A01=Frederick Herzberg
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Attitudinal Effects
Author_Frederick Herzberg
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Barbara Bloch Snyderman
Bernard Mausner
Category1=Non-Fiction
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COP=United Kingdom
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employee engagement science
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Free Enterprise Economic System
Good Life
High Job Attitudes
Human Relations Training Programs
Improved Job Attitudes
industrial organizational behavior
Industrial Relations Programs
Influences Job Attitudes
intrinsic and extrinsic motivation analysis
Job Attitudes
job design theory
job satisfaction research
Language_English
Long Range Attitude
Long Range Sequences
Low Job Attitudes
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Mental Health Effects
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Negative Job Attitude
Negative Mental Health Effects
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Positive Job Attitudes
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psychosocial work environment
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Remove Health Hazards
Scanlon Plan
Short Range Sequences
softlaunch
workplace motivation factors
Young Men
Product details
- ISBN 9781138536913
- Weight: 453g
- Dimensions: 152 x 229mm
- Publication Date: 27 Oct 2017
- Publisher: Taylor & Francis Ltd
- Publication City/Country: GB
- Product Form: Hardback
- Language: English
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Quality work that fosters job satisfaction and health enjoys top priority in industry all over the world. This was not always so. Until recently analysis of job attitudes focused primarily on human relations problems within organizations. While American industry was trying to solve the unsolvable problem of avoiding interpersonal dissatisfaction, problems with the potential for solution, such as training and quality production, were ignored. When first published, 'The Motivation to Work' challenged the received wisdom by showing that worker fulfillment came from achievement and growth within the job itself. In his new introduction, Herzberg examines thirty years of motivational research in job-related areas. Based on workers' accounts of real events that have made them feel good or bad on the job, the findings of Herzberg and his colleagues have stimulated research and controversy that continue to the present day. The authors surprisingly found that while a poor work environment generated discontent, improved conditions seldom brought about improved attitudes. Instead, satisfaction came most often from factors intrinsic to work: achievements, job recognition, and work that was challenging, interesting, and responsible. The evidence marshaled by this volume called into question many previous assumptions about job satisfaction and worker motivation. Feelings about intrinsic and extrinsic factors could not be validly averaged on a single scale of measurement. Motivation and performance are not merely dependent upon environmental needs and external rewards. Frederick Herzberg and his staff based their motivation—hygiene theory on a variety of human needs and applied it to a strategy of job enrichment that has widely influenced motivation and job design strategies. 'Motivation to Work' is a landmark volume that is of enduring interest to sociologists, psychologists, labor studies specialists, and organization analysts.
