Two Factor Theory by Fredrick Herzberg
The two-factor motivation theory, otherwise known as Herzberg’s motivation-hygiene theory or dual-factor theory, argues that there are separate sets of mutually exclusive factors in the workplace that either cause job satisfaction or dissatisfaction (Herzberg, 1966; 1982; 1991; Herzberg, Mausner, & Snyderman, 1959).
The Herzburg two-factor theory, also known as the Herzburg's Hygiene Theory, posits that job satisfaction and dissatisfaction are not opposites. The research underpinning this theory identifies characteristics of jobs that related to job satisfaction - while a different set of job factors lead to dissatisfaction. Thus, eliminating dissatisfaction will not necessarily create satisfaction and vice versa. Herzburg’s Two-Factor Theory (Hygiene Theory) - Explained. [no date]. Available at: https://thebusinessprofessor.com/management-leadership-organizational-behavior/herzburg-two-factor-theory-defined [Accessed: 21 December 2022].
How does Hygiene Theory Work?
Frederick Herzberg proposed the two-factor theory based upon what employment characteristics satisfy employees.
He was able to conclude that satisfying and dissatisfying characteristics are different.
Dissatisfying factors are labeled as hygiene factors - as they are part of the context in which the job was performed (rather than functions of the job itself).
Common hygiene factors include work conditions, company policies, supervisions, salary, safety, and security.
Satisfying factors were labeled as motivators.
- Motivators, in contrast to hygiene factors, and are intrinsic to the job.
- Common motivator factors include personal recognition, achievement, engaging work, meaningful responsibilities, career advancement, and personal growth opportunities.
- Herzberg's research found that motivators were far more effective in motivating employee productivity.
- This theory provided a way to motivate through improved work conditions - which lead to a burgeoning of job enrichment programs.
- These programs contained higher numbers of motivators.
- The primary criticisms of this approach concern the definition of job satisfaction.
- Also, there are issues in the ability to differentiate hygiene from motivators.
- In some instances, variations of a factor could be each.
- Also, it fails to address the quality of the relationship between management and subordinates.
- In any event, the theory is foundational in modern leadership and management education and practice.
How to apply Herzberg’s two-factor theory
There are five ways to get started with Herzberg’s theory of motivation:
Try listening
If employee engagement and satisfaction surveys are poor, read for the details.
Organize with poorly performing departments and ask specific questions about their desire for more responsibility, accomplishments, training, recognition, promotion and growth.
Listen for hygiene complaints too because as we’ve learned, just remedying satisfaction will not improve dissatisfaction.
Start from the bottom up
Make a list of the job roles that have very low job satisfaction,where performance can be obviously improved, and roles can be practically and inexpensively enriched with satisfaction factors.
Get the balance right of feedback and recognition
Regular feedback through one-to-ones, reviews, evaluation and mentoring sessions give workers direction and purpose.
They’re working towards something, and thanks to your thoughtful feedback, constantly improving.
Building relationships between workers and managers will help increase productivity and quality and reduce staff turnover. People want to stay and do well.
Don’t tolerate poor performers – others will see it
Your company is only as good as its poorest performers, so you must do all you can to raise low standards, not let high standards sink.
Poor performers can affect employee morale, influence workplace culture, increase the stress placed on those picking up the work, that hacks away at motivation and commitment.
The feedback and recognition sessions you have with every employee will help you to isolate and diagnose poor performance. Is it caused by dissatisfaction? Is it an ability barrier? Are there distracting external factors?
In any case, give actions to improve their performance, and communicate with the people it directly affects so they aren’t impacted by poor performance.
Make sure people have the tools to do the job – information, skills, resources
We can give people the autonomy and responsibility to challenge themselves and achieve more, but want them to fly, not fall.
Plan their time and resources, give them the skills to move forward productively and measure their achievements.
Summary
As human resource becomes most important and valuable asset for the business, the leaders should concentrate much more on job satisfaction or dissatisfaction to motivate their employees.
References
Career-development/motivation-in-management (Online) available from https://au.indeed.com/ (accessed on 13/11/2022)
Herzburg’s Two-Factor Theory (Hygiene Theory) - Explained. [no date]. Available at: https://thebusinessprofessor.com/management-leadership-organizational-behavior/herzburg-two-factor-theory-defined [Accessed: 21 December 2022].
Two factor theory (Online) available from Two-Factor-Theory.png (555×321) (simplypsychology.org) (accessed on 13/11/2022)
What is motivation (online) available from https://www.verywellmind.com/what-is-motivation-2795378 (accessed on 13/11/2022)
What is herzbergs-two-factor-theory (online) available fromhttps://www.tsw.co.uk/blog/leadership-and-management/ (accessed on 24/11/2022)
Sanjana are you think this theory enough to countinu the organization
ReplyDeleteNo of course not . We have to focus on other traditional & modern motivation theories also.But this theory suggested a way to encourage workers through better working conditions, which encouraged the development of numerous job enrichment initiatives.
DeleteIn management , use motivation theories to increase production, profits ,employee retention and satisfaction.if a organization aim to increase employee motivation ,then it will lead to achieve company goals.
ReplyDeleteYes Udara motivation theories in management to boost output, revenue, employee satisfaction, and retention.
DeleteA company's goals will be accomplished if it aims to boost employee motivation.
Sanjana, you've explained the theory portion nicely. I believe it will be beneficial to discuss how utilizing the theory, other organizations might compete with one another and to examine the challenges we currently face when applying the idea.
ReplyDeleteThank you Aruna ,According to Frederick Herzberg, "hygiene" and motivation are the two dimensions that make up employee satisfaction.
DeleteEmployee dissatisfaction with the workplace is reduced by hygiene factors like pay and supervision.
Employees are more committed, productive, and creative when they are motivated by things like achievement and recognition.
All the theories are well explained. A good article.
ReplyDeleteReduce employee dissatisfaction with the workplace by improving factors like pay and supervision.
DeleteEmployees are more committed, productive, and creative when they are motivated by things like achievement and recognition.
Do you think that only these theories are enough motivation employees but I think missing of them it's suitable for motivation
ReplyDeleteThank you Mr Wimal. But lets discuss like this ,The workers might be very unhappy if the air conditioning fails on a hot summer day because they will have to work in a stuffy office.
DeleteOn the other hand, if the air conditioning operates as expected throughout the day, the staff won't be overjoyed or appreciative; instead, it will be taken for granted.
Use motivation theories in management to boost output, revenue, employee satisfaction, and retention. A company's goals will be accomplished if it aims to boost employee motivation..well explained.
ReplyDeleteThank you Meshika .Job enrichment was Herzberg's suggestion for real motivation.
DeleteIncreasing skill diversity, task identity, task significance, and autonomy can all improve a job.
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