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Herzberg's Two-Factor Theory Analysis

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Talent development is comprised of organizational human resource processes that are designed with the intent to aid in the motivation, development/growth, attraction, and retention, of productive and engaged employees. In order for a human resource or talent development program to be successful, the employee/individual must be motivated to not only participate in the activities but to learn and apply what has been learned to improve performance. Professionals in the HR/Talent Development department need to understand how to apply motivational tools, processes and theories in order to continuously meet and adapt to the changing needs of their employees, due to the fact that every individual is unique/different. 1. The need-based theories that …show more content…

The theory addresses that while survival/hygiene needs are met does not mean there is job satisfaction or improvement of performance. Motivation factors, on the other hand, create job satisfactory, performance improvement and satisfy growth needs. By using the two-factor theory, employees can be motivated by the fact that hygiene factors are present, therefore preventing any potential dissatisfaction, while adding motivation factors to increase job satisfaction, commonly referred to as job enrichment (Werner, 2017). In order to successfully apply Herzberg's Two-Factor Theory in talent development, employers need to focus more on adding motivators such as (but not limited to) increased responsibility, awards, promotions and recognition for things they have done exceptionally well at or improved …show more content…

The theory states that an individual will purposefully choose to do certain activities they know or believe they can accomplish or perform to result in a specific outcome. The decision regarding what activities to pursue is based on the following beliefs: expectancy (E), instrumentality (I) and valence (V). Expectancy belief(s) refers to how the application of effort to a task will result in the outcome of successfully accomplishing it. Instrumentality belief refers to the judgment of connection between the performance of the task and probable outcomes. Valence belief refers to the value someone places on a specific

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Racism and Loneliness: Two Components for Bitterness Norman Cousins once said, “The eternal quest of the individual human being is to shatter his loneliness.” Crooks, one character from John Steinbeck’s Of Mice and Men, battles with loneliness. He is forced to deal with racial segregation and live in a confined space isolated. Since Crooks is secluded he becomes an unpleasant human being and treats others poorly. Crooks’ method for coping with his loneliness, hurts him as a person instead of helping him.

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To assist with the consultation process, we will develop a formal talent philosophy, Human Resources strategy, and a specific staffing strategy. Chern’s talent philosophy describes how employees should be treated and the expectations employees will be held to. Your talent philosophy is that employees are expected to provide top level knowledge and customer service, while attaining sales quotas. Failure to meet quota for four consecutive months will lead to a warning and an additional month of not meeting quota will result in termination. To encourage leadership behavior, employees are encouraged to meet quotas independently as a reflection of employee and departmental freedom.

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The theory that intentions

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The Expectancy Theory states that as we predict likely futures we also tend to have expectations about the outcomes. If things are seemingly good, we believe we can ‘make a difference’ and have the motivation to do actions to

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Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee

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1.2.3 Theoretical Perspective 1.2.3.1 Self-efficacy Theory. Bandura (1977) theorized that self-efficacy influence choice of activities, effort, persistence, and achievement. Compared with that person who has doubt on their abilities those with high self-efficacy for completing a task participate more work harder, readily, persist longer when they face difficulties, and achieve at a higher level. People information to appraise self-efficacy from their performances, vicarious experiences, physiological reactions and forms of persuasion.

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The results obtained are found to be contradicting with Herzberg’s Two-Factor Theory. The study revealed that the strongest motivation factor with the highest significance level on job satisfaction is the working conditions, which is a hygiene factor. The subsequent factors that motivate the sales personnel reported are recognition, company policies and money. Out of these four factors mentioned, recognition is the only motivator as explained in the Herzberg’s

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This is correspondent to the person-job fit theory, which is defined by the compatibility between a person’s characteristics and those of a specific job (Kristof-Brown and Guay, 2011). Research has shown that person-job fit has a number of positive outcomes. Notably, person-job fit can be a reasonable predictor of job performance because individuals with high person-job fit are found to have positive work outcomes (Edwards, 1991). Therefore, it is reasonable to expect that placing talents in positions which fit their strengths can enhance their performance. In addition, person-job fit is found to be related to productivity and organizational commitment (Rousseau and McLean Parks, 1993).

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We often talk about human resource when discussing talent management. Human resource indeed plays a very important role and up to an extend talent management fits under HR agenda. The major reason can be because HR prime role is to attract recruitment, retain, promote and develop the resource in the organization. Many books have been introduced, many research have been conducted to understand the key factor impacting talent in the organization.

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Bussey, Cathy (2009) described the HR department to maintain the knowledge and skills of the employees. Talent data is competitive advantage of the organization. The researcher concluded that talent data drives the growth of the corporate world. To know the capabilities of employees those are needed in the future and mold the employees to achieve the organization goal. Korn Ferry (2014) launched talent analytics that helps organization to identify the top performer, assess the employees’ performance and competency gaps, measure the effectiveness of employee engagement and compare the organization improvement with the corporate world.

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Compare and contrast any two HRM theories and any two HR models. The Victor Vroom’s expectancy theory is a motivation theory and it has three core components for the motivation of employee considering Expectancy, instrumentality or performance–reward relationship, valance and based on assumptions (Vroom, 1964). Identifies with a people conviction that by applying a specific measure of exertion they will accomplish a specific level of execution which is expectancy also known as an effort-performance relationship. Instrumentality or performance-reward relationship depend on every individual employee who believes how much amount of their work efforts will lead to desired outcomes (Robbins, Judge, Millett, & Waters-Marsh, 2008).

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