Taken together they become knows as Herzberg’s two-factor theory of motivation or Hygiene theory. For many years, managers generally concentrated on the hygienic factors. PreserveArticles.com is an online article publishing site that helps you to submit your knowledge so that it may be preserved for eternity. Their moral is high as evidenced by lack of absenteeism and tardiness. In our study, salary is defined as a dissatisfaction factor, while promotion (advancement) is appreciated by participants in our groups of medical laboratory professionals. Similarly a hygiene factor in this theory of motivation prevents decay but does-not encourage growth. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”. Theory X and Theory Y Help Motivation of Employees. The managers should give them ownership of the work. HERZBERG’S THEORY RESTS ON 2 ASSUMPTIONS 1.) In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to this theory of motivation, the items that determine job content are considered motivational factors e.g. 1. 3. There should be no conflict or humiliation element present. This programme is that of “job enrichment” which means restructuring of jobs to include satisfier factors into the job content. Herzberg’s two factor theory of motivation. However, it has been criticized regarding its validity in different work settings. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. All these factors are designed to avoid damage to efficiency or morale and these do not stimulate positive growth. Being satisfied with one’s job is equivalent to being motivated; “a satisfied worker is a motivated worker” 2.) When faced with a morale problem, the typical solution was higher pay, more fringe benefits and better working conditions. Herzberg’s two-factor theory throws new light on the content of work motivation. 4. Recognition Herzberg’s Two-Factor Theory of Motivation. A close examination of Herzberg’s model indicates that for those employees who have achieved a level of social and economic progress in the society, higher-level needs of Maslow’s model (esteem and self-actualization) are the primary motivators. Meaningfulness of the work - The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated. This theory has contributed to one management programme that has lent itself to the enhancement of motivators. This theory suggests there are two sets of factors that impact upon an employee's feelings of satisfaction at work. There must be a fruit of some sort in the job. The elimination of dissatisfaction does not mean satisfaction and they simply maintain a “Zero level of motivation”. Analysis has to be made by the raters. Herzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been believed. Hygiene factors or dissatisfiers. iii) Introduce new and more difficult tasks at each step giving the workers an opportunity to learn and specialize. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. It is good feeling to know that you are considered a person of integrity and intelligence to be given a higher responsibility. Despite these limitations, Herzberg’s Two-Factor theory is acceptable broadly. The satisfiers, as well as labeled “motivations” and the dis-satisfiers, were called ‘Hygiene factors’. Before publishing your Article on this site, please read the following pages: 1. Herzberg classified these job factors into two categories-. Herzberg undertook an interview with about two-hundred engineers and accountants representing a cross section of Pittsberg Industry to discover important factors that motivate them the most. 7. All the articles you read in this site are contributed by users like you, with a single vision to liberate knowledge. Herzberg’s Two Factor Theory Definition: Frederick Herzberg came up with a theory which would look into what caused job satisfaction and what caused job dissatisfaction. (or) Herzberg concluded that two separate factors influenced motivation. This theory, also called the Motivation-Hygiene Theory or the dual-factor theory, was penned by Frederick Herzberg in 1959. These factors have a positive influence on morale, satisfaction, efficiency and higher productivity. The higher the level of these duties, the more responsible you feel and more motivated you are. They will blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Herzberg’s two factor model is tied in with Maslow’s basic model in that the hygiene faclms satisfy the first three levels of Maslow models of physiological needs, security and safety needs and social needs, and the motivational factors satisfy the last two higher level needs of esteem and self-actualization needs in the Maslow model. Privacy Policy. These factors are related to the nature of work itself (job content), and are intrinsic to the job itself. Herzberg's Two-Factor Theory 1 Herzberg's Two-Factor Theory of Job Satisfaction: An Integrative Literature Review Motivation is not the opposite of de-motivation. The two-factor theory overlooks situational variables. Motivating factors will encourage an employee to work harder if present.To use the theory within your team, start by getting any hygiene issues resolved. Frederick Herzberg’s model of motivation is a content model of motivationwhich says that satisfaction and dissatisfaction in work are created by different factors. But … Motivation factors or satisfiers, and 2. There is a great similarity between Maslow’s and Herzberg’s models of motivation. Job promotions, higher responsibility, participation in central decision making, executive benefits are all signs of growth and advancement an add to dedication and commitment of employees. Buy Plagiarism free Work! Herzberg's two factor theory is considered a heavyweight among the classical theories. Recognition - The employees should be praised and recognized for their accomplishments by the managers. This is an environmental motivation theory which emphasises factors in the environment that contribute to the behaviour. Interpersonal relations - The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. Workers motivated to work harder by motivators e.g. Hygiene factors which are required by don’t increase motivation and growth factors which are the crucial factors which actually drive motivation. The job must utilize the employee’s skills and competencies to the maximum. Factors which influenced making a job satisfying were called ‘Motivator Factors’ whilst factors which made a job dissatisfying were named ‘ Hygiene Factors ’. The two factor theory has been criticized for ignoring the influence of situational variables in classifying the factors. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. Sense of achievement - The employees must have a sense of achievement. It gives the workers a feeling of work and self esteem. Herzberg's two-factor theory. It was developed by psychologist Frederick Herzberg. The first set called ‘satisfiers’ are motivators or growth factors and the second set called ‘dissatisfiers’ are related to … (Ask Questions Online Free for Any Subjects & Topic) and Find the best Solution or Solved Answered for College/ University Assignments, Essay, Case Study Q&A etc. As a premium member, you get access to view complete course content online and download powerpoint presentations for more than 200 courses in management and skills area. The raters may spoil the findings by analyzing same response in different manner. This is an environmental motivation theory which emphasises factors in the environment that contribute to the behaviour. MBA Notes Sunday, August 29, 2010. HERZEEflG TWO-FACTOR THEORY -DEVELOPWr Herzberg's two-factor theory of job-satisfaction is not new, as a ratter of fact, it dates back to 1959 a is the outgrowth of a research study project on job attitudes conducted by Herzberg, Mausner and Snyderman., Herzberg published the two-factor theory of work motivation in 1959. Herzberg developed a theory of motivation on the premise that human nature has two separate elements – the motivators and the maintenance factors.. Also, the employees will give credit to themselves for the satisfaction factor at work. Achievement. If these are not met, employees feel dissatisfied. An opportunity to schedule one’s own work enhances a sense of achievement and motivation. achievement, recognition, responsibility, advancement and the work itself. They produce no growth but they prevent loss. This theory is also called motivation-hygiene theory. iv) The employee must be given frequent feedback on his performance and on his handling of his own duties and responsibilities. The theory ignores blue-collar workers. This will help the growth an advancement factors. This American psychologist, who was very interested in people's motivation and job satisfaction, came up with the theory. It is human nature to be happy when appreciated. The first set (hygiene factors) concerns the employee's need for fair treatment in compensation, supervision, and working conditions. Some of these factors are: To be motivated, the people must like and enjoy their jobs. "We can expand ... by stating that the job satisfiers deal with the factors involved in doing the job, whereas the job dissatisfiers deal with the factors which define the job context." Hence, his concept has come to be called Herzberg’s two-factor theory. Expand his authority while retaining some controls and accountability for actions and results. Recognition of an employee’s contribution is highly morale boosting. more responsibility and appreciation etc.. Privacy Policy (v) Salary and certain types of employee benefits. He enquired them of such events at work place which had either increased or reduced their job satisfaction. 2. Herzberg uses the phrase “motivating factors” to describe things that, when present, have the ability to make individuals satisfied or even happy at work. In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. In 1959, Frederick Herzberg, a behavioral scientist proposed a two - factor theory or the motivator-hygiene theory. An employee may find his job acceptable despite the fact that he may hate/object part of his job. A research study was conducted by Frederick. Growth and promotional opportunities - There must be growth and advancement opportunities in an organization to motivate the employees to perform well. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”. This theory of motivation is known as a two factor content theory. This is the fourth level need in Maslow’s model of hierarchical needs and boosts the ego and esteems the factors. Similarities of Maslow and Herzberg Theory of Motivation. Herzberg’s motivation theory is one of the content theories of motivation. ii) To increase responsibility, give the person a whole unit to operate. Also, the managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better. It is a motivational factor that helps growth. Herzberg Theory of Motivation Herzberg’s two factor theory is also called the motivation-hygiene theory of motivation. His two factors are job satisfaction and job dissatisfaction. Herzberg in Two Factor Theory or Herzberg’s Motivation-Hygiene Theory states that two factors affect motivation in the workplace. A new plant or new facilities at a plant seldom motivates workers if the workers do not enjoy their work and is no substitute for employee feelings or recognition and achievement. They should minimize control but retain accountability. It should include flexible working hours, dress code, breaks, vacation, etc. Article shared by. The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Herzberg identified 5 factors which lead to motivation: Achievement; Recognition; Personal growth/development; The work itself; Promotion/Opportunity; Herzberg recommended that managers should find ways to improve motivators; So as to lead to motivation; To motivate workers managers need to benchmark (standardise) hygiene works and maximise motivators i) Give the employee the freedom of operation and responsibility. A goal achievement gives a great feeling of accomplishment. Company Policies and administrative policies - The company policies should not be too rigid. The work equipments should be updated and well-maintained. Copyright. Herzberg assumed a correlation between satisfaction and productivity. These two classes of factors were associated with employee satisfaction and dissatisfaction. © Management Study Guide (iii) Working conditions and job security. The core point of Herzberg’s theory is that motivating and hy… Physical Working conditions - The working conditions should be safe, clean and hygienic. These factors are an inter-related and are positively related to motivation. The goal must be challenging requiring initiative and creativity. PreserveArticles.com: Preserving Your Articles for Eternity, Here is your short essay on the power of Motivation, 10 new characteristics of the concept of motivation, 5 main Importance of Motivation in Modern Organisations, Notes on Two-Factor Theory of Intelligence, Brief Notes on Global Trade of Factor Endowment Theory, Controlling in Management # Meaning, Definition, Types, Process, Steps and Techniques. Motivation and hygiene factors . The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work. The main underlying basis of his theory is that there are factors that cause motivation and those which cause dissatisfaction. Herzberg first discussed his influential theory in 1959’s Motivation to Work. Some of the principles of job enrichment are advanced by Herzberg himself. Various motivation and hygiene factors are listed in Table. The two-factor theory (also known as Herzberg's motivation-hygiene 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. His conclusions are based on research conducted among 200 accountants and engineers. Quick Reference. That's the conclusion that Frederick Herzberg came to. They simply maintain status quo. ABOUT TWO FACTOR THEORY Two Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. 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