hygiene group. An unsatisfactory status of any of these hygiene factors could, thus, result in a disincentive for the individual to perform productively. By contrast, however, a satisfactory status for the factors would not motivate the individual to exceptional levels of performance. Herzberg's motivational factors included such things as opportunities to achieve, opportunities to gain responsibility, and so forth, as motivational factors in the organizational life of an individual, the absence of which would not result in any disincentive to perform. A satisfactory status for these factors would motivate an individual to seek exceptional levels of performance.
Maslow recognized the significance of lower order needs as motivators. He contended, however, that, in modern societies, these needs were generally met. Thus, it was his contention that other means had to be employed to motivate individuals within organizational structures. Specifically, factors had to be introduced which would enhance an individual's opportunity to attain self actualization.
In an historical context, organizational management has been required to consider an enlarged set of factors for the motivation of union employees. Compensation, recognition, on the job safety, and even job security, as examples, are factors which have relevance to the motivation of both union and non union employees. In the motivation of union employees, however, additional factors have historically had to be considered.
Although the additional factors relevant to the motivation of union employees may also involve compensation, recognition, on the job safety, job security, and other factors equally relevant to the motivation of non union employees, these factors must be further addressed within the contexts of collective bargaining, and union security. An individual non union employee, as an example may be motivated by an employer's offer of a 25 pe...