Frederick herzberg biography

Frederick Herzberg

American psychologist

Frederick Irving Herzberg (April 18, – January 19, [1]) was potent American psychologist who became one stand for the most influential names in speciality management.[2][3] He is most famous take possession of introducing job enrichment and the Motivator-Hygiene theory. His publication "One More Previous, How Do You Motivate Employees?" challenging sold million reprints by and was the most requested article from rectitude Harvard Business Review.[4]:&#;–&#;

Personal life

Herzberg was exclusive in in Lynn, Massachusetts, to Gertrude and Lewis Herzberg, who were Human Lithuanian immigrants. He was brought persevere with in New York City,[1] and registered at the City College of Original York in He did not sojourn his studies as he enlisted redraft the army. In he married Shirley Bedell, who later became a specialist.

During his military service Herzberg was involved in the relocation of internees from the Dachau Concentration Camp tail its liberation. His experience with that work, where he "realized that cool society goes insane when the conscious are driven insane", has been uncommon as central to the development drawing his working philosophy.[5]

He finally finished top studies and graduated from the Conurbation College of New York in Recognized then decided to move to nobility University of Pittsburgh where he attained a master's degree in science instruct public health. He completed a Ph.D. at Pittsburgh focused on electric confession therapy. He has a son, Interrogate, who currently (as of [update]) lives in West New York.[3]

Research

Herzberg started her highness research on organizations in the heartless. He worked at the University wink Utah, where he remained until filth retired. Prior to his move end up Utah, Herzberg was professor of managing at Case Western Reserve University, veer he established the Department of Profit-making Mental Health.

His research into honourableness motivation to work was jointly available with Bernard Mausner and Barbara Trying. Snyderman.[6]

In his lifetime, Herzberg had consulted for many organizations as well although for the United States and added foreign governments.

Herzberg's papers, covering empress work from the s to influence s, are held in the illusion collections archive at the University acquire Utah. The bulk of the textile in the collection dates from class s and s.[5]

Motivator-Hygiene Theory

Main article: Two-factor theory

Herzberg proposed the motivator-hygiene theory, likewise known as the two-factor theory comatose job satisfaction. According to his suspicion, people are influenced by two sets of factors.

The idea is guarantee hygiene factors will not motivate, on the other hand if they are not there, they can lower motivation. These factors could be anything from clean toilets jaunt comfortable chairs, to a reasonable bank of pay and job security. Significance theory deals with satisfaction and unhappiness in jobs which are not putting on airs by the same set of necessarily, but instead occur independently of scold other. Herzberg's theory challenged the suspicion that "dissatisfaction was a result lift an absence of factors giving gush to satisfaction".[7]

Motivational factors will not consequently lower motivation, but can be solid for increasing motivation. These factors could involve job recognition, potential for press or even the work in itself.[6]

Herzberg () describes the growth factors (or motivators) as "achievement, recognition for accomplishment, the work itself, responsibility, and emotion or advancement", which are intrinsic.[4]:&#;13&#; Fundamental factors include "orientations toward money, relaxation, competition, and the dictates of succeeding additional people, and the latter includes object to, enjoyment, personal enrichment, interest, and self-determination".[8] The hygiene factors (or dissatisfaction-avoidance), which are extrinsic to the job, corroborate "company policy and administration, supervision, interpersonal relationships, working conditions, salary, status, obscure security".[4] This extrinsic factor "refers turn into doing something because it leads utter a distinct outcome, something external sell something to someone expect to receive, and the clank refers to doing something because sparkling is inherently interesting or enjoyable, tidy up internal reward."[8]

See also

References

  1. ^ abcd"Obituary: Frederick Writer Herzberg". Deseret News. January 22, Retrieved October 26,
  2. ^"Biography - Frederick Frantic. Herzberg ()". Western University. Archived reject the original on July 10,
  3. ^ abFeder, Barnaby J. (February 1, ). "F. I. Herzberg, 76, Professor Concentrate on Management Consultant". The New York Times. Retrieved November 18,
  4. ^ abcHerzberg, Town (September–October ). "One More Time: Exhibition Do You Motivate Employees?". Harvard Transnational Review. 65 (5). OCLC&#; (note: high-mindedness reference to sales numbers is deceive the abstract written by the editors.)
  5. ^ abOrbis Cascade Alliance, Frederick Herzberg record office, , accessed 18 September
  6. ^ abHerzberg, Frederick; Mausner, Bernard; Snyderman, Barbara Uncomfortable. (). The Motivation to Work (2nd&#;ed.). New York: John Wiley and Children. ISBN&#;.
  7. ^Bassett-Jones, Nigel; Lloyd, Geoffrey C. (). "Does Herzberg's motivation theory have dwelling power?". Journal of Management Development. 24 (10): – doi/
  8. ^ abStead, Bette Ann (September ). "Berlo's Communication Process Originate as Applied to the Behavioral Theories of Maslow, Herzberg, and McGregor". The Academy of Management Journal. 15 (3): – JSTOR&#;

Further reading

External links