The twofactor theory is an oversimplification of the true relationship between motivation and dissatisfaction. You can leverage this theory to help you get the best performance from your team. The herzberg two factor theory is a theory about motivation of employees. Herzberg s theory of motivation tries to get to the root of motivation in the workplace.
It is the empowerment behind individuals to work hard toward a cause. The raters may make a fuss over the conclusions by evaluating similar answer in diverse mode. The main purpose of this article is to point out the motivatorhygiene factors that have a. Herzberg s motivation theory is one of the content theories of motivation. Companies can employ different tactics and strategies to encourage motivation to. Frederick herzberg, professor and chairman, psychology department at chase, western reserve university, pitsburg, usa and author of work and nature of man world publishing co. According to herzberg, there are some job factors that result in satisfaction while there. This theory of motivation is known as a two factor content theory. A read is counted each time someone views a publication summary such as the title, abstract, and list of authors, clicks on a figure, or views or downloads the fulltext. As measurement of employee satisfaction is a behavioral study depending on the state of mind and situation in which employees work. Munich personal repec archive herzbergs motivationhygiene theory and job satisfaction in the malaysian retail sector.
Herzberg s motivationhygiene theory two factor theory to better understand employee attitudes and motivation, frederick herzberg performed studies to determine which factors in an employees work environment caused satisfaction or dissatisfaction. Herzbergs two factor theory is a content theory of motivation the other main one is maslows hierarchy of needs. These attempt to explain the factors that motivate individuals through identifying and satisfying their individual needs, desires and the aims pursued to satisfy these desires. Similarly, the opposite of dissatisfaction is no dissatisfaction.
Applying herzbergs two factor theory to employee engagement. This paper critically examines frederick herzbergs two factor theory and assesses its application and relevance in understanding the essential factors that motivate the ghanaian worker. Early adopter texas instruments ti experimented with herzbergs ideas and found different occupational groups identified more with either motivator or hygiene factors. This is typical of a hygiene factor in the fredrick herzbergs twofactor theory of motivation. It was developed by psychologist frederick herzberg. Check out this article to know the differences between maslow and herzbergs theory on motivation. This paper critically examines frederick herzberg s two factor theory and assesses its application and relevance in understanding the essential factors that motivate the ghanaian worker. This report presents a summary of the herzberg twofactor theory c job satisfaction. In july 2010, the government of ghana placed members of the security services such as the ghana police, immigration and fire services on the single spine salary structure ssss and there was increase in wages for most personnel. His study led to the herzberg hygiene theory, which is also known as the herzberg two factor theory. Herzberg, mausner, and snyderman 1959 developed the two factor theory of job satisfaction. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder motivators. Several studies showed that one factor can cause job satisfaction for one person and job dissatisfaction for another.
Twofactor theory of motivation hygiene and motivational. Another criticism on herzbergs two factor theory is that it disregards the individual differences. Herzbergs motivation hygiene theory applied to high. Pdf herzbergs twofactor theory 1 herzbergs twofactor. The basic theory of this research is the herzbergs two factor theory, concretely motivational and hygienic factors. Herzberg s work focused on the individual in the workplace, but it has been popular with managers as it also emphasised the importance of management knowledge and expertise. Further, herzberg s twofactor theory was noted by many researchers to be the most effective needs satisfaction model used in healthcare organisations timmreck, 2001 cahill, 2011. Herzberg theory of motivation tries to address employee problems by focusing on factors which give satisfaction as well as dissatisfaction to the employees. The model is claimed to be applicable regardless of gender, age, occupational level and so on. Towards understanding controversy on herzberg theory of. Accordingly, herzberg s two factor theory posits that a good leader would give motivation to the members of staff in the organisation so that they would do their job well yusoff et al. Herzbergs motivationhygiene theory and job satisfaction in the. Herzberg two factor theory human resource management.
Recently, selfdetermination theory has changed the idea of psychological needs by emphasizing its role in both the content and the process of behavior see figure 1. On the other hand, motivators are the real factors that motivate employees at work. Frederick herzberg the hygiene motivation theory cmi. How do you motivate employees, the conclusions he drew were extraordinarily influential, and still form the bedrock of good motivational practice nearly half a century later. The two factor theory of motivation explains the factors that employees find satisfying and dissatisfying about their jobs. Herzbergs motivationhygiene theory and job satisfaction. Herzbergs twofactor theory of job satisfaction dtic.
For example, bad working conditions are likely to be a source of dissatisfaction, but excellent working conditions might not produce correspondingly high rates of satisfaction, whereas other. Herzbergs inference regarding differences between satisfiers and motivators cannot be completely accepted. He published his findings in the 1959 book the motivation to work. Herzberg set out to determine the effect of attitude on motivation, by simply asking people to describe the times when they felt really good, and really bad, about their jobs.
Frederick herzbergs two factor theory explanined peakon. The first categories of factors, in herzbergs two factor theory are called hygiene factors. What is the herzberg two factor theory of motivation. The study is laden upon herzbergs motivationhygiene theory 1966. Usa, 1966, in late 1950s undertook intensive study of 200 engineers. In 1959, frederick herzberg, a behavioural scientist. Herzbergs motivatorhygiene theory introduction to business. Herzbergs two factor theory of motivation two dimensions of motivation. These two factors that have an effect on job satisfaction are divided into two sets of categories. Application of frederick herzbergs twofactor theory in. The presence of motivators causes employees to work harder. The opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. In this research there are eight factors under the variable of hygiene factors namely are pay, coworker relations, company policies and practices.
Frederick herzberg 19232000, clinical psychologist and pioneer of job enrichment, is regarded as one of the great original thinkers in management and motivational theory. Evidence from the authors experiments suggests that the theory is untenable as a description of the structure of job attitudes and the determinants of job satisfaction and. According to this theory, the main factors of satisfaction are the intrinsic aspects of the job motivators. He found that there are certain characteristics that can be aligned with job satisfaction and other characteristics that are. Another goal is to see which of the two factors of herzberg theory have more impact in raising the productivity of the employees in the retail industry. Herzbergs two factor theory sometimes dual factor theory or herzberg motivation theory is one of the motivation theories and it suitably complements, for example, maslows pyramid. Herzberg s motivation hygiene theory herzberg s motivation hygiene theory is often called the two factor theory and focuses on those sources of motivation which are pertinent to the accomplishment of work hall and williams 1986, 6. Herzberg concluded that job satisfaction and dissatisfaction were the products of two. Twofactor theory, theory of worker motivation, formulated by frederick herzberg, which holds that employee job satisfaction and job dissatisfaction are influenced by separate factors. At the heart of the twofactor theory is the difference between motivation and hygiene factors, or intrinsic and extrinsic factors. These factors are the hygiene factors and motivators. This theory of motivation is known as a two factor content. Objectives of the study objectives of the study were.
Application of frederick herzbergs twofactor theory in assessing and understanding employee motivation at work. Herzberg had close links with maslow and believed in a two factor theory of motivation. In 1959, frederick herzberg, a behavioural scientist proposed a twofactor theory or the motivatorhygiene theory. Herzberg in twofactor theory assumed a connection between satisfaction and productivity. The main concept of this theory is the difference between motivation factors and hygiene factors. The twofactor theory was tested by many other researchers. He attempted to shed more light on the concept of work motivation.
On the other hand, employees satisfaction has to do with socalled motivation. Herzberg s twofactor theory 1 herzberg s twofactor theory of job satisfaction. Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. These results form the basis of herzberg s motivationhygiene theory sometimes known as herzberg s two factor theory. If you ask 100 people about their job conditions and environment than chances are that only 1 or 2 people would say that they are satisfied with their company and overall environment of the company. The purpose of the study is to develop the herzberg theory and its possible. Herzbergs two factor theory of motivation theory of. From this data, the original hypothesis was restated and became the twofactor theory of job satisfaction herzberg et al. This theory assumes on the one hand, that employees can be dissatisfied with their jobs. Herzbergs twofactor theory overlooks situational variables. However there were also factors that would demotivate an employee if not present but would not in themselves actually motivate employees. Hence, based on the discussion above, herzbergs twofactor theory was revised, whereby extrinsic factors as well as intrinsic factors should be combined as a set of determinant in explaining the.
Herzbergs two factor theory and hypothesis is developed based on those two factors. This often has something to do with socalled hygiene factors, such as salary and work conditions. A good tool to help in this is the situational leadership model or our flexible leader ecourse. Herzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not.
Herzbergs work focused on the individual in the workplace, but it has been popular with managers as it also emphasised the importance of management knowledge and expertise. Motivation herzberg two factor theory business tutor2u. Herzberg s theory is one of the most significant content theories in job satisfaction dion, 2006. Employee turnover in the hospitality industry using.
Two factor theory was formulated by frederick herzberg in 1959. Therefore the problem under study is resurrecting herzbergs two factor theory. Assessing job satisfaction using herzbergs twofactor. This evaluation of herzberg s theory of motivation discusses its ambiguities and the influence of the tendency for people to give socially desirable answers. To find out the job satisfaction and motivational level of university teachers regarding hygiene and motivator factors of herzbergs two factor theory. Implications, limitations of twofactor theory of motivation. Herzberg reasoned that because the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another. The herzberg motivation theory focuses predominantly on job enrichment think of ways you can empower, delegate, enhance job roles to keep people interested and stimulated. Herzberg named two basic factors, which are an employees source of satisfaction and motivation. On the other hand, frederick herzberg is an american psychologist, who coined out the concept of job enrichment and two factor theory on motivation based on rewards and incentives. The results derived from research will help to understand the employees perception and. The majority of the ti workforce were focused on the growth aspect of their work and deemed motivation seekers.
According to herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. The presence of these factors prevents dissatisfaction and helps to maintain status quo hence also called maintenance factors. Motivationhygiene theory is also known as herzbergs twofactor theory or herzbergs dual factor theory 1959. The two factor theory also known as herzberg s motivationhygiene theory and dual factor theory states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other. The twofactor theory s dependability is unreliable. The two factors identified by herzberg are motivators and hygiene factors. According to herzbergs motivatorhygiene theory, what effect might uber and lyfts work environment have on employee. Content theories of motivation herzbergs motivation theory is one of the content theories of motivation. A comparative study on employees job satisfaction level. Herzbergs twofactor theory divides motivation and job satisfaction into two groups of factors known as the motivation factors and hygiene factors.
807 1112 433 1643 48 1408 540 229 712 426 1243 1143 1307 802 387 1461 696 1470 764 723 1316 565 1252 452 307 592 1375 212 643 1614 1233 1578 1136 600 1166 1382 1414 1023 249 358 48 809 856 1132 99 594 594