Motivational Theories: Frederick Herzberg's (1968) Theory of Job Enrichment and Victor Vroom's (1994) Expectancy Theory.

Herzberg's (1968) theory is a two-factor process which holds that individuals are motivated by factors that are intrinsic to their job such as the sense of autonomy and satisfaction their jobs provide, as well as factors external to their job such as compensation. However, Herzberg (1968) asserted that external factors such as compensation only have the effect of preventing individuals from becoming dissatisfied with their jobs. Compensation as a primary motivator therefore represented only a marginal strategy for increasing job satisfaction (Liccione, 2007).

Basically, Herzberg (1968) viewed job enrichment as fulfilling the high motivational needs of employees such as self-fulfillment and self-esteem while simultaneously achieving long-term job satisfaction and performance goals. Job enrichment is a vertical expansion of jobs which is achieved by increasing employee autonomy and responsibility.

Herzberg (1968) identified five factors for enriching j