Adrianna Lozoya


Feb 17 at 10:17am


Hello Marcus,

I thought it was interesting to see that Herzberg had discussed hygiene elements since many employers don’t have all the necessary elements. For example, at my current workplace, we didn’t have proper security for a while and I had made several comments of fear that angry patients would get verbally and physically aggressive with us. Unfortunately, I had endured a number of instances where my safety was threatened and so I gave my management an ultimatum. I could have handled it a bit more professionally, however, after years of complaining and being threatened by patients, I had had enough and told my management that if nothing was done to protect me and my coworkers, I was going to quit and possibly sue. Two months later, we got a wall that separated us and the waiting room so no patient would have the capability of walking around and harming the staff.

It felt like an uphill battle with getting the protection we deserved, yet, it’s unfortunate that management treated our concern as a burden. After reading Herzberg’s two-factor theory, it brings validation and confidence in my concern(s). Employees shouldn’t have to fight for their basic needs at a workplace, which further supports the fact that if employees don’t feel safe and/or valued, then the retention rates will increase and loyalties could be gone in its entirety.

Years ago, while my husband was in the service, I participated in programs through ACS which helped give me some tips on job searching. One of them is doing research on salary/pay for whatever job I am applying for so when it comes time to discuss the pay, I will know what I deserve. This helped me a lot as it gave my employer the knowledge that I am serious of what I do and bring confidence into the workplace and my performance.

I think performance bonuses would be a great idea so that the employees that truly went above and beyond or even brought a successful profit to the company, would be properly rewarded. There are some times when my employer would give a raise for everyone but many employees are lazy and don’t benefit the company so it doesn’t feel like we’re being appreciated. It could be difficult if some employees think they’re more deserving of a raise or performance bonus, meaning you’d have to deal with upset employees. However, I propose submitting an application of some sort to a board that will approve of the bonus and amount so it’s not just one person that has the power to give money.


Joshua Gray


Feb 15 at 9:07pm


Whether the position I am hiring for is experienced or entry-level, I would hire along a specific set of personality traits and characteristics. Individuals I would like to hire would preferably be innovative with a track record or an aptitude for process improvement. A motivated individual eager to develop and move up in the company would be a trait I would look for too. Loyalty is essential as their work history should show they have a record of sticking with a company for long periods. Characteristics aside, if the position is for an entry-level hire, I would look for recent graduates in the field, possibly younger candidates with room to grow. If it is for a position requiring some experience, I would look for a candidate with a high level of technical proficiency and familiarity with the industry.

As for the compensation and benefits package that I would ensure is in place to recruit the best candidates, it would depend on the company I am hiring for and the employment market. As our textbook explains, the two strategies for compensation to attract and retain talent Below-Market and Middle-Market, can be applied depending on the current market and organizational resources. (Youseff-Morgan & Stark, 2020). If I am in a company dealing with a lack of resources that may not be able to compete with other companies in regard to monetary compensation, I would utilize a Below-Market by offering non-monetary compensation such as stock options, comp time off, or flexible schedules to name a few examples. In an organization with ample resources, I may utilize a middle-market strategy with monetary compensation such as profit sharing, bonuses, or increased pay. In a perfect world, I would use multiple compensation methods, non-monetary and monetary.

After reading the provided article on Herzberg Theory of Motivation, I found it interesting that much of this theory is applied in my current line of work. I am in the Air Force, and we have no authority to motivate people with money as pay raises come from Congress. So to compensate individuals, we have to apply our own benefits, if you will, to motivate them. The Herzberg Theory regarding motivating employees says you should focus on factors such as recognition, responsibility, and achievements. (Futureofworking, n.d.). At my level, we employ all of these methods. I have found that motivated individuals want recognition in the form of an award, increased responsibility, and promotion.

One company that has always fascinated me with its employee benefits is the New Belgium Brewing Company. They have an outstanding awards program as there are set employment anniversaries that have awards that range anywhere from a free bike to an expense trip paid to Belgium. The most significant benefit to me is that they have on-site healthcare, with a medical clinic offering low-cost healthcare and prescriptions. (Kohll, 2019). This benefits package to me ensures that New Belgium is competitive for the best candidates in their industry.

With all of this in mind. The benefits package, I think, would be competitive in attracting talent would be:

Paid Vacations and Holidays


Profit Sharing

Annual Performance-Based Bonuses

Employment Anniversary Bonuses

Vision/Dental/Health Insurance

Earned Comped Time Off

Paid Sick Leave

Flexible Schedule

Life Insurance

On-site Gym and Wellness Center


Futureofworking. (n.d.).Herzberg theory of motivation in the workplace


Retrieved from to an external site.

Kohll, A. (2019). 5 Reasons Why New Belgium Brewing Is One of The Best Places To Work.Forbes.Retrieved from

Youssef-Morgan, C. M., & Stark. E. (2020).Strategic human resource management: Concepts, controversies, and evidence-based applications

.Retrieved from