Describe how Herzberg’s hygiene and motivator factors differ and give an example of each.

List each of the needs in Maslow’s hierarchy and provide an example of how a firm could try to satisfy each.

Physiological needs are those related to food, water, and shelter. A firm could satisfy each of these needs by paying an employee.

Safety needs are satisfied when one is free from danger, pain or uncertainty. Again, pay would be an example of how to satisfy these needs as the paycheck would enable the employee to purchase items to keep him free from danger (a car instead of walking on a busy highway).

Social needs are those of belonging to a group or being loved. Firms could create a golf league, take their employees out for dinner for the holidays or hold summer picnics to satisfy this need.

Esteem needs are those where one desires respect from others and wants to feel important. A program where employees are formally recognized for a job well done, like an “employee of the month” award would satisfy this need.

Self-actualization needs are where an employee desires to be “all he can be.” Offering your employees a tuition reimbursement program would help satisfy this need.

126. Describe how Herzberg’s hygiene and motivator factors differ and give an example of each.

Hygiene factors are part of the context of a workplace. Their presence is often overlooked by an employee, but their absence leads to feelings of dissatisfaction in the employee. For example, if the working conditions are adequate at a place of business (relatively clean, warm and dry), employees tend not to notice. However, if the air conditioning breaks in the summer, employees will complain a great deal about the heat. Other examples of hygiene factors include: company policy, supervision and relationships, salary and security.

Motivators are part of the job’s content and are intrinsic to the job. Examples include: achievement, recognition, interesting work, increased responsibility, and advancement. If these conditions are not found in the job, the worker is somewhat neutral; however, when the conditions are created by a manager, for example, they can motivate an employee to high performance levels.

127. What are some of the key characteristics of individuals identified by a thematic apperception test as high need for achievement? In what occupations do high need for achievement individuals perform well?

Individuals with a high need for achievement meet deadlines, come up with great ideas, and generally aim for success in their jobs. Consequently they find success in jobs such as scientists, entrepreneurs, sales and engineers.

128. You perceive inequity in a situation. Describe reactions that equity theory suggests to alter the perception.

If inequity is perceived, an individual can alter his perceptions of his own or the referent’s inputs and outcomes. For example, you could downplay your own inputs, value them more highly, and distort the other’s inputs or his outcomes. You might also get the referent to increase his inputs. Yet a third alternative is for you to reduce your inputs or increase your outcomes. Finally, you could change your comparison person (the referent) or leave the situation completely.

129. Define distributive, procedural and interactional justice and note how they are related.

Distributive justice is the degree to which the outcomes received from the organization are perceived to be fair. Procedural justice refers to the degree to which fair decision-making procedures are used to arrive at a decision. Finally, interactional justice is the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions. The three concepts interact with each other and together. In short, the three types of justice are providing an opportunity for an employee to receive a fair outcome that was provided based upon a fair decision and awarded to the employee in a respectful, kind manner. Employers benefit from attending to all three types of justice.