changes are not completely successful. So cynicism serves a defensive role in this case.
             This paper is about organization members' cynicism toward their organization, and it will investigate whether cynicism is a legitimate defense mechanism against the woes of the workplace.
             The remainder of this paper is organized as follows. First, cynicism is defined, the origins of the concept of cynicism are mentioned, and also the causes and effects of cynicism are dis-cussed. Second, Herzberg's Two Factor Theory of Motivation will be clarified. Then, several solutions are given on how to manage and minimize cynicism. Finally my own opinion about possible solutions and an answer to the problem statement is given.
             Before coming up with possible solutions on how to manage and minimize cynicism, one must first understand it. This chapter tries to give some clear definitions of cynicism, but also gives answer to several questions, such as: How and where does originate? Is it a personal matter, or is it situational determined? What are the causes and effects of cynicism?
             Before one can give an appropriate definition of organizational cynicism it is perhaps better to give a definition of cynicism according to the dictionary. A cynic is defined as: "one who be-lieves that human conduct is motivated wholly by self-interest" (Merriam-Webster, 1993, p.323).
             Following Dean, Brandes, & Dharwadkar (1998) it is suggested that organizational cynicism is a negative attitude toward one's employing organization comprising: a belief that the or-ganization lacks integrity; negative affect toward one's employing organization; and disparag-ing and critical behaviors toward the organization that are consistent with these beliefs and affect. Organizational cynics believe organizational actions lack fairness, honesty, and sincer-ity. They may believe that choices of organizational direction are based on self-interest and that ...