There is no uncertainty in stating that Ludhiana is the taking hose house of north India. Ludhiana did non go the prima hose house of north India in a twenty-four hours ; it has taken decennaries. From the clip of the Mughals or state before them, the people of this part engaged in weaving apparels. Today every type of agents, ladies and childs garments is manufactured in Ludhiana. The garments are found in up-to-date in manner and sunglassess.
Business enquiries over Rs. 600 Millions were generated utilizing Garment-tech international Expo-2003 which is a mark for the altering national state of affairs in position of the forthcoming dismantlement of the proportion government by the twelvemonth 2004. The exporters & A ; garment production ‘s have realized that the lone path for continued being in the unfastened market place is the engineering up step or an mixture of the latest machinery. Ludhiana was the focal point town. To confront the worldwide menace, the domestic garment trade should demo a united face and utilize this passage period for the up grad. Therefore, we can name Ludhiana as the bosom of hose in the north Indian region.A
Launched in 1973, as a really little graduated table knitwear fabricating company, the Osters Group of companies established Osters in the market place. Turning in celebrity each twelvemonth, the group entered the worldwide Market by 1986 and established Osters in CIS Countries. Osters proved a successful trade name one time once more. Their enlargement over the last four decennaries stands testament to the will of their squad and the leading of their board. Here is the snapshot of Osters Group which started as new-fangled and today is as a successful company. , Resources: hypertext transfer protocol: //www.indiamart.com/osterknit/
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History Old ages
Referee: hypertext transfer protocol: //www.osterindia.com/history.html
What do they bring forth?
Sweaters for work forces and adult females. Domestic place trappings includes Bedcovers, Blankets, Duvet Covers and Quilts. Export place supplying consists of Throws, Bedcovers, Blankets, Cushions, Duvet Cover, Fabric Material and Men ‘ Trousers and shirts.
What is their substructure?
To bring forth a successful trade name, they have unusually advanced machines of worldwide celebrated Administrations like Universal, Stoll and Aries. In add-on the universe ‘s most sophisticated machines, Machines, Manual, Quilting and Automatic Printing, Embroidery, Shearing, Raising, Stunter, Azer, Linking and Industrial Dry Cleaning Machine aboard so many others. These production services are available in five mills.
Their royal market & A ; clients
They are pleased to inform us that among our high profile clients one of Target Corporation and Spring of U.S.A. , Mother Care and Tesco of United Kingdom, Carrefour of France, Metro of Europe, CIS Countries, Russia, Ukraine, Khyrghistan, Turkmenistan, UAE and of class their really ain Indian Market.
Osters Knit Pvt. Ltd. Continues to do merchandises that are value for money and has created loyal clients who will settle for nil else.
This company does believe that the purchaser and the ultimate consumer must acquire the public presentation of the merchandise, they have paid for. The quality should non be less than they spent but even more than they pay.
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Osters Group of companies has a strong policy to do quality merchandises. Precise regulative & A ; public presentation trials guarantee that their merchandise is accepted at the right topographic points and clip. Bing in the place trappings concern, they know the value of functionality, comfort, colour speed, attention labeling and above all visual aspect. They guarantee the quality of merchandise & A ; cargo and attachment to ethical norms. Their focal point is fast, accurate and friendly service with right quality merchandises.
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At Osters they have maintained really high quality criterions through in house check and metal free zone. Dedicated R & A ; D block serves as the imaginative engine of the company for which we even focus on client ‘s feedback. Their dedicated staff is good equipped to look after the unflawed production procedure and on clip bringing.
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At Oster, they believe in Teamwork, and as Managing Director, They have been fortunate and honored worked with an exceptionally talented, proficient, highly trained, difficult working and advanced squad that is determined to stay traveling on the tract towards supplying their stakeholders with superior value & A ; a better merchandise than any of their rival in the market place. Training, promoting and developing human assets has been at the head of Oster Limited development. It is because of this nest eggs that they have grown from strength to strength and being able to win the concealed trust of all their clients ; because for them every piece and every client are highly of import.
In merely 40 old ages, they have a really strong market presence and consequence in all 28 provinces of India & A ; 25 states in 4 different continents worldwidely. As they continue on this trailblazing journey, every member of the Osters Team rhenium affirms the thought that serves as the administration ‘s foundation- top of the line excellence and affordability produce in full fulfilment fabricating comfortss backed by expert and efficient client service, because Osters Ltd. in ‘the manner of smart beginning of gross ‘ .
hypertext transfer protocol: //osterindia.com/about.html, hypertext transfer protocol: //ir.globalgeophysical.com/directors.cfm, hypertext transfer protocol: //www.forbes.com/profile/richard-degner/
Modern Washing Machines with automatic dosing of Water and Chemicals to command the wastage of H2O up to the maximal degree.
Rain H2O harvest home is practiced to return the valuable resource to nature ( H2O ) .
They encourage Green Belt Area on Top Priority. We have acquired 5 Acre of Land and planted more than 3000 trees to guarantee a healthy hereafter for our younger Generation.
Water Treatment and Recycling.
Encouraging environmental betterments with the installing of modern E.T.P with automatic Chemical dosing, Aeration, usage of environmental friendly chemicals.
They have dedicated squad to stay by all the norms and criterions of the province.
They have good installed and in pattern fire Safety systems like fire Fire extinguishers, Manual Call Points, Smoke Sensors, Fire Alarms and Hydrant System.
The fire brigade is besides placed on our unit to procure their unit against a Catastrophe.
There are effectual worker safety preparations conducted to promote for safe & A ; secure working status.
They have provided suited Personal Protective Equipments and preparations to avoid any incident and conform ability of the workers.
They have besides insured all the workers against any major accident. They have placed 24×7 Ambulance all their units.A
BOARD OF DIRECTORS
CHAIRMAN MANAGING DIRECTOR
Corporate GENERAL MANAGER
Design and Structure of the research
An probe design is a program that guides the research worker in the
Chapter one is fundamentally the debut of the research survey. In this chapter I have included background and the intent of the survey.
The 2nd chapter is of literature reappraisal in which I have included definitions and findings from different writers along with the relevant information from assorted articles, diaries and books to back up the relevance of the all treatment.
Chapter three is about design and methodological analysis of the research.
Chapter four is about informations aggregation methods and the analysis of this information. In this chapter I have described the significance of primary, secondary and explorative informations research techniques.
Chapter five consists in-depth analysis of research findings based on the discussed issues.
Chapter six includes the decision of the research, recommendations for the state of affairs along with valid mentions and commendation.
A Aims of the survey
To happen out staff occupation satisfaction degree in Oster knit Ltd.
To analyze the staff perceptual experience towards the Oster company.
To happen out the attitude of the employees towards their occupation.
To acknowledge the factors that motivate the employees.
To give some suggestion for the growing and mentality of the company.
Scope of the survey
Job satisfaction is a of import end product that workers work for the administration.
It comprises of extrinsic and natural factors and helps maintainable and agreeable work forces.
It is a really exciting and important country for carry oning research.
The survey made on the subject of occupation satisfaction will expose the factor of feeling of the work force.
This statement is utile to the direction of the concern to cognize the satisfaction degree of work force and they can take steps to increase efficiency.
This study may be helpful for direction pupils for reading & As ; may be helpful in fixing their study on the work satisfaction “ In concern concerns, community administration etc.
Problem of the survey
The peculiar subject was “ a survey of occupation satisfaction ”
It is said that satisfied work force are a productive employee, any sort of unfavorable judgment associating to administration or individual to a greater extent force per unit area on
So every company is given a higher precedence to maintain their workers with satisfaction by supplying legion installations which improves satisfaction and which reduces felicity.
Job satisfaction is measured as a cardinal affair by the baron where attempts are taken and plans are initiate.
If the member of staff is non satisfied with the occupation there are opportunities for low turnover, absenteeism, low productiveness, commit errors, deviating power for separate types of struggles maintaining this thing in position all companies are seeking to place the country where satisfaction to be enhanced to acquire out the above danger.
In this association a study was conducted on behalf of Oster to place the degree of contentment in footings of strongly hold to strongly differ on a assortment of occupation related factors.
Reappraisal of Literature
Reappraisal of the related literature
It has been estimated than since the 1930 ‘s, more than 5,000 surveies of the occupation satisfaction have been published by behavioral research ( Cranny, Smith & A ; Stone,1992 ) . Educational research workers have besides displayed a significant sum of interact in the survey of occupation satisfaction ( Thimpson, Mc Namara, & A ; Hoyle,1997 ) . The determination of the 1000s of surveies has varied, but among research workers, there appears to be general understanding on the definition of occupation satisfaction. Hoppock ( 1935 ) defined occupation satisfaction as the person ‘s overall feeling about the occupation expressed in wishing or disliking.
Smith, Kendall, and Hulin ( 1969 ) specify it as “ the feelings the workers has about his occupation. ” Spector ( 1997 ) has defined occupation satisfaction as the extent to which people like their occupation. Locke ( 1969 ) defined entire occupation satisfaction as “ the achieving or easing one ‘s values ” . He besides noted that one must take into history the congruity of these values with one ‘s demands.
Maslow ( 1954 ) considered satisfaction in footings of run intoing human demands. Vroom ( 1964 ) pointed that satisfaction arises from the merchandise of a valency of work results and the perceived instrumentally of occupation in bring forthing these results. In Dawis, Lofquist & A ; Weiss ( 1968 ) , satisfaction was the consequence of the worker ‘s assessment of the extent to which the work environment fulfils the person ‘s demands.
Lawler ( 1973 ) explained occupation satisfaction in footings of the difference between what people believed they should have and what they perceived that they really did receive.Dawis ( 1984 ) opined that definitions such as the above are basically similar and complimentary, although they may differ in their accent.
Theories and Some related surveies of occupation satisfaction
Towney et Al. ( 1999 ) theorized that from the early 1900s onwards there were three motions that shaped forces pattern in both industry and instruction. These progresss lead to theories of occupation satisfaction.The foremost of these developments was the scientific direction motion. Frederick Taylor ( 1911 ) , known as the primogenitor of scientific direction, emphasized construct such as each major undertaking should be divided into series of little undertakings, and so each of little undertakings should be studied so that it may be accomplished in the most cost efficient mode. Further, the attack required an inducement system to honor high production and “ punish ” hapless efficiency or production.Taylor ‘s thoughts by and large are regarded as excessively rough for today ‘s work environment. The construct, nevertheless, remain as a foundation for many forces system in industry and instruction.
The 2nd development was known as the human dealingss motion. Elton Mayo ( 1993 ) studied affairs such as employee motive, work inducements, and working conditions. He besides conducted the Hawthorne surveies the consequence of assorted sum of illuming on the employees. The survey nevertheless, discovered that the sum of the light was of fringy importance, and that paying attending to the workers was the factor that yielded higher production, irrespective of the sum of visible radiation. This determination is besides known as the “ Hawthorne consequence. ”
Hoy and Miskel ( 1991 ) summarized other findings of the Hawthorne surveies by observing that employees sometimes judge their production degree by the societal norms of the organisation, instead than by the dictates of direction.Also wage is non the lone inducement important to employees. Additionally, the employee ‘s values, beliefs, and emotions act upon behavior.
The 3rd development, the behavioral scientific discipline, drew on both of the above attacks, and later super ceded them. Some of the major theoreticians in this country included Hoppock ( 1935 ) , Herzberg ( 1959 ) , McGregor ( 1960 ) , Likert ( 1961 ) , Maslow ( 1954 ) , and Argyris ( 1957 ) .
It is noted that a 4th, emerging development has been identified by other modern-day writers such as Tyrell and Stine ( 1997 ) .They have observed that organisations are kindred to systems, and rules from the behavioral scientific disciplines are relevant to bettering corporate civilization and developing leading attacks based on the apprehension of human nature. In this country, the thought of Derning ( 1986 ) , Peters and Austin ( 1985 ) , and Senge et Al. ( 1985 ) all emphasize concerted and squad attacks to job work outing.Some writers, such as Kettl ( 2000 ) , have opined that globalisation tendencies will dramatically transform authorities organisations, operations and forces interactions in the twenty-first Century. The leading construct of Senge ( 1999 ) and others are indispensable to run intoing emerging human dealingss challenges in organisations at all degrees and service country as coaction and coordination accomplishment demands go more prevailing.
With the above foundation elements in topographic point refering definition and developmental affairs, the cause of the occupation satisfaction can be reviewed by detecting some of the taking behavioral scientific discipline construct. It the causing country. There is much less understanding. Assorted theories have been developed, presented and finally supported or questioned by others in the field.
Hoppock ( 1935 ) and Maslow ( 1954 ) are two high and conventional theoreticians that suggest that occupation satisfaction and dissatisfaction portion a individual continuum. Further, they reasoned that both intrinsic and extrinsic factors have the capacity to make satisfaction and dissatisfaction. Intrinsic factors include salary, working conditions, supervising and administrative policies.
Hoppock ( 1935 ) conducted some of the earliest surveies about occupation satisfaction.In his survey, he concluded that if the presence of a certain variable led to satisfaction, so its absence led to dissatisfaction. Therefore, occupation satisfaction and occupation dissatisfaction shared the same continuum. Midway between satisfaction and dissatisfaction was a feeling of neutrality in which the person was neither satisfied nor disgruntled.
Maslow ‘s work, which began in the thirtiess, centred on what people need in order to turn or develop. the basic premiss of his theory had two parts 1 ) .needs are arranged in hierarchy based on their laterality, and 2 ) .the less dominant demands will non be desired or even sought until the more dominant demands are met ( Locke,1976 ) .In other words, one time a demand is by and large satisfied, others surface in a predictable mode ( Kreitner.1983 ) .
Maslow ‘s hierarchy consists of five degrees. At the lowest degree ( the most dominant of the five ) are the physiological demands, those which the organic structure needs to remain alive or survive. These include air, nutrient, H2O and slumber. Maslow ( 1954 ) noted that because these are the most basic of all demands, they must be met before any of others will emerge.HR reasoned that if a individual lacks everything in life, nutrient is what that individual will surely seek. These base demands are what enable us to last, so if they are unmet, nil else affairs ( Kreitner 1983 ) .
Once psychological demands are basically met, so 2nd degree demands, which Maslow named safety demands, emerge. Safety from physical injury, the elements, enemies, the unexpected, and economic adversity all are categorized here. As most grownups in our civilization have these demands fulfilled, Maslow pointed to neurotic persons as exam asset of those who lack them. These neurotic grownups frequently fear the unknown, and they act as though calamity is ever near ( Maslow 1954 ) .
With endurance and safety demands fulfilled the demands for love, fondness and a sense of belonging arise. At this degree people strongly desire to be portion of a group and will labor to achieve and retain position. Maslow ( 1954 ) emphasized that this demand for love is non synonymous with the demand for sex, which is physiological demand. The demand is non fulfilled unless love is given every bit good as received.
The 4th degree demand is desire for regard. Maslow subdivided esteem demands into two classs. The first has to make with accomplishment, command and competency. Those with self esteem have a sense of worth, self assurance and utility. Those without it experience weak, incapacitated and inferior. Because Maslow ( 1954 ) believed that such esteem needfully needed to be based on existent competency instead than the perceptual experience of others he regarded merited regard instead than famous person as the “ most stable and hence most healthy ego regard. ”
At the vertex of Maslow ‘s hierarchy is the demand for the ego realization. Maslow argued that if even all the other demands were met, an person might non be content unless the individual is making that which he or she was meant to make.
Lawler ( 1973 ) pointed out that in ulterior alteration of this theory, Maslow proposed that the impression of a demand diminishing when it was sufficiently satisfied holds true until the self realization degree is reached. At that degree, the opposite occurs. In other words, increase satisfaction leads to increase motive, addition desire for the demand to be more to the full met. Indeed Porter’s1964 survey ( cited in Lawler,1973 ) concluded that director rated self-actualization as their highest demand, and grounds exist of workers altering occupations merely to farther develop themselves ( Lawler,1973 ) .This supports Maslow ‘s revised thesis.
Despite its broad credence and continued usage, Maslow ‘s theory has many critics. Scheider and Alderfer ( 1973 ) were critical of the theory because the deficiency of empirical cogent evidence to back up the being of a hierarchy or even or some of the needs themselves. Hall and Nougaim ‘s survey ( cited in Kreitner.1983 and Locke.1976 ) which attempted to prove the theory found small support for it.Argyris ( 1964 ) opined that occupation satisfaction increased as the occupation ‘s position degree increased. He stated that ; “ we can deduce that the higher up the administration ladder and /or the greater the professionalism, The higher chance that people will describe intrinsic work satisfaction. ” Centres and Bugental ‘s ( 1996 ) survey revealed that workers in higher degree occupations appeared to hold a big involvement in carry throughing higher order demands. Chambers ( 1999 ) in a survey of 459 adult females in private sector Company found that adult females at executives level had greater overall occupation satisfaction than those at ( lower ) managerial degree.
Lawler ( 1973 ) concluded that beyond the first two degrees in the hierarchy, “ which higher-order needs come into drama after the lower 1s are satisfied and in what order they will come into drama can non be predicted. If anything, it seems that most people are at the same time motivated by several of the same -level demands. ” Furthermore, he pointed to his ain 1971 survey to exemplify that certain results, such as money, can fulfill psychological demands every bit good as safety and esteem demands. However, Locke ( 1976 ) was even more critical of Maslow ‘s work for these grounds.
Maslow did non turn out that the demands exist and bewilderingly combines demands every bit diverse as safety from physical injury and freedom from economic adversity in the same class.
Maslow ‘s definition of ego -actualization was weak at best because a individual can non go more and more than the individual already is and because to go everything a individual is capable of going is impossible, since people can go any figure of things.
Maslow confused demands and values. Needs are, by definition, cosmopolitan, while what people value varies from individual to individual and civilization to civilization.
Maslow confused action and desire by sometimes stating met demands lead one to move while at others times remaining they lead merely to a desire to move.
Maslow ( 1954 ) claimed that “ a satisfied demand is non a incentive. But demands are seldom for good fulfilled, So they must be satisfied once more and once more. ”
Despite this unfavorable judgment, Maslow ‘s theort was, and is, one of the most important influences on motive research in organisation.The other is Herzberg ‘s two-factor theory of motive.
In 1957 Herzberg, Mausner, Peterson and Campbell published a reappraisal of bing literature on occupation satisfaction. The primary writers characterized the bing literature as “ dissatisfactory to fruit full theorizing ” ( Herzberg et at,1959 ) .Their book entitled the motive to work was intended to reply this deficiency. They utilized Flanagan ‘s ( 1954 ) .Critical incidents method to find a respondent ‘s psychological province during on-the occupation event.
The respondent were 200 accountant and applied scientists in a survey done by the writers.Herzberg and his association found that certain events were often associated with satisfaction while others event were more often associated into two classs which they called “ hygiene factors were described as follows:
When feelings of sadness were reported, they were non associated with the occupation itself but with conditions that surrounds the making of the occupation… when there are hurtful factors in the context of the occupation, they serve to take the hindrances to positive occupation attitudes. When hygiene factors deteriorate to a degree below that which the employee considers acceptable, so occupation dissatisfaction ensues. ( Herzberg et al. , 1959.p.113 )
Herzberg labelled extrinsic factors as hygiene factors because the factors are used for forestalling occupation dissatisfaction, an analogy to the construct of preventative medical specialty ( Iiacqua, et al.,1995 )
Motivation factors every bit seen as those which satisfy the individual ‘s demand for self realization.Cummings and ElSalmi ( 1968 ) characterized these as “ feelings that the person has sing the content of his occupation. They reflect the persons active hunt for psychological growing. ” In blunt contrast to the Hoppock continuum related to the presence or absence of incentives. Depending on the incentives, a individual could travel from neutrally satisfied ( no peculiar experiencing one manner or the other- ” no occupation satisfaction ” ) at the utmost left of the continuum to number “ occupation satisfaction ” at the utmost right. The 2nd continuum used hygiene points to depict in a parallel mode the construct of dissatisfaction, traveling from neutrally dissatisfaction on the extreme left ( one, vitamin E, “ no occupation dissatisfaction ” ) to entire “ occupation dissatisfaction ” on the far right. Newstrom & A ; Davis ( 1977 ) developed a similar word picture of Herzberg ‘s theory.
By utilizing this two factor description, Herzberg was able to procure much richer description of worker attitudes. His theoretical account offered the ability to quantify and explicate worker disagreement related to the alterations possible when an research worker charted either presence or absence to reply the inquiry, “ why I both am intensely satisfies and distressingly dissatisfied at the same clip ” ?
The six incentives or satisfiers identifies by Herzberg et Al ( 1959 ) and Herzberg ( 1966 ) correspond to Maslow ‘s higher order demands of regard and self-actualization and are composed move the followers:
1. Achievment include successful completion of the occupation, solution or job, exoneration and seeing the consequence of one ‘s work.
2. Recognition is any act by supervisor, direction forces, client, equal, co-worker or the general populace that is perceived by the worker as a beginning of feeling of acknowledgment. It can include both congratulations and incrimination and hence encompass both positive and negative acknowledgment.
3. Work itself refers to the existent making of the occupation or the undertaking of the occupation as a beginning of good or bad feelings. The work can be everyday or varied, originative or stultifying, excessively easy or excessively hard. Each of these conditions can lend to or take away from satisfaction.
4. Responsibilty factors include personal authorization for one ‘s ain work or the work of others. Issues related to “ deficient authorization to transport out one ‘s assignment ” is classified under policy issues instead the duties.
5. Advancement refers to existent alterations in the position or place of an person in an administration. It besides includes the chance of or hope of promotion.
6. Possibility of growing includes both the opportunities of farther developing one ‘s accomplishments and abilities and the opportunity of traveling upward. The writers besides include deficiency of growing chances in the theory ( Herzbers, 1966 )
Hygiene factors corresponded to Maslow ‘s lower order demands and were described by Herzberg and his associates as those factors external to the occupation itself. The definitions of the eight hygiene points or dissatisfaction are as follows:
Supervision trades with issues of competency, equity, willingness to depute duty, willingness to learn, inclination towards pecking and efficiency as demonstrate by the single higher-ups.
Company policy and disposal describes event in which some of the overall facets of the company is a factor. Examples included malevolent policies and state of affairs where it is ill-defined to whom one studies.
Working conditions can include physical conditions of the work, the sum of work or the installations available for making the work. Specific illustrations include airing, illuming, tools, infinite and so on.
Interpersonal relation plays a function in several other classs such as acknowledgment. However this category trades specifically with interaction between the persons and higher-ups.peers and subsidiaries. These dealingss can include either working relationships or strictly societal relationships on the occupation.
Status refers to some marks of gear of position impacting a individual ‘s feeling about the occupation. Company autos, executive ‘s washroom, and personal secretaries are illustrations of position.
Job security includes aims mark of the presence or absence of occupation security. It includes stableness of the administration and term of office, among others. The research workers avoided subjective feeling of the respondent.
Personal life factors do non include state of affairss where an person ‘s personal life affects the work ; the survey does see the person ‘s personal life. A company ‘s demand for resettlement would impact this class ( Herzberg,1996 )
It is noted that Davis ( 1967 ) besides has posited that the factors in Herzberg ‘s theoretical account compared to Maslow ‘s demand precedence theoretical account to set up some commonalty in the description of the elements in each paradigm. Specifically, Herzberg ‘s wage and personal life factors equate with Maslow ‘s physiological demands, with the working conditions factor overlapping into the safety and security demands. Herzberg ‘s occupation security histrions equates with Maslow ‘s safety and security demands, with the proficient supervising and the company policy and administrative factors overlapping into Maslow ‘s properties and societal activity needs categorization.
Herzberg ‘s interpersonal relationship with supervising. Peer, and subordinates factors are besides equated with belonging and societal activity demands. Herzberg ‘s promotion, acknowledgment and position factors are equated with regard and position demands, while the work itself, accomplishment. Possibility of growing, and duty factors are equated to Maslow ‘s self – realization and fulfillment demands.
Herzberg ‘s theory has been widely endorsed. However, unfavorable judgment of the theory may be found. Hinrichs and Mischking ( 1967 ) refuted the two factor theory in favor of Hoppock ( 1935 ) single-continuum theory. Rosen ( 1963 ) opined that the theoretical account should hold been modified for a white-colour Vs blue neckband workers.Friedlander ( 1966 ) believe that Herzberg ‘s usage of ego reported informations may be rather different from informations obtained objectively. To slightly antagonistic disapprovals, Brockman ( 1971 ) commented that the unfavorable judgment were made with complete neglect of the statements and accounts Herzberg presented. However, Holloway ( 1991 ) continued the disapprobation by asseverating that Herzberg, in his 1968 Harvard Business reappraisal article – a reissue best marketer – was “ brash and democrat ” and may hold been more commercially than academically motivated.
Resource: A survey of occupation satisfaction among managers of classified forces in merits-by Donald R Mc Cann-google books