Read the following scenario and explain how Herzberg's motivator-hygiene model could be helpful to Katie in developing an intervention to cope with absenteeism and turnover,as well as the declining quality and productivity problems.Be sure to clarify any assumptions that you make in developing your answer.
Katie was just promoted to manager of Snow Mountain Water Company.Her predecessor was replaced due to a large increase in absenteeism and turnover that developed in the department over the previous two years.As might be expected,the absenteeism and turnover led to a marked decline in quality and productivity,which has hurt revenues and alarmed company management.Katie has been told that her major goal in managing the department should be to initially stabilize the work force by reducing absenteeism and turnover,and then attempt to increase the productivity and quality of the unit's work.She has been asked to come up with a plan to accomplish these goals,which is to be presented to top management within sixty days.

Herzberg's motivator-hygiene model is based upon the concepts of job satisfaction and job dissatisfaction.The model assumes that in order to be motivated to perform well,workers must experience satisfaction in their jobs.However,it assumes that job satisfaction and dissatisfaction do not exist on a single continuum,but rather represent totally separate,independent dimensions.Thus,the model states that certain intrinsic job factors,called motivators,can lead to satisfaction and thereby high levels of motivation on the job.These factors include the work itself,recognition,advancement,and responsibility.However,these factors cannot operate effectively in motivating workers if they are experiencing significant dissatisfaction.Another set of factors called hygiene factors are extrinsic to the job and can prevent dissatisfaction,though they cannot be sources of satisfaction.These factors include company policy and administration,technical supervision,salary,fringe benefits,working conditions,and interpersonal relations.Herzberg's model thus proposes that a manager remove significant sources of dissatisfaction on the job,as represented by problems with hygiene factors,and then build into the job motivators.This procedure will reduce dissatisfaction,and increase satisfaction,thereby producing a motivated worker who desires to perform well for the organization.
In order to apply this model,Katie should initially collect information from members of the workforce and other sources to assess the level of hygiene and motivator factors experienced by staff.Then,she should take specific actions to reduce the dissatisfaction caused by the problems with the hygiene factors,and increase the strength of the motivator factors to enhance employee satisfaction,and thereby motivation.The results of these actions should be to decrease absenteeism and turnover,and enhance quality and productivity,as the employees become satisfied and adopt the organization's goals as their personal goals for achievement at work.A variety of student comments and approaches would be appropriate,depending upon the specific assumptions that are made.However,the overall application of the Herzberg model should include the above steps and provisions.