Jumping for the Jelly Beans (2 of 2)

gec1182007-09-18

Fredrick#Herzberg#Motivation#Hygiene#Factors#Maslow#Two Factor Theory#Job enrichment#Job enlargement#business#business studies#Training

100K views|16 years ago

💫 Short Summary

Job enrichment involves providing employees with a variety of responsibilities to promote growth. Direct feedback is crucial for self-improvement, and direct communication among employees is essential. Paying employees a yearly salary is preferred over piece rate or hourly rate. Hygiene factors are just as important as motivators for employee satisfaction. Dr. Herzberg's theory on the importance of treating people well and using them well is also discussed in the video.

✨ Highlights

📊 Transcript

✦

Key highlights on job enrichment and employee satisfaction.

01:15

Providing employees with diverse responsibilities and tasks can help them utilize their skills and foster personal development.

Direct feedback is necessary for self-improvement, while excessive communication can be counterproductive.

Direct communication among employees is crucial for implementing job enrichment strategies.

Instead of piece rate or hourly pay, a yearly salary is recommended for optimal payment.

Hygiene factors, along with motivators, play a significant role in employee satisfaction.

✦

Importance of Valuing All Aspects Equally.

05:12

Dr. Herzberg's theory on money is discussed.

Companies have misinterpreted Dr. Herzberg's theory.

Treating people well and using them well are equally important for different reasons.

00:00I need responsible idiots this is where

00:07job enrichment comes in the job

00:10enrichment movement is to give people

00:12the opportunity to use their ability

00:21mall jobs that people have should have a

00:26range of responsibilities and activities

00:31sort of a concentric circles in which

00:36you are hired for this job the largest

00:40job

00:47though you come in with the ability to

00:50only do this you are hired to do that

00:55and expected eventually to do that and

00:59you are paid for that what this does is

01:07put in one of the most important

01:10ingredients in life in activity all jobs

01:15should be a learning experience a growth

01:19experience inherent in the job within

01:30this module of work within this

01:32concentric circle job you have to make

01:36sure a number of things occur first of

01:39all that the individual gets direct

01:41feedback it's very important how am i

01:45doing should be built into the system

01:51automatically how am i doing should not

01:57be a formalized outside my job system

02:05that is a supervisor telling me how my

02:08d'un should not be dependent upon an

02:09appraisal system how am i doing should

02:12not be dependent upon somebody else

02:14telling me along with the direct

02:25feedback should be the responsibility

02:27for self checking man should always be

02:32responsible how responsible for his own

02:34quality you cannot pass that buck off

02:39into an inspection team but you cannot

02:44hold anybody responsible to be an idiot

02:46so if you're going to hold them

02:48responsible for checking his results he

02:50has to have a meaningful thing to do to

02:52check

02:55if he's doing idiot work then you cannot

02:57hold him responsible for checking it now

03:07[Music]

03:09in industry we communicate too damn much

03:14the worst thing to do at most the

03:17communication of course is passive

03:19communication the idea is if you tell

03:22the worker what it's all about he will

03:23be more motivated so you tell them why

03:27he has to be an idiot

03:36and we get too much communication one

03:39because we feel that we have to tell

03:41everybody everything he really doesn't

03:43give a damn if he's not an idiot job he

03:45doesn't give it in

03:49another reason for too much to

03:51communication in the company is because

03:55we don't allow the person who's doing

03:56one job communicating with a person he

03:59has to communicate with we have to go

04:01through a supervisor over to his

04:03supervisor down to communications so one

04:07important ingredient in job enrichment

04:10is direct communication let the man talk

04:14directly to the person he has to not

04:16through intermediaries let me say the

04:25worst way to pay people is on piece rate

04:27that is absolutely the worst way to pay

04:30people that's paying people constantly

04:36jellybeans reinforcing each a little bit

04:38of behavior the next Worst pay to pay

04:42people is on an hourly rate the best way

04:46to pay him is a salary a yearly salary

04:48period now let me make a point here

04:51hygiene is as important as the

04:54motivators for different reasons that's

04:58the important one is not more important

05:00than the other ones I put a value

05:03judgement I don't know which more

05:06important write a book they eat it's

05:09like asking do you want me to kill your

05:11wife or your daughter it's a

05:12non-competitive question quite frankly

05:16ladies and gentlemen I wallow in hygiene

05:19I love hygiene is an article by a

05:23Columbia University professor title the

05:26ominous doctor Herzberg and wage and

05:27salary administration and his gist of

05:30his argument was watch out for Herzberg

05:32because he doesn't believe in money a

05:34lot of companies picked this out and all

05:38say Oh wonderful wonderful you don't

05:40believe in money and I had to run around

05:41all these company say this is not true

05:43it's misinterpretation of my theory no

05:46no no Fred you don't believe in money

05:47great great so in sheer desperation on

05:49how to raise my fees

06:00now make the point that when I say it is

06:03hygiene it is not a second class citizen

06:05concept treating people well and using

06:09them well equally important for

06:11different reasons

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