It is concentrated in which they require the people to take rewarding lives, in particular in relation to its work. 4. Theory of both factors of the motivation: This is the theory developed by Frederick Herzberg at the end of the Fifties, in which the satisfaction is said as much that as the labor dissatisfaction derives from two series different from factors. On the one hand we have to the hygienic factors or of dissatisfaction, and on the other to the motivantes or satisfactores. Unsatisfactory hygienic factors or: they talk about the conditions that surround to the employee while it works, including the physical training conditionses and environmental of the work, the social wage, benefits, the policies of the company, the received type of supervision, the climate of the relations between the direction and the employees, the internal procedureses, the existing opportunities, etc.
Correspond to the environmental perspective. They traditionally constitute the factors used by the organizations to obtain motivation of the employees. Herzberg, nevertheless, considers those hygienic factors like very limited in its capacity to influence powerfully in the behavior of the employees. It chose, the expression " higiene" exactly to reflect its preventive and prophylactic character and to show that they are simply destined to avoid potential sources of dissatisfaction of the environment or threats to his balance. When those factors are optimal, simply they avoid the dissatisfaction, since its influence on the behavior does not manage to elevate substantial and the satisfaction lasting. Nevertheless, when they are precarious, they cause dissatisfaction. Motivating or satisfactory factors: they talk about the content of the position, to the tasks and the duties related to the position. They are the motivational factors that, that is to say, produce lasting effect of satisfaction and increase of productivity in levels of excellence superior in the normal energy levels.
I finish motivation, for Herzberg, includes feelings of accomplishment of growth and professional recognition, indicated by means of the exercise of the tasks and activities that offer sufficient challenge and meaning for the worker. When the motivational factors are optimal, they raise the satisfaction substantially; when they are precarious, they bring about satisfaction absence. 5. Theory ERG: This is the theory set out by Clayton Alderfer. This one was in agreement with Maslow insofar as the motivation of the workers could be described in a hierarchy of needs. It is important to emphasize that theory ERG differs from the one of Maslow in two points: In a first Alderfer point it indicates that the needs have three categories: Existential (the mentioned ones by Maslow) Of relation (interpersonal relations) Of growth (personal creativity) Secondly it mentions that when the needs superiors are frustrated, the needs inferiors will return, although they were already satisfied. With respect to this it did not agree with Maslow, since this one thought that when satisfying the necessity lost its potential to motivate a conduct. In addition it considered that the people ascended
