Leadership & Management
Lesson 23:
Motivation and Performance:
Situation Theory
Lesson 23
Objectives
1.
2.
The student will comprehend advantages
and limitations to the Operant Approach.
The student will comprehend and
distinguish between Motivators and
Hygiene Factors.
Lesson 23
Objectives
3.
4.
The student will comprehend and
distinguish between horizontal and
vertical job loading and apply both to a
task you require of a subordinate.
The student will comprehend the
overlapping features shared by both
Maslow’s and Herzberg’s theories.
The Operant Approach

Advantages and limitations of the Operant (carrot and
stick) approach:



Careful administration of rewards and punishments can
reinforce desired behaviors and help to establish a pattern of
proper behavior [to include productivity] by subordinates.
However, the resultant motivation typically remains extrinsic,
requiring supervisors to constantly monitor and evaluate the
competitive [in contrast to the benefits of not desired behavior]
quality of their chosen rewards and punishments.
It is supervisor-intensive, but an effective tool of transactional
leadership.
Motivators and Hygiene Factors

Frederick Herzberg theorized that two entirely
separate dimensions contribute to an
employee’s behavior at work - Hygiene Factors
and Motivators:
 Hygiene Factors are elements such as working
conditions, pay, policies, interpersonal
relationships.
 Motivators fulfill high-level needs and include
achievement, recognition, responsibility and
opportunity for growth.
Motivators and Hygiene Factors
(Cont.)

Motivators satisfy subordinates - the things
which encourage them to attend work, comply to
group or team goals and produce.
 They often are linked to performance. Positive
recognition by a superior and among peers
during a formal meeting is an example of this.
Motivators and Hygiene Factors
(Cont.)

Hygiene Factors keep subordinates from being
dissatisfied. They apply to subordinates regardless of
performance.



Timely and thorough completion of counseling on fitness
evaluations are an example of a hygiene factor.
The act is expected. When it does not happen, subordinates
become dissatisfied and may come to believe that superiors are
not taking care of them.
Satisfiers (Motivators) and Dissatisfiers (Hygiene
Factors) lie on completely different scales and must be
considered independently.
Horizontal and Vertical Job Loading

Horizontal and Vertical Job Loading and
application to a task you require of a
subordinate:

Horizontal Job Loading is a superficial change in the
assignment of a subordinate. The new assignment
has no greater complexity or importance and amounts
to a change in scenery.
• For example; in a ship’s Deck Division - having a seaman
chip paint on the foc’sle, then re-assigning the seaman to
carry tools to the after gear locker.
Horizontal and Vertical Job Loading
(Cont.)

Vertical Job Loading is an obvious change in the
assignment of a subordinate. The new
assignment may involve greater complexity and
responsibility. This new assignment may be in
conjunction with a simpler one.

For example; if Deck Division assigns a Petty Officer
to field day the paint locker but also to check
HAZMAT dates and update MSDS data sheets in the
process.
Maslow’s and Herzberg’s Theories

Overlapping features shared by Maslow’s and
Herzberg’s theories:



Hygiene Factors are predominantly related to lower
level needs.
Herzberg’s Motivators target higher level needs.
The very notion that Dissatisfiers (Hygiene Factors)
and Satisfiers (Motivators) must be dealt with
distinctly is congruent with the distinction between
basic needs and what satisfies them.
Maslow’s and Herzberg’s Theories
(Cont.)

A promise of glory does not necessarily
encourage a soldier who has not eaten in five
days even if a turkey dinner is promised after the
victory.

This is a clear difference between Maslow and the Operant
Approach— needs actually have to be met to raise subordinates
so that they are receptive to the next level goal, not the promise
of reward.
Maslow’s and Herzberg’s Theories
(Cont.)

Vertical Job Loading is another example:


Consider the role of Vertical Job Loading in terms of
giving junior personnel an opportunity to mentor even
more junior personnel, meeting the need to give as
well as receive care-affection-concern.
Also a fall-out of Vertical Job Loading is the fulfillment
of esteem in the sense of REAL capacity,
achievement and respect.
Next Class
 Read:
Leadership & Management,
Chapter 24
Summary

The Operant Approach can reinforce desired behavior
but requires constant monitoring and evaluation of
chosen rewards and punishments.
 Hygiene Factors (Dissatisfiers) are working conditions,
pay, policies and interpersonal relationships.
 Motivators (Satisfiers) fulfill high-level needs and include
recognition, responsibility and opportunity for growth.
 Horizontal Job Loading is superficial change, whereas
vertical Job Loading is obvious change that can make a
significant (positive) impact on the subordinate.
Questions?
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