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A well-known and widely-accepted theory of job satisfaction and discontent is Frederick Herzberg’s Two-Factor Theory. It implies that there are two distinct ideas behind job happiness and job discontent. According to Herzberg, two groups of elements hygiene factors and motivators are thought to affect job happiness and productivity. Herzberg recognized pay as a hygiene issue: however, other theorists and practitioners disagree with this assertion. The link between work happiness, job performance, and remuneration will be examined in this study project.
Frederick Herzberg, a psychologist, created Herzberg’s Two Factor Theory, also known as the Dual Factor Theory or the Motivation-Hygiene Theory, as a motivating theory. It claims that work happiness and discontent are two different things (Thant & Chang, 2020). In contrast to his claim that job discontent is driven by a series of hygienic elements related to job surroundings, Herzberg contended that job happiness is driven by a set of motivating factors connected to job content. Achievement, recognition, responsibility, development, and growth are a few examples of motivational aspects that are connected to job content. The hygiene aspects relate to the work environment and take into account elements like compensation, benefits, workplace culture, workplace politics, and job security (Al-Ali et al., 2019). Herzberg contends that job performance and job happiness are not mutually exclusive. Rather, work happiness and discontent influence how well an employee performs at their job.
Herzberg’s two-factor theory is related to Davy’s performance issues in the Cyberloafing Video in that his lack of job happiness is probably caused by the hygiene concerns at his workplace. Davy is probably unhappy for a variety of reasons, including his poor wages, lack of respect, and precarious employment. His dislike of his boss and lack of drive to carry out his job obligations are evidence of this. Davy may feel undervalued and unappreciated as a result of his perception that he is not getting the praise or awards he merits for his efforts. Davy may also be unsatisfied due to a lack of job security since he is uncertain about the future of his position and his ability to hold on to it. Davy’s poor performance at work is probably a result of all these circumstances.
The video clearly emphasizes how crucial it is to provide personnel purposeful employment in order to maintain their motivation and productivity. It implies that granting employees chances for development, acknowledgment, and responsibility is crucial for job performance and job happiness. The clip also underlines how crucial it is to give workers market-competitive pay and benefits in order to ensure job happiness and performance. Pay is a significant factor in both work performance and job satisfaction. Income has a direct impact on job satisfaction, according to Bayona et al (2020), and has a significant impact on determining an employee’s level of job satisfaction. Pay affects a worker’s performance on the job as well; studies have shown that higher-paid employees tend to be more motivated and produce higher-quality work than lower-paid employees. Additionally, there is a connection between job happiness and performance since motivated workers are more likely to be content with their jobs.
In conclusion, there are many different ways that compensation, job happiness, and performance are related. Herzberg’s Two Factor Theory states that while compensation may influence work satisfaction, it is not the sole factor. Recognition, accountability, and career prospects are additional aspects that are crucial. Additionally, there is a correlation between job satisfaction and better performance since motivated and productive individuals are more likely to have positive attitudes about their work. In the end, there is a complicated link between pay, job happiness, and performance, and businesses should work to foster an atmosphere where workers feel inspired and content with their work.
References
Al-Ali, W., Ameen, A., Isaac, O., Khalifa, G. S., & Shibami, A. H. (2019). The mediating effect of job happiness on the relationship between job satisfaction and employee performance and turnover intentions: A case study on the oil and gas industry in the United Arab Emirates. Journal of Business & Retail Management Research, 13(04). Web.
Bayona, J. A., Caballer, A., & Peiró, J. M. (2020). The relationship between knowledge characteristics’ fit and job satisfaction and job performance: The mediating role of work engagement. Sustainability, 12(6), 2336. Web.
Thant, Z. M., & Chang, Y. (2020). Determinants of public employee job satisfaction in Myanmar: Focus on Herzberg’s two factor theory. Public Organization Review, 21(1), 157–175. Web.
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