Herzberg

The Two Factor Theory

The InvestigationThe Investigation

Herzberg investigated the behaviour of Herzberg investigated the behaviour of American white collar workers.American white collar workers.

He wanted to discover if professional workers He wanted to discover if professional workers were being motivated by a range of factors.were being motivated by a range of factors.

The main investigations were carried out using The main investigations were carried out using surveys and monitoring of workplace surveys and monitoring of workplace practice and behaviour.practice and behaviour.

FindingsFindings

Herzberg found that not all factors motivate, employees had expectations of treatment in work, and if these expectations were absent it led to de-motivation. So he argued that people’s satisfaction and dissatisfaction are influenced by two independent sets of factors — which he named -

motivation factors and hygiene factors.

The Two Factor Theory, assumes that job satisfaction and job dissatisfaction are distinct from each other, and therefore must be dealt with separately

Motivators can motivate, but only if employers Motivators can motivate, but only if employers ensure that there are no de-motivating factors in ensure that there are no de-motivating factors in

place - that is hygiene factors are satisfiedplace - that is hygiene factors are satisfied..

Hygiene Factors

•Supervisors

•Working conditions

•Working relations

•Pay and security

•Company policies and

administration

Hygiene factors must be present to avoid dissatisfaction –but they do not lead to satisfaction, or motivate

Dissatisfaction No dissatisfaction

Supervisors

Working conditions

Working relations

Pay and security

Company policies and administration

Control and close Hands-off and friendly

Unsafe and uncomfortable

Safe and comfortable

Management by intimidation

Encouragement of socialActivities and friendly workplace

Low pay, fear ofredundancy

Secure in jobs, wellpaid

Unclear, and arbitrary

Clear and consistent

Motivation Factors

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Achievement

Recognition

Interesting and challenging work

Responsibility

Promotion and growth in responsibilities

motivation factors

The motivators must be present if satisfaction is to be gained from work done

No satisfactionSatisfaction

Recognized and rewarded- Achievement – Ignored and unrewarded

Communication and involvement- Recognition – Passed instructions and orders

Effective task design, -The work itself – Repetitive, undemanding

Complete tasks, empowerment – Responsibility – Hierarchical, monitoring

Training, and promotion - Advancement – Stuck in a rut

and growth

a job that grows

Motivators are more important to job satisfaction than hygiene factors

Job design is more important than job title - Job design consists of a job’s tasks, the methods used to complete the tasks, and how the job relates to others in the organization

For motivation to occur, hygiene factors must first be in place

Training and communication are key parts of motivation

Managers must be aware that

Criticisms Criticisms

No awareness shown of importance of group No awareness shown of importance of group workwork

Investigation only into professional workersInvestigation only into professional workers

Hygiene factors are difficult to maintain in Hygiene factors are difficult to maintain in uncertain economic timesuncertain economic times

Costs of maintaining motivatorsCosts of maintaining motivators

Hygiene Factors

Working relations – group work, friendly environment

Supervision – allows freedom

Company policies – understandable and fair, contract of employment

Working conditions – pleasant, safe environment

Motivators

Achievement – rewards, promotion

Recognition – communication, rewards

Responsibility - empowerment

Advancement - training

The job itself – interesting, challenging

Social

Safety

Physiological

Self Esteem

Self-actualization

Herzberg’s two-factor theoryMaslow’s hierarchy

Maslow Vs. Herzberg

Salary – decent wage level