Magic Cable

This case article was a good representation of Hurtsberg's motivator-hygiene theory of job satisfaction.  You could also see what the company's valued because of visible artifacts, which we had talked about with the layers of culture a week or two ago.  Tile-Elite obviously didn't have a very nice working environment or culture altogether.  It was dirty and dusty, and there was really no room for advancement, at least in Roberts case.  You could tell they valued the end result, not really caring how they got there, even if it meant putting their employees in jeopardy.  We then concluded in class on Monday, that Roberts is dissatisfied with Tile-Elite.  That is because of hygiene factors in the company.  In this case, it included working conditions, the quality of company policies and administration, and interpersonal relationships with supervision.  The place was dirty like already stated, he had been promised an advancement that he never got, and he didn't have a very good relationship with his boss as a result.  This made him motivated to get out of there.  Then when you first start reading about Magic Cable, it seems to put out a much nicer culture.  Indeed, it is cleaner and they may value their employees a little more or with greater significance, but when it comes down to it, they take away something promised to Roberts just like Tile-Elite did.  They said he would always have overtime on Saturdays, but then suddenly take this away.  Also, because he does the same mechanical work, he doesn't really have anything to "master" and everything comes easy, so this gives him no satisfaction.  This is classified as a motivator in Hurtsberg's Theory, and obviously it is not motivating Roberts.  Neither of these company's are the place for Robert, one giving him dissatisfaction and the other not satisfying, and we see at the end that he continues to move on to a different plant, hoping to get what he is looking for.