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1. Herzberg’s two-factor theory speaks to issues relevant in both employee compensation and benefits as it discusses why people choose a workplace, as well as what keeps employees satisfied and committed to their work. For more information on Herzberg’s two-factor theory, see Frederick Herzberg Motivational Theory.
Imagine that you are an HR manager in a contemporary firm and answer the following: • Whom are you trying to recruit to work for you (i.e., your audience)? • What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position? 2. If you have taken the time to review Herzberg’s work, you may have learned that people accept a job and stay on the job for different motivational reasons. Job satisfaction is achieved through what Herzberg would categorize as motivational factors (personal growth; responsibility; the work itself; opportunities for achievement, advancement, recognition; and/or to make a positive difference) rather than hygiene factors (status, salary, job security, types of supervision, etc.). 250 word minimum required for each question Using at least three comparison web examples from the industry you used to in your “Herzberg’s Two-Factor Theory” discussion post this week, delineate a creative employee benefits plan designed to keep your best employees satisfied and motivated. Remember to include all of the links as well as references from the course text and other resources to support your rationale.

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christieA 80 TUTOR Posted 155. Sold 184. Asked 1. Solution preview:
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Attachments
Butler.docx
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References
******* *** ******** ** ****** *** *** * ****** “Positive ******* ** ******* *** performance standards ** intrinsic motivation” *** Psychology ****** pp ***–***
****** ** ****** “Flexible schedules **** ******** ****** ******** **** ** ******** pp **–**Price: $20.00

VINAllInOneA 54 TUTOR Posted 128. Sold 129. Solution preview:
Frederick Herzberg has developed a theory on the employee satisfaction and dissatisfaction *** ** ** ****** *** two-factor ****** ** *** motivator- ******* ****** (Eremenco ** *** ***** ** *** *** description ** Herzberg, ***** *** *** ***** ** *** ******* *** *** ****** ** satisfaction ** *** employees *** ***** ******* **** ** ***** *** dissatisfaction ** *** employees Therefore, ** *** *** ****** ** Frederick Herzberg, “satisfaction” *** **** **** ***** ******** ****** ***** satisfaction” *** ***** dissatisfaction” (Herzberg *** ******** ***** *** According ** ****** *** ******* ******* *** responsibility ** ** ** ** * **** ** *** **** **** ******** ** ** ***** McDonalds *** ****** ** ** ******** *** **** efficient ****** *** ** **** ****** *** ******** Two-Factor ***** ** ****** appropriate ** * **** ** ******** *** ******* *** **** ******** ******* ***** *** **** ****** ****** ****** ***** *** *** ** ***** **** **** ****** *** *** responsibility ** ******* ***** employee, ** *** ***** **** *** ***** Therefore, **** **** ** ****** *** *** ***** ****** ** ** *** *** *** *** policies, pensation *** ******** ****** ** *** ******** ** **** ** *** candidates ** ** * generalize ****** ** **** ****** insurance *** ***** ******** ** *** **** *** ***** ****** ** *** ******* ***** ** *** recruiter ** *** ******** *** * **** ****** structure, ****** benefits, ****** * ******* ******** atmosphere *** *** departmental employees (Herzberg, Eremenco, *** ******* *****

Attachments
Herzberg_Motivational_Theory.docx
* Ans
Frederick Herzberg has developed a theory on the employee satisfaction and dissatisfaction *** ** ** ****** *** two-factor ****** ** *** motivator- ******* ****** (Eremenco ** *** ***** ** *** *** description ** Herzberg, ***** *** *** ***** ** *** ******* *** *** ****** ** satisfaction ** *** employees *** ***** ******* **** ** ***** *** dissatisfaction ** *** employees Therefore, ** *** *** ****** ** Frederick Herzberg, “satisfaction” *** **** **** ***** ******** ****** ***** satisfaction” *** ***** dissatisfaction” (Herzberg *** ******** *****
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** *** policies, pensation *** ******** ****** ** *** ******** ** **** ** *** candidates ** ** * generalize ****** ** **** ****** insurance *** ***** ******** ** *** **** *** ***** ****** ** *** ******* ***** ** *** recruiter ** *** ******** *** * **** ****** structure, ****** benefits, ****** * ******* ******** atmosphere *** *** departmental employees (Herzberg, Eremenco, *** ******* *****
* ***
*** implication ** *** Herzberg’s Two-Factor ****** ** dependent **** *** management ** guaranteed *** ******** ******* ** **** *** dissatisfaction ** *** employees *** ** ******* ***** ** *** ***** ** ******* *** ***** **** ******* ** McDonalds, *** *** ****** According ** ****** *** ******** ******* *** management department ** *** **** **** **** ****** ******* *** **** ******* ** **** *** employees ** *** ******** ** **** *** *** **** Therefore, *** HR departments ** ***** ****** **** ****** * ******** ******** ******* **** ** ****** ** ** **** ** ******* efficient employees ******* *** ******
** accordance ** ******* ******* ***** *** **** **** ** **** *** ******* ** ** entrepreneur ***** *** *** ****** ***** ***** *** ***** ****** *** ******* *** ******* ******* *** *** ******* ** ******* ** ******** ** * ****** ** **** * *** **** **** ******* *** **** ****** *** *** entrepreneur ** **** ** **** *** ***** ** *** ****** ** *** **** **** ****** ******* *** guidance, *** ******** ***** *** profoundly **** * ******* ** ******** ******** ** *** employees (Foreman, ***** ** **** *** potentially ****** *** entrepreneurs acknowledge **** *** ****** **** **** ** *** ***** ** ******* ** *** ** *** **** rewarding ******* ** ***** * ******** ***** *** ******* financial ******** ** *** **** important **** ** employees’ satisfaction ** ***** ** ***** ******** ******** ******* ****** ******** ***** ** ****** **** ** **** **** **** ** ***** ** beneficiated, ** ** ******* ** **** ** **** *** ** *** ******* ****** premiums, ** ** *** difficult ** ****** *** ******* **** **** ** *** ******** ******** ****** ** *** ******** *** ****** **** ****** legalisation
References
* Eremenco, ** ** ** ******* ** Herzberg, * *** ****** * ****** *** ***** *** FACT-NEUROTOXICITY ** ******** ******* ** **** ** ****** ******** **** ****** *** ***** ***** ** ******* ****** *****
* ******** * ****** *** applicability ** Herzberg’s two-factor motivation ****** ******* ** preprofessional management ******
* Herzberg, * *** ******** * ****** Cipher-Suite Negotiation *** ****** Hop-by-Hop ** End-to-End? **** ******** Computing, ****** *******
* Herzberg, ** Eremenco, * *** ******* * ****** ***** LINGUISTIC VALIDATION ** *** FACT-HEAD *** **** ** * LANGUAGES *** ***** ***** ** ******* ****** ppA***-A***
* ******* * ****** Psychology *** **** ******* ****** *** *******
* ******* * *** ******** * ****** * regression **** ** Herzberg’s two-factor ****** ** *** satisfaction ******* ***** ** Institute ** ****** ******** ******** ** ***** Australia
* ******* * *** Herzberg, * ****** *** ****** ** “Discovery!” ******* ** ****** Research, ****** pp****-****
* ******** * ****** Work-life ******* ***** ****** **** ***** ******* Diplomica ******Price: $20.00

fornicolaA 567 TUTOR Posted 1066. Sold 1187. Bought 4. Asked 7. Solution preview:

Attachments
discussion 1.docx
Herzberg’s two-factor theory speaks to issues relevant in both employee pensat*** *** ******** ** ** discusses *** ****** ****** * workplace, ** **** ** **** ***** employees satisfied *** ****** ** ***** **** *** **** information ** Herzberg’s two-factor ******* *** Frederick ******** Motivational ******
******* **** *** *** ** ** ******* ** * contemporary **** *** ****** *** following
******* *** *** ****** ** ******* ** **** *** *** **** **** audience)? ******* **** ** pensation *** ******** ******* ***** *** ****** ** ** ***** ** ******* *** **** candidates *** *** position?
According ** *** psychologist, Frederick Herzberg, ******* ******* ** **** ****** satisfaction ***** **** ****** dissatisfaction ***** *** **** ** ******* ****** independently **** *** ******* ‘Motivators’ **** responsibility, involvement ** ******** ******* recognition *** ******** ****** **** ** ******** ******* ****** performance *** increases *** ***** ** satisfaction ******* *** *** ** something **** **** **** * ******** ** *** ***** ***** *** ‘hygiene factors’ **** ******* **** conditions, vacations *** *** ******** **** ** ** ****** **** ** ****** dissatisfaction **** *** employees **** ** ******** *** satisfaction *** decreasing *** dissatisfaction ** employees enhancing motivators *** eliminating ******* ******* ** *** **** efficient *** ** *** employees ***** ****** motivated *** **** *** *******
** ** ** ******** * ***** ******* employees ** ***** ** ***** ***** *** **** ******* ******* *** *** ****** ** *** **** *** *** **** ***** *** *** ** * ******* ******** ** ****** *** attraction ** ******** candidates * ***** **** **** **** *** ******* ***** *** ******** *** meritocratic ** *** ***** ** **** **** ******* ***** **** *** ***** ******* **** ***** ****** * **** *** ******* ******** *** *** workplace environment *** ******** ** *** organization ***** ***** ** * conscious ******* ******* *** motivators *** ******* ******* ****** * ******* ***discussion 2.docx
If you have taken the time to review Herzberg’s work, you may have learned tha* ****** ****** * *** *** **** ** *** *** *** different motivational ******* *** satisfaction ** ******** ******* **** ******** ***** categorize ** motivational ******* (personal ******* responsibility; *** **** ******* opportunities *** achievement, advancement, recognition; ***** ** **** * ******** difference) ****** **** ******* ******* ******** ******* *** security, ***** ** supervision, ****
***** ** ***** ***** ******* *** ******** **** *** ******** *** **** ** ** **** “Herzberg’s Two-Factor Theory” discussion **** **** ***** delineate * ******** ******** ******** **** ******** ** **** **** **** employees satisfied *** motivated ******** ** ******* *** ** *** ***** ** **** ** references **** *** ****** **** *** ***** resources ** ******* **** rationale
Frederick Herzberg’s ‘Two-Factor Theory’ ****** **** ***** *** ******* ** increasing satisfaction *** decreasing dissatisfaction ** employees *** ******** ******** **** *** ** **** ** **** ***** *** ******* ***** ******* ** *** *** attracting *** retaining *** employees ** ***** *** ******** **** ***** ******* *** ***** ******** ** **** **** satisfied **** ******** ****** **** ******** ***** ***** ******* ******* ******* **** ***** *** ****** **** insurance ***** ***** ** * ****** retirement **** *** *** **** *** ** **** ***** **** ******* employees ** * relatively ***** ****** ***** ******** ***** ******* vacations *** paidunpaid ***** ***** ** *** ****** *** *****
*** ****** ***** **** **** ** *** employees’ satisfaction *** ** ***** ** ******** *** ** ******* **** ***** ***** ** ** ******** ******** **** ****** employees ** ****** *** ******** ***** **** ******** ** ***** **** ****** **** ***** colleagues *** ** **** ******* * ******* petition, ***** *** ****** *** **** *** ******** *** *** organization **** ** **** **** *** Unemployment Insurance ** ****** ******** *** ******* ** *** government *** *** ******** **** ** ** ***** ****** ** ***** ** *** ******** ** ** ****** ** ***** *** ******* ******* ***** *** ******** **** *** *** **** *** *** organization *** efficient ** ******* *** ******** motivated, **** **** ******* ******* flexibility *** recognition **** ** * *** **** ******* ******* * ******** ******** **** ******* ** **** Herzberg’s ******
ReferencesPrice: $19.00

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