Lets look at the following presenting problem that is hindering the motivation, morale and productivity at my current workplace, and a strategy to address and resolve it$.$

Specific problem: Overworked employees with lesser compensation and appreciation.

Strategy :Addressing the hygiene factors related to salary, status, and supervision, as well as the motivators of performance and recognition. This will be accomplished through the use of Herzberg's two factor theory. This idea is also known as the Motivation$-$Hygiene idea. The motivating factor refers to growth factors, while the hygiene factor relates to survival or maintenance elements. Herzberg discovered that certain factors are likely to be constantly connected with work satisfaction, whereas others are likely to be consistently correlated with job dissatisfaction. Job happiness factors are motivational and intrinsic, whereas job dissatisfaction factors are hygiene and extrinsic.

Analysis and Defense of the theory as a solution for the presenting issue :

Herzberg's two$-$factor theory is highly relevant in addressing low motivation among employees who feel overworked and under$-$compensated for several reasons:

Intrinsic and Extrinsic Factors: Herzberg's theory distinguishes between motivators $($intrinsic factors like recognition, achievement, and personal growth$)$ and hygiene factors $($extrinsic factors like salary, working conditions, and job security$).$ Employees who feel overworked and underpaid are likely dissatisfied with their hygiene factors $($compensation$,$ workload$)$ but may still be motivated by intrinsic factors $($recognition$,$ challenging work$).$ By understanding this distinction, employers can strategize to improve both aspects: enhancing hygiene factors to eliminate dissatisfaction and incorporating motivators to enhance satisfaction and motivation.

Addressing Hygiene Factors, Specifically Salary: One of the critical hygiene factors identified by Herzberg is salary. Employees who perceive their compensation as inadequate relative to their workload are likely to experience dissatisfaction. Herzberg's theory suggests that improving salary and other hygiene factors can prevent dissatisfaction but won't necessarily lead to increased motivation. However, neglecting these factors can lead to significant dissatisfaction and demotivation among employees, affecting overall productivity and morale.

Importance of Recognition: Recognition is a key motivator according to Herzberg's theory. Even if employees feel overworked and underpaid, sincere and meaningful recognition for their efforts can significantly boost motivation. Recognition acknowledges employees' contributions, reinforces positive behaviors, and fosters a sense of value and appreciation. This can counterbalance the negative effects of feeling overworked and enhance job satisfaction. In response, propose sound methods for assessing the outcomes of the strategies presented.