In brief, Frederick Herzberg categorized “motivators” and “hygiene factors” in the article “One More Time: How Do You Motivate Employees?”   It is whether most of business organizations understand the trend between employers and employees relation.  How much do they understand their employees, and what make them motivate to continue to work for the company.  Obviously these questions would give Herzberg a way to present the idea of psychological KITA in both negative and positive aspects.  Herzberg also mentions the myth about employees’ motivation and what are the ideas the keep the employees motivate.  According to Herzberg, these “motivators” and “hygiene factors” motivate people are totally different between satisfaction and dissatisfaction.  The idea of Hygiene versus Motivators is the theory that is required to be implemented into the corporate training.  These are including employee’s benefits, such as job rotations, satisfaction, enrichment, increasing salary, education, and human relations.

             Every management position should ask, “How do I get an employee to do what I want?”  Well, there is a way keeping the employees motivation is really complex; however, the KITA idea from Herzberg would maintain the situation under control.   So, the negative of KITA can lead employees to job dissatisfaction.  Obviously, human cannot be treated like a dog; but, Herzberg uses it as an example by kicking the dog to provide the responses.  It is the same idea that the management has the control over subordinates.  According to Herzberg, “The opposite of job satisfaction is not job dissatisfaction, but rather, no job satisfaction; and similarly, the opposite of job dissatisfaction is not a job satisfaction, but no job dissatisfaction.”  It is confusing, but also the way Herzberg presents appreciation of most important and aspects of offering challenging, and interesting work in a company.   Perhaps, the increasing opportunities are to motivate employees; which give the complex of working environment.   So, what exactly he mention of motivators?  They are including achievement, responsibility, growth, recognition, and career opportunities.  And hygiene factors include increasing salary, vacation, security, human relations, working conditions or environment, company policy and administration, and quality.

        So, what is exactly “how to motivate employees?” by all means of veridical job loading.  Herzberg has proved it is increasing employees’ motivation and performance from time to time.  Therefore, the management team has to challenge employees in satisfaction and reduce the unnecessary works.  It is a big disadvantage for the company, but the management team must control the organization in their loss.

Work Cite:

Herzberg, Frederick.  “One More Time: How Do You Motivate Employees?”  Harvard Business Review, January 2003.  Page 87 – 96.

Main focus in the article is about company business would change in its life time.  According to Donald Sull from Harvard Business Review, the author of “Why Good Companies Go Bad,” he indicates the major reputation companies would turn into an inertia model.   A projectile model shows that business goes up and down at certain point.  The major changes are caused by the company managers’ vision of their businesses among the competitors.  Although most companies stand in good business relationship with their client, supply providers, and employees; at some point the companies shifting their business in certain way that possible to failure.  In the article, Sull gives some example of companies such as Firestone, Laura Ashley, Bank One, and etc.  Some companies changed due to their products were outdated, and some changed because of the way operating business. 

     In brief, Sull emphasizes that business operation would be like an inertia.  The three main companies in the article that fall under this situation are Firestone, Laura Ashley, and Bank One.  When Firestone had good reputation in making tire for automobile, and their big client was Ford.  After while, another European company Michelin produced better products; however Firestone managers didn’t see problems in the United States market.  Apparently, Firestone lost the competition over Michelin with radial tires because the products provide better usage.  Laura Ashley was major apparel in the United Kingdom, after the company expanded and fell out because their products were outdated.  English and women around the world would find modern apparel to fit with their environment better over Laura Ashley traditional English.  Other company likes Bank One provided local banking managers with entrepreneur option, where the company was moving up; until the company changed their way of operating business such as centralizing the company.  The business went down to drain; besides, other competitors had the opportunities to win the marketing battles.

        The four main focus during the company business shifting, Sull indicates,” Strategic Frames, Processes, Relationships, and Values.  These are standing for, “Binders, Routines, Shackles, and Dogmas”; these strategies must be used during the process of business changes.  The purpose of the article, Sull wants to send a message to business managers that no matter how good their companies standing in business, at some point the business would fail.  In the reality, most companies would sell their business to their competitors’ cause of poor executive management vision in shifting business.  These companies such as Electronic Data System (EDS), America West Airlines, Packard Bell, Compaq, and others are the example. 

 Work Cite:

Sull, Donald N. “Why Good Companies Go Bad.”  Harvard Business Review, July – August 1999. Page 42 – 52.