Herzberg’s two-factor theory

 

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 the related readings from this week.
Imagine that you are an HR manager in a cutting-edge health organization, then answer the following questions:
• Who are you trying to recruit to work for you (i.e., who is your audience)?
• What sort of compensation and benefits package do you need to provide?
• What would you include from Herzberg’s two-factor theory to ensure you would recruit the best candidates for the position?
• What type of wording would you use? What makes your workplace more appealing? Give an example.

 

 

Sample Solution

When working with offenders, many of whom may have already been labelled (Becker 1963) as career criminals or persistent offenders, the concept of secondary desistence is crucial. At times, offenders may find themselves relegated to being considered second class citizens or even an ‘underclass’ (Murray 1996). This way of thinking, if it becomes normalised, can lead to society deciding that the offenders have become ‘undeserving’ through their own choice. A further potential impact of this may be what Merton (1968) calls self-fulfilling prophecy. Where individuals do exactly what is expected from them in a negative way. This can especially be seen when dealing with young people and can result in a ‘master status’ (McAlister et al 2009). A quote from a young person illustrates the thought processes; “It just makes us do more…if they have a name, they may as well live up to it.” (ibid 2009:42). Labelling can lead to ‘forced choices, to unnecessary competition, and to unequal relationships in which one half of the pair is viewed as inferior and the other as superior’ (Kolb-Morris 1993).

The use of theory in the social work process is critical to effective practice; it gives a working knowledge of the underpinning theory and the theory to intervene. Indeed, the very definition of social work is “a practice-based profession and an academic discipline that promotes social change and development, social cohesion, and the empowerment and liberation of people. Principles of social justice, human rights, collective responsibility and respect for diversities are central to social work. Underpinned by theories of social work, social sciences, humanities and indigenous knowledge, social work engages people and structures to address life challenges and enhance wellbeing” (www.ifsw.org).

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