8.3 - Blog: Retention and Motivation

To theory or not to theory? That is the question.

One theory that best aligns with today's workforce is Herzberg's Two-Factor Theory, also known as the Motivation-Hygiene Theory. This theory distinguishes between motivators (factors that truly drive satisfaction and engagement) and hygiene factors (if absent, may cause dissatisfaction, but do not motivate when present). The theory focuses on intrinsic motivation, limitations of hygiene factors, and guidance for human resource practices.

Herzberg identifies that employees value achievement, meaningful work, recognition, responsibility, and growth opportunities (Portolese, 2022, p. 173). Elements like salary, work conditions, and company policies are considered baseline expectations. Modern employees expect fair pay and benefits, but they are unlikely to be motivated solely by these factors. The theory directs organizations to go beyond compensation and create enriched roles, offer skill-building, and recognize contributions, which directly align with the priorities of the contemporary workforce.

One theory that should no longer be applied is McGregor's Theory X, which presumes employees dislike work and require control and punishment. In contrast, Theory Y assumes employees are self-motivated and thrive with autonomy. This theory shifts towards empowerment, but it harms retention. Workers expect collaboration, trust, and flexibility rather than micromanagement and punitive oversight. This perspective has motivated organizations to move away from the authoritarian Theory X. The modern organizational emphasis on engagement, psychological safety, and employee voice is a direct opposition to the assumptions of Theory X. With the growth of remote work, knowledge jobs, and diverse teams, a top-down, controlling management style is impractical and detrimental to achieving high performance in the workspace.

Reference

Portolese, L. (2022). Human Resource Management, Version 4. FlatWorld.

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