This slide is copied from the original research from Frederick Herzberg done in 1959. Herzberg surveyed workers in many different types of jobs, including education. He found that certain types of rewards led to satisfaction and other job-related elements led to dissatisfaction. The chart in Slide 10 shows how the different job elements affected individuals. To the right of center are job elements that led to satisfaction and to the left of center are those leading to dissatisfaction.

Longer lines show greater intensity of satisfaction or dissatisfaction and thicker lines show longer duration of each. For example, achievement has the greatest intensity of satisfaction for workers, while responsibility has the longest duration of satisfaction. On the left side, company policy and administration has the greatest intensity of dissatisfaction, while salary has the longest duration of dissatisfaction.

You can also see that some job elements can lead to either satisfaction or dissatisfaction depending on how it is applied. For example, a low salary increase can lead to dissatisfaction of long duration, while a good increase will lead to an equal intensity of satisfaction with less duration.

This last slide is Herzberg's theory of Job Enrichment, otherwise known as vertical loading. He suggests that we should look at jobs holistically or systemically. Jobs should not be only one small part of the whole, but should be expanded, not horizontally, but vertically to include a combination of tasks where the worker is given autonomy to complete tasks in the most efficient and effective way for that person. Autonomy leads people to buy in to the job--they own it, rather than just do as they are told. The other element that is important is feedback. Remember from the previous slide that recognition and the work itself are very important elements to worker satisfaction.

Thank about how this concept of job enrichment can be used in schools or in your particular job.