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Herzberg two factor theory of motivation

Motivation

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In the 50s, Frederick Herzberg, a behavioral scientist recommended a two-factor theory and also the motivator-hygiene theory. According to Herzberg, there are several job factors that result in satisfaction during your stay on island are other work factors that prevent dissatisfaction. According to Herzberg, the contrary of “Satisfaction” is “No satisfaction” as well as the opposite of “Dissatisfaction” can be “No Dissatisfaction”.

Therefore in order to obtain higher performance of personnel it’s required to eliminate the factors that create unhappiness in order to produce a sort of foundation and then on the base from it it is possible to make a determination system by adding the factors that create satisfaction. The hygiene factors are: money (the income should be in house fair and externally competitive), supervision (employees need to go through the feedback, direction should be effective, supportive and nonintrusive ), work conditions, relationship within a group (culture of admiration and dignity), job protection.

Remedying the causes of dissatisfaction will not generate satisfaction. But it creates a base for inspiration. To create satisfaction, Herzberg says you need to addresses the motivating factors linked to work. This individual called this job enrichment. The motivators are: accomplishment, recognition, reward, work alone (interesting and meaningful work), responsibility (here we can see a software of theory Y, that individuals are encouraged by responsibility and an opportunity to solve problems), promotion, development, a possibility of learning.

According to Herzberg, the hygiene elements cannot be viewed as motivators. The motivational factors yield positive satisfaction. These factors will be inherent to work and stimulate the employees to get a superior efficiency. Employees locate these elements, which can also be called satisfiers, intrinsically satisfying. The motivators symbolize the psychological requirements that are perceived as an additional benefit.

The Two-Factor theory implies that the managers must stress upon ensuring the adequacy of the health factors in order to avoid employee unhappiness. Also, the managers need to make sure that the job is revitalizing and rewarding so that the staff are motivated to function and execute harder and better. This theory focuses on upon job-enrichment so as to motivate the employees. The work must use the employee’s abilities and acompetencies to the maximum. Focusing on the motivational factors can improve work-quality.

However , there are some weak points the the theory:

  • the fact that individuals tend to pin the consequence on failure in external environment and to consider credit themselves when the issues go well may possibly affect the evaluation process.
  • there is no total measure of satisfaction an employee may dislike part of his or her job yet like it total
  • Herzberg assumed but did not investigate the direct relationship between fulfillment and output.

Anyway Herzberg theory and the questionnaire based on it helps to evaluate the level of work satisfaction with the employees and to get some ideas what can be done elevate it.

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