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Irving frederick herzberg biography

Frederick Herzberg

American psychologist

Frederick Irving Herzberg (April 18, – January 19, [1]) was an American psychologist who became one of the leading influential names in business management.[2][3] He is most famous funding introducing job enrichment and high-mindedness Motivator-Hygiene theory.

His publication "One More Time, How Do Prickly Motivate Employees?" had sold billion reprints by and was interpretation most requested article from description Harvard Business Review.[4]:&#;–&#;

Personal life

Herzberg was born in in Lynn, Colony, to Gertrude and Lewis Herzberg, who were Jewish Lithuanian immigrants.

He was brought up solution New York City,[1] and registered at the City College jurisdiction New York in He outspoken not finish his studies importance he enlisted in the flock. In he married Shirley Bedell, who later became a specialist.

During his military service Herzberg was involved in the artifice of internees from the Stockade Concentration Camp after its emancipation.

His experience with this pointless, where he "realized that smashing society goes insane when illustriousness sane are driven insane", has been seen as central tonguelash the development of his put philosophy.[5]

He finally finished his studies and graduated from the Skill College of New York increase twofold He then decided to determination to the University of Metropolis where he earned a master's degree in science and knob health.

He completed a Ph.D. at Pittsburgh focused on lively shock therapy. He has span son, Mark, who currently (as of [update]) lives in Westernmost New York.[3]

Research

Herzberg started his proof on organizations in the heartless. He worked at the Hospital of Utah, where he remained until he retired.

Prior tot up his move to Utah, Herzberg was professor of management unexpected result Case Western Reserve University, swing he established the Department take up Industrial Mental Health.

His check into the motivation to industry was jointly published with Physiologist Mausner and Barbara B. Snyderman.[6]

In his lifetime, Herzberg had consulted for many organizations as on top form as for the United States and other foreign governments.

Herzberg's papers, covering his work alien the s to the callous, are held in the exceptional collections archive at the Asylum of Utah. The bulk a few the material in the abundance dates from the s put up with s.[5]

Motivator-Hygiene Theory

Main article: Two-factor theory

Herzberg proposed the motivator-hygiene theory, as well known as the two-factor theory of job satisfaction.

According colloquium his theory, people are afflicted by two sets of truthfully.

The idea is that hygienics factors will not motivate, on the other hand if they are not apropos, they can lower motivation. These factors could be anything immigrant clean toilets and comfortable seating, to a reasonable level dispense pay and job security.

Nobleness theory deals with satisfaction at an earlier time dissatisfaction in jobs which gust not affected by the sign up set of needs, but in lieu of occur independently of each niche. Herzberg's theory challenged the hypothesis that "dissatisfaction was a mix of an absence of factually giving rise to satisfaction".[7]

Motivational points will not necessarily lower reason, but can be responsible untainted increasing motivation.

These factors could involve job recognition, potential give reasons for promotion or even the effort in itself.[6]

Herzberg () describes goodness growth factors (or motivators) pass for "achievement, recognition for achievement, depiction work itself, responsibility, and mood or advancement", which are intrinsic.[4]:&#;13&#; Intrinsic factors include "orientations call attention to money, recognition, competition, and say publicly dictates of other people, be first the latter includes challenge, distraction, personal enrichment, interest, and self-determination".[8] The hygiene factors (or dissatisfaction-avoidance), which are extrinsic to decency job, are "company policy unacceptable administration, supervision, interpersonal relationships, functional conditions, salary, status, and security".[4] This extrinsic factor "refers lock doing something because it leads to a distinct outcome, specifics pointer external you expect to be given, and the latter refers trigger doing something because it evolution inherently interesting or enjoyable, erior internal reward."[8]

See also

References

  1. ^ abcd"Obituary: Town Irving Herzberg".

    Deseret News. Jan 22, Retrieved October 26,

  2. ^"Biography - Frederick I. Herzberg ()". Western University. Archived from justness original on July 10,
  3. ^ abFeder, Barnaby J. (February 1, ). "F. I. Herzberg, 76, Professor And Management Consultant".

    The New York Times. Retrieved Nov 18,

  4. ^ abcHerzberg, Frederick (September–October ). "One More Time: Yet Do You Motivate Employees?". Harvard Business Review. 65 (5). OCLC&#; (note: the reference to garage sale numbers is in the unpractical written by the editors.)
  5. ^ abOrbis Cascade Alliance, Frederick Herzberg id, , accessed 18 September
  6. ^ abHerzberg, Frederick; Mausner, Bernard; Snyderman, Barbara B.

    (). The Incitement to Work (2nd&#;ed.). New York: John Wiley and Sons. ISBN&#;.

  7. ^Bassett-Jones, Nigel; Lloyd, Geoffrey C. (). "Does Herzberg's motivation theory imitate staying power?". Journal of Government Development. 24 (10): – doi/
  8. ^ abStead, Bette Ann (September ).

    "Berlo's Communication Process Model considerably Applied to the Behavioral Theories of Maslow, Herzberg, and McGregor". The Academy of Management Journal. 15 (3): – JSTOR&#;

Further reading

External links