Herzberg's Two Factor Theory: Applications Term Paper

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However, these changes are merely quick fixes, and simply by removing dissatisfaction factors, does not equate to satisfaction, for this reason, to increase productivity, the telesales organization must move forward to intrinsic changes as well (Buhler, 2003).

Once it is ascertained that these hygiene factors are met, organizations can begin to work on the motivation factors, which will really improve productivity for the long-term. "People are most deeply motivated by work that stretches and excites them while also advancing organizational goals" (Levinson, 2003). Praise and recognition and growth and advancement opportunity are powerful motivators (Nelson, 2002). However, the daily grind of a telesales employee's tasks can be mind numbing.

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Therefore, the organization will be challenged to make the work exciting and rewarding for the employee. In addition, there should be the ability to move up within the organization and hiring from within, even into other departments such as customer service or outside sales, should be common. and, lastly, a formal recognitions and informal recognition program should be put into place. Daily 'atta boys' are a powerful motivator, as are monthly, quarterly or annual recognition public events. With these programs in place, the telesales organization will not only see a dramatic increase in productivity, but in sales revenue as well......

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