The Motivation to Work

Herzberg's seminal work is both robust and enduring. Few ideas about the workplace have offered such insight and wisdom... as well as misunderstanding and controversy. His classic, "One More Time... How Do You Motivate Employees?" is the number one most requested article in the history of the Harvard Business Review and has been republished multiple times during the past four decades. This is obviously a message management needs to relearn time and again.Ultimately, the core value of Herzberg's pioneering research is that the relationship between the employee and the organization is more complex than mere economic exchange. His work invites us to consider that motivation comes from within the individual -- it is something the organization gets FROM its people, rather than something it does TO them. Herzberg's distinction between motivation (internally generated action) and movement (the response to external reward or punishment) is paramount to understanding how employees experience the work world. This crucial insight offers management an alternative to tricking employees into doing stupid jobs by simply paying them money. As Herzberg makes clear, it's the job we ask folks to do and the social context in which work takes place that provide the richest options for creating compelling organizations.Many progressive CEOs and thought leaders in the field embrace this paradigm. Jim Goodnight of SAS states that, "Ninety-five percent of my assets drive out the driveway each night. My job is to bring them back the next day." Peter Drucker extolled the virtues of transcending the notion that "work is a curse." Peter Senge has offered a roadmap for creating a learning organization with self-sustaining energy and vitality. Jeffery Pfeffer states that too often, organizations are measuring all the wrong things -- essentially majoring in minors. His HBR article "Six Dangerous Myths About Pay" offers a platform for demystifying management's numerous misconceptions concerning the realities of compensation.From these and many other giants of the management profession, it is clear that Herzberg's core beliefs about the workplace have enduring value. "The Motivation to Work" offers the reader unique insights into the complexities of employee needs and their performace at work. It also provides a much needed alternative to the carrot-and-stick approach to motivation so apparent in most organizations.

Product as described, no issues. Would gladly use same provider again

Not only did I include this in the literature review portion of my research project on retention and turnover, but it really formed the basis of several aspects of my research on turnover and worker satisfaction. I enjoyed it so much after borrowing from the library and reading it that I had to have a copy for myself. Many are quick to reject Herzberg's two-factor theory, but it's hard to go wrong in using what you'll learn from his results and conclusions in dealing with worker motivation. This is an outstanding analysis of what motivates workers, satisfiers and dissatisfiers, and hygiene versus motivators. A true classic in every sense of the word!

OK, not great but not bad. Easy read.

A must have for the reference collection for those working workforce education (CTE) or business-based organizational leadership/development.

The text is well developed and timely. The Two-Factor Theory framework is widely used in research on adjunct faculty and their job satisfaction.

Really great and easy reading, good shipping, good timing and undamaged

perfect

This book offers a very useful insight into the observation that what affects work satisfaction, for example professional growth, is not the same as what contributes to work dissatisfaction, for example company policy. An organization can provide a lot of perks and reduce or eliminate employee dis-satisfaction, yet they may remain unmotivated. They are at best content. Or an employee can be highly motivated, and highly dissatisfied. This book address this various possibilities in the course of answering the question: what does someone want from their job?

When you're introduced to management and motivation theories at the beginning of your studies, Herzberg is one of those theorists that lecturers always introduce you to. And then you never seem to be able to shake 'em off - no matter what you do, Herzberg (and Maslow) keep reappearing, with brain numbing regularity. Do I sound a little jaded? Well I was until I got this slim text and instead of reading other people's accounts of Herzberg's work, began to read about it from the man himself.I was a reluctant (under- and post-grad) student at times and have rarely read a text book unless I had to, but Herzberg's writing style is so easy to read - it's as if he's having a chat with you over a coffee. His enthusiasm is catching and before I knew it I was actually taking this to bed with me to read instead of my usual diet of psycho-thriller stories. I'm just annoyed that I didn't do this earlier in life.

OK

great condition, great price and great service. I couldn't be happier.

An essential book for managers to read on motivation. Insightful ideas and examples that justify the theory. Definitely would recommend.