradicts the principles of specialisation and the division of labour whereby work is divided into small units, each of which is performed repetitively by an individual worker and the responsibilities are always clear. Some motivational theories suggest that the boredom and alienation caused by the division of labour can actually cause efficiency to fall. Thus, job enlargement seeks to motivate workers through reversing the process of specialisation. A typical approach might be to replace assembly lines with modular work; instead of an employee repeating the same step on each product, they perform several tasks on a sing ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Sociotechnical Systems
Sociotechnical systems (STS) in organizational development is an approach to complex organizational work design that recognizes the interaction between people and technology in workplaces. The term also refer to coherent systems of human relations, technical objects, and cybernetic processes that inhere to large, complex infrastructures. Social society, and its constituent substructures, qualify as complex sociotechnical systems. The term sociotechnical systems was coined by Eric Trist, Ken Bamforth and Fred Emery, in the World War II era, based on their work with workers in English coal mines at the Tavistock Institute in London. Sociotechnical systems pertains to theory regarding the social aspects of people and society and technical aspects of organizational structure and processes. Here, technical does not necessarily imply material technology. The focus is on procedures and related knowledge, i.e. it refers to the ancient Greek term ''techne''. "Technical" is a term used to ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Two Factor Theory
The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other. It was developed by psychologist Frederick Herzberg. Fundamentals Feelings, attitudes and their connection with industrial mental health are related to Abraham Maslow's theory of motivation. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration. According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. This ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
