The purpose of this article is to bridge the gap between knowledge and speculation about what motivates employees and what should be done for the development of the organisation. Many difficulties exist with moving employees to action. The quickest way to get an employee to do something is to ask, but if the person declines, the next solution is to give them a kick in the pants (KITA). However, there are problems with KITA and motivation. The employee, of course, does move when the KITA is applied, whether it is physical or psychological, but KITA does not lead to motivation, it only leads to movement. If an employee needs no outside stimulation, then he or she wants to do it.
The author Herzberg elaborates nine of the KITA practices
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Next the Two Way Communication was developed. Management now began welcoming suggestions and surveys. The two-way communication brought some improvement but still had no motivating effect. The KITA approach of Job Participation was introduced by the managements to get a bigger picture of what the employee does at his work and measure it. It was designed to give employees the sense of achievement. This didn’t lead to motivation and thus was a failure. Employee Counselling, the first of its kind in the KITA methods was introduced in the 1930s. Employees could talk to someone about their problems and perhaps that would motivate them. But the counselling also failed to yield the desired results. In fact, counselling services were often interfering with the operation of the organization itself.
Herzberg developed a motivation-hygiene theory based on a study of engineers and accountants. The findings of the initial study suggest that factors involved in producing job satisfaction are different from the factors that lead to job dissatisfaction. The author says two differing needs are involved within an employee. One set of needs comes from the animal-like nature that is built in drive to avoid pain and all other biological needs that drive humans. For example, hunger, makes it necessary to make money, and thus money is a specific drive. The other need is the ability to achieve and to experience growth. The job content