Human Resource Management
In my current organizational role, the factor I am mostly motivated by is the high-order needs that are self-actualization and self-satisfaction. Although the low-order needs drive me, needs like an achievement, and recognition, being able to be fully happy in the job that I do every day and growing in it is my greatest motivator. Herzberg Hygiene factors for satisfaction also serve as motivators. Working in an environment where my work is appreciated, a recognition given, work is properly allocated, and all employees are given equal opportunity to compete for positions of leadership all serve as important factors. In my role in the organization, if all these are fostered, they push me towards working for the high-order as I can to fulfill the low-order needs in succession.
In Herzberg’s theory, the lack of dissatisfaction in a company does not necessarily mean job satisfaction and thus one must always remedy it. I am of the school of thought that job satisfaction leads to higher performance and acknowledge that job satisfaction is complex in itself because it takes into account the individuality of each and every employee. For some, getting a good break room is good enough for them while others feel that a senior position in the organization. However, all agree that a positive and peaceful working environment with good health benefits go a long way in ensuring job satisfaction.
Gender inequity is still a problem in the workplace today. Women consistently earn less than men for doing the same job. The inequity does not have a textbook solution because there is little in law that forces companies to take action. The problem is grossly ignored, and it is up to an individual company making the conscious decision to change it. However, in recent times, women have chosen to speak up against it and some companies are doing the needful.
References
Stubblefield, M. J. (2006). Job Satisfaction. Retrieved online from <leadmcg.com>
