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Instructions: There are 2 responses. Write a 100 word response for each and include biblical interpretation.

Response 1:)Megan

I selected Herzberg’s two-factor theory and will discuss how it is used to motivate employees at my current workplace, a Dance department at a Christian University. The most prevalent hygiene factors in our department include job security, the working conditions, status, fringe benefits, and quality of interpersonal relations with peers, superiors and subordinates. As one of very few (maybe 2?) accredited Christian dance departments in the nation, job security and status among other schools rates high. Further, we have a beautiful facility and so much support from upper administration, which makes the working conditions another benefit. However, the unique relationships that our faculty and staff have with one another is quite unique and the icing on the cake. We are literally a work “family” that enjoys spending time together outside of the workplace.

I cannot speak definitively of the intrinsic motivators for my co-workers, but I can say my job is satisfying because of the recognition I receive from my supervisor, and for the meaningful work of mentoring and discipling young adults. I have a sense of purpose and anticipation when I go to work each day, and most often leave feeling fulfilled. However, as rewarding as this job has been, my position as an administrative assistant does not offer opportunities for advancement or much possibility for growth, unlike full-time faculty members who are given more opportunities to grow. I believe this is more the nature of the position than a reflection on my supervisor.

I found it very intriguing to learn that it is not the presence of hygiene factors that motivate high levels of employee performance but the presence of intrinsic factors (Ivancevich et al, 2018). This is interesting in light of working from home for several months in 2020 and noticing increased levels of job dissatisfaction. Being separated from the people who make my job feel rewarding has decreased my motivation to perform well. Having recently been back in the office more consistently, I feel job satisfaction increasing and a desire to do well for all of the people I work with.

Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2018). Organizational behavior

and management. McGraw-Hill Education.

Response 2:) Allison

The idea of extrinsic and intrinsic rewards, when it comes to Herzberg’s Two-Factory Theory of motivation, is pretty simple. The principle of this theory is the fact that certain factors in the workplace result in job satisfaction and dissatisfaction, all of which act independently related. In order to be motivated, the presence of both hygiene factors and motivational factors must be prevalent. “When present, employees reach a point where they are ‘not dissatisfied’ with their job” (Konopaske, 2018, p. 108). When employees have motivation to do their job to the best of their ability, to achieve success, then the organization can thrive.

I talked about this theory in the last discussion question, so I think its very important to my organizational atmosphere. The intrinsic rewards related to being a coach refer to the satisfaction of watching your athlete become all that God has called them to be. The extrinsic reward refers to the rivalry game victories and even championship trophies. These both can be used to motivate us to be the best we can be, at our jobs. Because of these factors, I believe that our athletic department does a great job at staying competitive in the workplace.

Matthew 5:12 says, “Rejoice and be glad, for your reward is great in heaven, for so they persecuted the prophets who were before you” (English Standard Version). God calls us to rejoice no matter the circumstance. Being in the athletic world, we win games and then we lose games. Things don’t always go our way, but if we stay true to who we are, through Christ, and rejoice always, then that’s all God asks us to do.


Konopaske, R., Ivancevich, J. M., & Matteson, M.T. (2018).

Organizational behavior and management.

New York, NY McGraw-Hill Education.

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