Project LeadershipProject Management

Control Job Satisfaction and Dissatisfaction in Project Management

Are job satisfaction and dissatisfaction opposites? Maybe not. In a post for Project Management Basics, Dmitriy Nizhebetskiy shares Herzberg’s two-factor theory as it applies to project management. According to this theory, the opposite of job satisfaction is merely the absence of job satisfaction, and the opposite of job dissatisfaction is the absence of job dissatisfaction.

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In this theory, the factors that contribute to job dissatisfaction are described as “hygiene factors,” whereas factors pertaining to job satisfaction are called “motivators.” Hygiene factors include company policy, supervision, employee-boss relationship, work conditions, salary, and relationships with peers. These can lead to job dissatisfaction in various ways. For instance, frivolous corporate policies and/or boss micromanagement can lead to discouraging feelings about work. A belief that someone is not receiving what he or she is worth in salary can also generate dissatisfaction.

By comparison, motivators of job satisfaction include challenging work, responsibility, recognition for personal achievements, and opportunities to do meaningful work. These are factors that instill a person with confidence and give him or her reasons to get out of bed in the morning. Nizhebetskiy describes how you can leverage motivators in your team:

  • Start working with your team on a higher level. Set goals, directions and explain the desired outcome. Let them work as autonomously as possible. You can correct the work. However, do not tell exactly how to do it.
  • Involve project team in planning activities. Ask for their feedback and suggestions. Let them make decisions.
  • Creating Work Breakdown Structure together is one of the ways to develop ownership and responsibility for the project.
  • Create a clear path for professional development. I’m not a big fan of levels, titles, and grade of a job position. However, it works. People need clear career milestones to push harder.

Consider other ways you can empower motivation and maintain hygiene within your team. You can view the original post here:

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