Herzberg’s Two-Factor Theory of Motivation explains the effect of attitude on motivation. What do the employees want? Are they looking for growth opportunities, solid workplace relationships, higher salary, or job satisfaction are some important questions that are considered the root of motivation? Show
The Two-Factor Theory of Motivation was written by American psychologist Frederick Herzberg and published in his article “One More Time: How Do You Motivate Employees”. Herzberg asked people to describe situations when they felt very good and also very bad in terms of their job. He came to some extraordinary conclusions that became the basis of his Theory of Motivation. What are the two factors in Herzberg’s Two-Factor Theory of Motivation?Herzberg’s Theory of Motivation states employees does not work only for a salary. There are job factors that result in satisfaction and some factors that prevent dissatisfaction. Factors for Satisfaction
Factors for Dissatisfaction
According to the findings of Frederick Herzberg, the opposite of Satisfaction is No Satisfaction and not dissatisfaction whereas the opposite of Dissatisfaction is No Dissatisfaction and not satisfaction. The factors leading to job satisfaction and job dissatisfaction are different from each other. Eliminating one factor will not automatically enhance the other factor or vice versa. Instead, you have to address each factor separately to achieve the desired results. According to Herzberg, there are two types of job factors
1. Hygiene FactorsHygiene factors, also known as maintenance factors or dissatisfiers, refer to the elements that are necessary for the presence of motivation levels in the workplace. It does not result in long-term positive satisfaction but if absent will lead to dissatisfaction. Herzberg in simple words states that the Hygiene factors are those which when present in a reasonable number will keep the employees pacified and will not make them dissatisfied. The hygiene factors explain the job environment and are a reflection of the psychological needs which employees want and expect to be fulfilled. Some of the important Hygiene factors are a. PayThe pay structure must be reasonable, equal, competitive, and appropriate to those in the same domain and same industry. b. Company policies and administrative policiesToo much rigidity can cause innumerable problems so the company and administrative policies should be fair, reasonable and clear for instance regular breaks, flexible working hours and vacation time. c. Fringe benefitsEvery organization must offer fringe benefits to its employees like health care plans, employee help programs, etc. d. StatusThe status of the employee within the organization must be familiar e. Physical working conditionsPhysical working conditions are an important Hygiene factor and include a hygienic, safe, and clean workplace where the pieces of equipment are maintained and up-to-date f. Job securityIt is the responsibility of the organization to provide job security to its employees g. Interpersonal relationsThe employee’s relationship with subordinates, peers, and superiors should be appropriate without any presence of conflict or embarrassment 2. Motivating FactorsHerzberg’s Motivation Hygiene Theory categorically states that hygiene factors are not motivators. The motivating factors are inherent to work and offer positive satisfaction and motivation. These factors also known as satisfiers are related to the job and motivates people to give a better performance. Unlike Hygiene Factors, Motivating l factors prove very rewarding for an employee. Some of them are as follows- a. RecognitionThe management needs to recognize the work of the employees within the organization and offer verbal praise b. ResponsibilityThe management needs to give the employees ownership of the work and hold them accountable for it. c. Growth and Promotional OpportunitiesAn organization with growth and promotional opportunities will motivate employees to do better. d. Sense of achievementThe people in a company must feel a sense of achievement in the job. e. Meaningfulness of the workIf the work in itself is challenging and interesting it automatically becomes meaningful. Job enrichment has the power to motive employees How do you use Herzberg’s Two-Factor Theory Model?According to Herzberg, there is a two-step process to use the Two-Factor Theory Model and boost employee motivation. The two-step process is 1. Eliminate Job Hygiene StressorsAccording to Herzberg, it was important to get rid of the causes of dissatisfaction in jobs or simply Hygiene factors by
All the above-mentioned steps will remove job dissatisfaction within the organization. It is not possible to motivate people until the issues are sorted. Remember if someone is not dissatisfied it does not mean he is satisfied. Job satisfaction is possible only by putting the onus on doing things that will build job satisfaction. 2. Create Conditions for Job SatisfactionThe Two-Factor Theory states that once the hygiene stressors are eliminated in jobs it is time to create conditions for job satisfaction. An organization can use the following techniques for this purpose
Limitations of Two-Factor TheoryThe limitations of two-factor theory are
Apply the Two-Factor Theory to your lifeAccording to Herzberg, the implications of the Two-Factor Theory are immense.
All these steps will prove helpful for the organization in improving job satisfaction in their company. This will lead to low employee turnover and higher employee retention. |