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Herzberg’s Motivation Two-Factor Theory

Frederick Irving Herzberg was an American psychologist born on 1923 , who became one of the most influential names in business management. He is most famous for introducing job enrichment and the Motivator-Hygiene theory. Frederick Herzberg was a US clinical psychologist who later became Professor of Management at the University of Utah.

He is best known for his hygiene-motivation theory, which was first published in The motivation to work in 1959. Herzberg's work focused on the individual in the workplace, but it has been popular with managers as it also emphasized the importance of management knowledge and expertise.

Herzberg’s Motivation Theory model or Two Factor Theory argues that there are two factors that an organization can adjust to influence motivation in the workplace. This motivation theory tries to get to the root of motivation in the Organization.

In other words, adequate salary, good working conditions, respected supervisors and likeable co-workers will not produce a satisfied worker; they will only produce a worker who is not dissatisfied. However, their levels must be acceptable in order for the motivation factors to become operative. In other words, like medical hygiene practices, they cannot cure an illness, but they can aid in preventing it” (Rogers, 1975).

These Two factors are:

·    Motivators Factors: - Satisfying factors were recodnized as motivators. Motivator factors are intrinsic to the job. Employees are found within the actual Job itself, which can encourage working harder. As examples;

Ø  Performance and Achievements        

Ø  Recognitions

Ø  Job Status

Ø  Opportunities for Advancement  

Ø  Responsibility

Ø  Personal Growth

 

·    Hygiene factors: Dissatisfying factors are recognized as hygiene factors , as they are part of the context in which the job was performed rather than functions of the job itself. Common hygiene factors include: work conditions, company policies, supervisions, salary, safety, and security. Hygiene factors are not present in the actual job itself but surround the job. These won’t encourage employees to work harder but they will cause them to become unmotivated if they are not present. As Examples

Ø  Salary and Bonus

Ø  Working Conditions & Physical Work place

Ø  Relationship with Colleagues & Supervisors

Ø  Policies and Rules


Limitations of the Theory          

  • ·    The theory only applies to white collar workers.
  • ·    It doesn’t take an individual’s situation or perception into consideration. Organization has attempted to address this above by applying the theory at an individual level.
  • ·    The theory focuses on improving employee satisfaction. That doesn’t necessarily translate into increased productivity.
  • ·    There is no objective way to measure employee satisfaction within the theory.
  • ·    Two Factor Theory is subject to bias. For example, when an employee is satisfied they will give themselves credit for that satisfaction. Conversely, when they are dissatisfied they will blame external factors.

To use the theory within Employees, start by getting any hygiene issues resolved. Once Organization has done this, organization can boost motivation by putting in place as many motivating factors as practical.

List Of References

·    Biznewske.com (2022) Herzberg Theory of Motivation in the Workplace https://biznewske.com/herzberg-theory-of-motivation-in-the-workplace/

·    Gordon,J. (2022) Herzburg’s Two Factor Theory (Hygiene Theory)- Explained What is Hygeine Theory? https://thebusinessprofessor.com/en_US/management-leadership-organizational-behavior/herzburg-two-factor-theory-defined

·    Tan, Shen Kian. (2013). Herzberg's Two-Factor Theory on Work Motivation: Does it Works for Todays Environment?. Global Journal of Commerce and Management Perspective. https://www.researchgate.net/publication/262639924_Herzberg's_Two-Factor_Theory_on_Work_Motivation_Does_it_Works_for_Todays_Environment

·    Rogers R. (1975)  A protection motivation theory of fear appeals and attitude change. J. Psychol. 1975;91(1):93–114.

Comments

  1. Tharaka De VisserDecember 8, 2022 at 1:54 AM

    Agreed on the above content Shermila, according to the two-factor theory, a business can change either one of two components to affect employee motivation. These two factors are Hygiene factors and Motivational factors. Hygiene factors will not motivated employees and work effectively but if these factors aren’t given by an organization the workforce will be unhappy and demotivated and Motivational factors would lead to positive satisfaction and are inherent to work. (Nickerson, 2021)

    ReplyDelete
    Replies
    1. Shermila W.December 9, 2022 at 8:12 PM

      Hi Tharaka, Thank you for commenting , Herzberg developed the theory that people’s job satisfaction depends on two kinds of factors. Factors for satisfaction (motivators/satisfiers) and factors for dissatisfaction (hygiene factors/ dissatisfiers).

      Delete

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