**Jacobs Construction Company Motivational Survey**Recently, Jacobs Construction Company conducted a survey with its supervisors to determine which factors would increase their motivation. Supervisors ranked each factor from 1 (low) to 10 (high) based on its importance. The survey results for two supervisors, Hal Barrington and Francene Ramone, are provided below.**Motivational Factors Survey Results**| Factors | Hal Barrington | Francene Ramone | You ||--------------------------------------------|----------------|-----------------|-----|| High Wages | 2 | 6 | || Better Job Security | 1 | 8 | || Improved Benefits | 3 | 9 | || Better Chance for Advancement | 8 | 4 | || More Challenging Work | 10 | 3 | || Better Supervision | 5 | 1 | || More Pleasant Physical Surroundings | 6 | 10 | || Better Chance to Grow and Develop Job Skills| 4 | 5 | || More Responsibility | 9 | 2 | || Better Interpersonal Relationships | 7 | 7 | |**Instructions for Reflection and Analysis:**Reflect on your current position or future aspirations and rank the importance of the given factors from 1 to 10. Then, in a one-page document, answer the following questions:1. Which of the factors from the table above are hygiene factors, and which are motivating factors?2. Using Maslow's hierarchy of needs theory, explain how you would utilize this information to motivate Hal Barrington.3. Using Maslow’s hierarchy of needs theory, explain how you would use this information to motivate Francene Ramone.

Note: The solution is generalized as per our policy. Introduction: Herzberg two-factor theory is a motivational theory which categorizes factors affecting the performance of the employees under motivating and hygiene factors. This theory states that job satisfaction and job dissatisfaction are independent to each other. This theory is also known as two-factor theory because it distinguishes between motivators and hygiene factors. 1. Two-factor theory distinguishes between: Motivators are those factors which results out of job itself i.e., from intrinsic conditions and give a positive satisfaction when present in the job. These includes factors like-more challenging work, better chance of advancement, better chance to grow and develop skills, better interpersonal relationship, recognition, more responsibility, that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth. Hygiene factors are those factors which does not give positive motivation but absence of them in the organization results into dissatisfaction. These includes factors like-high wages and salary, better job security, more pleasant physical surroundings, status, fringe benefits, work conditions.2.Hal Barrington has put lower rating on hygiene factors and rated high on motivational factors. This indicates that his motivation largely lies on presence of motivational factors in the organization is not content with the lower-order needs (physical, safety) Therefore, as per Maslow's Need hierarchy theory of motivation he can be motivated by fulfilling higher-end needs like social needs, self-esteem and self-actualization. Thus, to motivate him recognition, sense of achievement, increased level of responsibility, career advancement, quality of work could be used as motivators. He may look for gratification of higher-order needs. According to Herzberg, individuals are not content with the satisfaction of lower order needs at work, for example, those associated with minimum salary levels or safe and pleasant working conditions. 3.Francene rated hygiene factors high in comparison to motivational factors. Thus, it represents that he is content with the lower-order needs and can be motivated by -increasing pay, providing more comfortable workplace by giving separate cabin or desk, adding fringe benefits in salary structure, giving performance bonus, and extending his contract with the company.