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14 of 15 people found the following review helpful
5.0 out of 5 stars Not for the Bookshelf, 30 May 2008
By 
C. J. Bacon (Oxford, England) - See all my reviews
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This review is from: Motivation to Work (Ppr) (Paperback)
There are just a few books on people and management over the years which are an absolute must-have, for anyone who deals with people. This is one of them. It's the ideal combination of research-based theory and people-practical stuff for real-world application. And it's easy to understand: motivators motivate and hygiene factors de-motivate. Well actually, motivators motivate and hygiene factors might motivate to some extent, but they are much more likely to de-motivate. For example, money; a motivator or de-motivator? In general, if people are paid more, it may motivate a little, for a little while, but if they are not paid fairly or what they feel they are worth, it can be a big de-motivator - a turn-off. It's a hygiene factor. Organisation Policies & Structures is a further example of a hygiene factor, while Recognition and Responsibility are examples of motivators. Herzberg's book lays all of this our for us. I have used the book as a key element in teaching IT to MBA students, and I know it has resonance with them, and with most people (wherein there is much nodding of heads in agreement). Read it, and keep it on your bookshelf for ready reference and reminding.
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5 of 5 people found the following review helpful
5.0 out of 5 stars Motivated to read!, 10 July 2011
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This review is from: Motivation to Work (Ppr) (Paperback)
When you're introduced to management and motivation theories at the beginning of your studies, Herzberg is one of those theorists that lecturers always introduce you to. And then you never seem to be able to shake 'em off - no matter what you do, Herzberg (and Maslow) keep reappearing, with brain numbing regularity. Do I sound a little jaded? Well I was until I got this slim text and instead of reading other people's accounts of Herzberg's work, began to read about it from the man himself.

I was a reluctant (under- and post-grad) student at times and have rarely read a text book unless I had to, but Herzberg's writing style is so easy to read - it's as if he's having a chat with you over a coffee. His enthusiasm is catching and before I knew it I was actually taking this to bed with me to read instead of my usual diet of psycho-thriller stories. I'm just annoyed that I didn't do this earlier in life.
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2 of 2 people found the following review helpful
5.0 out of 5 stars The Motivation to Work, 16 Jan 2012
By 
Rolf Dobelli "getAbstract" (Switzerland) - See all my reviews
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This review is from: Motivation to Work (Ppr) (Paperback)
What do employees really want from their jobs? The answers might surprise you, as they did researchers and business owners when social scientist Frederick Herzberg published this seminal work about employee motivation in 1959. Contrary to what you might think, people aren't seeking only money and perks. Most workers' real motivation comes from the desire for self-actualization, achievement and recognition for a job well done. Modern readers will find much that is prescient in Herzberg's conclusions - particularly as they relate to the increasingly technological and dehumanizing aspects of the present-day workplace. The use of strictly male references is jarring to the contemporary ear, but the language is gender-specific because the circa 1959 research included only men. Even with that serious anachronism, getAbstract recommends this classic text on motivation and employee morale to executives seeking a better understanding of their personnel.
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2 of 2 people found the following review helpful
5.0 out of 5 stars Essential reading, 24 Jun 2011
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A. Senington (England) - See all my reviews
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This review is from: Motivation to Work (Ppr) (Paperback)
An essential book for managers to read on motivation. Insightful ideas and examples that justify the theory. Definitely would recommend.
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Motivation to Work (Ppr)
Motivation to Work (Ppr) by Frederick Herzberg (Paperback - 1 Jan 1993)
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