Addressing Rohin Buttar’s post, Positive Affirmation Results in Increased Group Productivity, discussing how positive affirmation from managers and higher ranking workers can lead to increased motivation and productivity, employee efficiency and productivity may not be so affected by the relationship between managers and employees. According to Herzberg’s Two-Factor Theory, supervision, relationships with others and working conditions are factors that contribute to job dissatisfaction. As part of the theory’s ‘hygiene factors’, the addressing the aforementioned factors would only result in the employees being moved to work but not motivated, the main difference being that “movement” is not long lasting while motivation is. According to Herzberg, employees would be motivated by achievement, recognition for achievement, the work itself, responsibility and advancement.

Combining these factors along with Mayo’s research, the Hawthorne effect, employers would be able to better motivate employees (which could possibly lead to better efficiency and productivity) if employees were given opportunities to work in teams and/or given more freedom in their work lives such as when they are allowed to take breaks. Although conflicts may sometimes rise from groups working together, group work could also help encourage employee bonding, development of team spirit as well as support, all of which could have positive effects on the employees. Yet, one of the main findings of the Hawthorne effect had also been that employee motivation is improved when management consult with and take and interest in their work. Therefore, perhaps positive affirmation from management is important, though it may not be the most important nor most effective course of action to increase motivation to increase productivity.