Herzberg referred to demotivators in the workplace as hygiene factors. Hygiene factors are conditions that, if present, do not motivate, but if absent, can be significant demotivators. Relying on specific examples from experience or scholarly writings, analyze one or more hygiene factors, address their impact on motivation, and consider strategies that could eliminate or reduce common workplace demotivators.
When evaluating hygiene factors, which are characteristics that do not inherently stimulate motivation but can significantly reduce motivation if they are absent, some instances of these factors include company policies, supervisory relationships, the work environment, colleague and subordinate relationships, compensation and benefits, and job stability. It is crucial to note, however, that this list is not exhaustive. An organization that lacks established criteria or a well-
planned framework may become fragile and less resilient. This might impede the company's capacity to attract and retain exceptionally skilled workers who are eager to devote their time, focus, and energy to the organization. Ignoring company regulations not only intensifies this susceptibility but also has the potential to further aggravate it. Noncompliance with certain concepts or frameworks by the company might result in the complete failure of the firm. This is because they have a tendency to get motivated easily and have a frequent need for external incentives. Consequently, we cannot depend on them in crucial circumstances (Herzberg, 2015). Engaging in work participation events, securing an annual pay raise, and cultivating robust connections with colleagues and/or senior executives are all excellent means of demonstrating reciprocal care in a corporate setting. According to Herzberg (2015), Orthodox job enrichment refers to the practice of incorporating motivators into a work environment.
If provided with an instance of Herzberg's workplace hygiene variables and their influence on motivation, I would be able to illustrate a particular situation from my own work experience. As a gesture of employee gratitude, the hospital where I am employed provides gratis breakfast, lunch, and supper to all staff members working different shifts for a duration of one week. This was done as a way to demonstrate their appreciation for all the hospital's employed staff. Providing people with equal levels of authority and accountability and recognizing their contributions appropriately may also serve as a way to inspire and incentivize them (Byrne, 2006). These gestures have the ability to enhance morale, cultivate a feeling of gratitude among employees, and demonstrate that the company recognizes, values, and supports its personnel, regardless of their position. It is crucial for workers to see themselves in this manner. Although it
is small in size, this team event has the ability to enhance the morale of the staff members. It functions as a means for senior executives to show their recognition of the workers' efforts and compensate them with food, incentives, or financial rewards. This distinction acknowledges the workers' diligent and unwavering commitment to regularly showing up for work and making valuable contributions to the team's achievements and growth. When analyzing the common factors that cause demotivation in the workplace, I can only provide insights based on my own experiences. I have identified three key observations: a
