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Will You Add? - Using Herzberg's Dual-Structure Theory to Motivate Clients
In any business our customers are one of our most important assets. Unfortunately there are days when not all customers want to be friendly or pleasant. On days like this, try these effective tips to help you handle those difficult customers.Don’t take it personally – remember when a customer complains they are unhappy with the product or your company – not you.Remember you are good at your job – remind yourself of the skills you have and why you are working there. Don’t allow customers to make you feel inadequate.Write down their complaint or concern – show the customer you are listening by recording their problem and if you are on the phone, tell the customer you are writing down all the details.Ask a supervisor to join you and be part of the transaction – if the customer is becoming more difficult, invite a supervisor to join you and the customer will notic
Although hygiene factors are not the source of satisfaction, these issues must be dealt with first to create an environment in which personal satisfaction and motivation can even be possible. Examples of hygiene factors include the actual living conditions of t
There are new and existing businesses that need a physical office front, but incurring the expense of leasing an office space can put a strain on their budget. Some businesses are not zoned to run their operations from home and maintaining a professional image is a must. So what do you do about your financial operational dilemma? Try investigating the services of an executive suite.Many areas have executive offices that provide a “Home Office Plan” designed to solve the problem of having a physical office front. These executive suites offer businesses an option, where you pay a nominal fee per month and receive services that are conducive to personally operating your own office.The executive suites monthly fee offers the following services:1. Receptionist: A live receptionist and not an automated operator will professionally answer the phone using your business name, generally during normal business hours. You w
In this article, I will explain how Herzberg came to develop his theory, explain how it is different from the other popular theories, and give practical examples of how the theory is put into play.
There are many parallels between Herzberg’s theory and the better-known Maslow’s Hierarchy of Needs theory of motivation. Both promote that a person’s basic needs must be met before the higher, more enriching needs can be addressed. Herzberg just uses different phraseology, really. The big difference between the two theories is Herzberg believes that you can have dissatisfaction and satisfaction at the same time. Motivation is a very challenging issue. I work to motivate clients on a daily basis, so this theory, in addressing the separation between the two, helps me to consider what may be missing in the basic needs of a client, which may be holding them back from accomplishing a goal they have set.
Frederick Herzberg developed his theory as a result of investigating 200 accountants and engineers in Pittsburgh, PA, and published his findings in the book, Motivation to Work, in 1959. The results of this study proved surprising to Herzberg and his colleagues, but led to what was originally known as the Two Factor Theory, which has been a major influence in how managers think about motivation. Herzberg found that there were entirely two different sets of factors associated with the feelings people had about work. Although the current theory is that there was just a one-dimensional line of satisfaction - a person was either satisfied or dissatisfied in their job- Herzberg felt there were actually two dimensions at play. There were factors that truly motivated people, but then there were other factors that led to dissatisfaction and did not influence motivation. Motivation factors addressed the amount of satisfaction and psychological growth a person experienced, and dissatisfaction was based on hygiene factors. Until the hygiene factors were satisfied, a person would continue to experience some aspect of dissatisfaction. On the other hand, once there was no more dissatisfaction, there was no more point in focusing on improving the hygiene factors, but it was then time to focus on the motivating factors.
Although hygiene factors are not the source of satisfaction, these issues must be dealt with first to create an environment in which personal satisfaction and motivation can even be possible. Examples of hygiene factors include the actual living conditions of th
I love the game of sales. In fact I am fascinated by people's traditional beliefs on sales and what it means to them. One of the most common areas of challenge that I come up against time and time again when working with business owners and business groups revolves around the basics of ‘getting business through the door' which is an absolutely critical area of any business. This is determined by the business owner's (and their respective teams) beliefs around the area of sales.So here's a question for you: What are the top three words that come to mind when I say ‘salesperson'? Yes, they've just popped right up there inside your head - just pause for a second right now...and write them down.Who thought ‘pushy', ‘arrogant', ‘dishonest' etc.? When I ask this question to groups of business owners, over 90% of the comments made are well...slightly on the negative side !It's no wonder then (if we have grown up with a
Frederick Herzberg developed his theory as a result of investigating 200 accountants and engineers in Pittsburgh, PA, and published his findings in the book, Motivation to Work, in 1959. The results of this study proved surprising to Herzberg and his colleagues, but led to what was originally known as the Two Factor Theory, which has been a major influence in how managers think about motivation. Herzberg found that there were entirely two different sets of factors associated with the feelings people had about work. Although the current theory is that there was just a one-dimensional line of satisfaction - a person was either satisfied or dissatisfied in their job- Herzberg felt there were actually two dimensions at play. There were factors that truly motivated people, but then there were other factors that led to dissatisfaction and did not influence motivation. Motivation factors addressed the amount of satisfaction and psychological growth a person experienced, and dissatisfaction was based on hygiene factors. Until the hygiene factors were satisfied, a person would continue to experience some aspect of dissatisfaction. On the other hand, once there was no more dissatisfaction, there was no more point in focusing on improving the hygiene factors, but it was then time to focus on the motivating factors.
Although hygiene factors are not the source of satisfaction, these issues must be dealt with first to create an environment in which personal satisfaction and motivation can even be possible. Examples of hygiene factors include the actual living conditions of t
Taking a look at the surroundings we can essentially tell that businesses are famously recognized because of the printed materials that we see. These materials had significantly played a vital role in creating impression that will last.Among the printing jobs that are currently in demand at present is the postcard printing jobs. These printing jobs can cater to impart an identity and impression that will last. With this material more businesses were able to keep in touch with clients and so as with establishing a lasting impression.Postcard printing jobs are ideal if you wanted a first base communication among your clients. This is because your cards can be significantly used for advertisements, business reply, coupon cards, invitations and greeting cards.With the valuable uses of postcards more businesses were able to surpass promotions with more sales and profits. The following are the reasons why postcard pri
Frederick Herzberg developed his theory as a result of investigating 200 accountants and engineers in Pittsburgh, PA, and published his findings in the book, Motivation to Work, in 1959. The results of this study proved surprising to Herzberg and his colleagues, but led to what was originally known as the Two Factor Theory, which has been a major influence in how managers think about motivation. Herzberg found that there were entirely two different sets of factors associated with the feelings people had about work. Although the current theory is that there was just a one-dimensional line of satisfaction - a person was either satisfied or dissatisfied in their job- Herzberg felt there were actually two dimensions at play. There were factors that truly motivated people, but then there were other factors that led to dissatisfaction and did not influence motivation. Motivation factors addressed the amount of satisfaction and psychological growth a person experienced, and dissatisfaction was based on hygiene factors. Until the hygiene factors were satisfied, a person would continue to experience some aspect of dissatisfaction. On the other hand, once there was no more dissatisfaction, there was no more point in focusing on improving the hygiene factors, but it was then time to focus on the motivating factors.
Although hygiene factors are not the source of satisfaction, these issues must be dealt with first to create an environment in which personal satisfaction and motivation can even be possible. Examples of hygiene factors include the actual living conditions of t
A non compete agreement or (no compete clause) is often used by employers to protect themselves against their staff leaving their company to join another company (ie. a competitor).The fear is that when leaving the company, an employee could take assets with them to their new employer that would hurt their current employer.Imagine for example you sell plumbing equipment and have built up a significant customer base while working there and decide to leave your employer to join a rival plumbing supplier in a similar sales role. If you took all of your business from your current employer to your new company, it would certainly hurt your current employer very badly.As a consequence, companies typically try to protect themselves from such things happening and a non compete agreement is one way of doing so.Here are some examples of non compete agreements that I’ve seen included in job offers:A non co
Although hygiene factors are not the source of satisfaction, these issues must be dealt with first to create an environment in which personal satisfaction and motivation can even be possible. Examples of hygiene factors include the actual living conditions of t
The employment recruiters in San Diego, with specialization in many areas can recruit in restaurant management, medical and finance, and other fields. The recruiters not only will give the address and the vacancy lists in the websites. They coach and mentor the aspirants. They mediate the candidates and the company to negotiate on salary and other things to benefit the aspirant.As the recruiters need to full fill the needs of various companies and organizations by providing accurate and qualified candidates on the immediate basis, these recruiters seek the talented. They guide them to get a better job. The recruiters provide space for different levels of posts.As they need to provide the candidates of different qualification and capabilities to the business organizations, they entertain the candidates of different qualifications for suitable jobs. There are some recruiters who are specialized in recruitment of a partic
Although hygiene factors are not the source of satisfaction, these issues must be dealt with first to create an environment in which personal satisfaction and motivation can even be possible. Examples of hygiene factors include the actual living conditions of the person, the quality of their personal relationships, their income and how they like their job, the status they hold in the community or their job, job security. The absence of these factors leads to dissatisfaction.
How many times have you worked with a client who wishes to lose weight, only to hear about the personal problems they are having at home? These personal problems represent a ‘hygiene’ factor that must be dealt with before they will ever accomplish more, such as remain motivated to focus on healthy eating and exercise.
Another example of a hygiene factor is their financial position. If they worry about paying the bills, their attention will be distracted from the health suggestions you provide. They may wonder how they can afford to buy more fruit, or, how they can really justify your services right now.
A person’s social situation is another area to investigate. Social relationships in both their personal life and their work environment can be a source of support while they work on improving health habits. Many people like to share their goals and challenges with others and some will use that time to use their friends and colleagues as a source of motivation and encouragement. If they lack that support system, it’s important to consider how they will stay on track.
Finally, if your client is unhappy with their job or work environment, again, they are dealing with hygiene factors and may appear to be less motivated to work on their health issues.
The above examples are just a few to consider before moving onto the motivating factors. Ignoring these issues could mean failure for your client, which will then ultimately reflect on your practice. Although many of these issues appear to be outside the scope of many health professionals’ practice, this emphasizes a need for a wide range of resources you can refer your clients to for further help in various areas. It also points out the importance of really getting to know the needs and concerns of your clients. If you don’t understand what else is going on in their lives, you will continue to push them for health changes they just are not prepared to make at this time!
Examples of motivation factors include things that enrich our lives. For clients,
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