Satisfaction at work

Question 1

What does the Two-factor theory (Herzberg, 1959) state?

Answer 1

states that job satisfaction and dissatisfaction work independently of each other – each entity is separate, consisting of separate job characteristics.

Question 2

What was the sample of Herzberg’s study in 1959?

Answer 2

200 engineers and accountants in the Pittsburg area were chosen for interviews

Question 3

What were the participants asked to do in Herzberg’s study?

Answer 3

they were asked to give a detailed description of periods in which they were ‘exceedingly happy’ and ‘exceedingly unhappy’ with their jobs.

Question 4

Define Hygiene factors.

Answer 4

factors that don’t contribute to satisfaction but their absence causes dissatisfaction

Question 5

Define Motivating factors.

Answer 5

factors that produce satisfaction but their absence does not lead to dissatisfaction

Question 6

Give 3 examples of Motivating factors

Answer 6

1. Challenging and rewarding work
2. Responsibility and autonomy
3. Recognition and sense of accomplishment

Question 7

Give 3 examples of Hygiene factors.

Answer 7

1. Job security
2. Salary
3. Working conditions
4. Benefits: paid holidays, insurance

Question 8

Define Skill variety (Hackman and Oldham, 1976)

Answer 8

Jobs should require a variety of skill set and utilise the pre-existing skills of the worker

Question 9

Define Task identity (Hackman and Oldham, 1976)

Answer 9

Jobs should require the completion of entire work and involve workers holistically rather than in a disjointed element.

Question 10

Define significance (Hackman and Oldham, 1976)

Answer 10

Jobs should have significance and impact on other people

Question 11

Define Autonomy (Hackman and Oldham, 1976)

Answer 11

Jobs should allow workers to have some autonomy and flexibility in planning, scheduling and doing their work etc

Question 12

Define Feedback (Hackman and Oldham, 1976)

Answer 12

The job itself should give information on how well the worker is performing

Question 13

List the 4 Techniques of Job Design

Answer 13

1. Job Enrichment
2. Job Rotation
3. Horizontal Job Enlargement
4. Vertical Job Enlargement

Question 14

Define Job enrichment

Answer 14

Involves giving workers a greater variety of tasks to perform increasing skill set and responsibility. This gives workers a greater sense of control over their job and makes their job interesting.

Question 15

Define Job rotation

Answer 15

Having regular changes in tasks within normal roles eg. workers in a kitchen can rotate around all the different preparation areas.

Question 16

Define Horizontal job enlargement

Answer 16

Giving workers more tasks to do but usually at the same level of skills and responsibility.

Question 17

Vertical job enlargement

Answer 17

Addition of further decision-making responsibilities and/or higher level, challenging tasks without formal promotion. This increases competence and a sense of empowerment. Allowing teams to manage themselves is an example.