Herzberg – Two factor theory
Herzberg – Two-factor theory
Herzberg defined two sets
of factors in deciding employees working attitudes and level of performance,
named Motivation & Hygiene Factors (Robbins, 2009).
Figure 1.3
Herzberg’s
Hygiene and Motivational Factors
The two-factor theory introduced more points to measure how individuals are motivated in
the workplace. The two factors mainly described that the lower-level needs of
individuals would not motivate them but prevent them from being dissatisfied.
To motivate employees. Organizations should focus on supplying motivation factors
(Robbins,
2009).
Responses about good
feelings are generally related to job content motivators, whereas responses
about bad feelings are associated with hygiene factors. Motivational factors
are achievement, recognition, responsibility, and advancement. Hygiene factors
are extrinsic to the job, such as interpersonal relationships, salary,
supervision, and company policy (Herzberg, 1966).
Hygiene
factors are less to contribute to employee motivation when the motivation factors
contribute to increasing the level of job satisfaction (Robbins,
2009).
I work for a leading
garment manufacturing company management
usually implements the following conditions in the workplace to increase the
level of hygiene factors of the employee.
·
Good management style
·
Good atmosphere in the workplace
·
Attractive greetings
·
Emergency care treatment in the workplace.
·
Comfortable working hours
·
Job security
According to Locke (1976), that job satisfaction most commonly affects a person's physical health, mental
health, and social life. On the other hand, job satisfaction is associated
with salary, occupational stress, empowerment, company, and administrative
policy, achievement, personal growth, relationship with others, and the overall
working condition. It has been stated that an increase in job satisfaction
increases employee productivity (Wright & Cropanzano, 1997; Shikdar &
Das, 2003).
I work for a leading
garment manufacturing plant that has implemented the following practices to
eliminate job satisfaction. Without motivation, the employee will not put their
best into the work, and the organization's performance would be less efficient.
Best Production Supervisor
(Source: Herzberg 1959)
- Monthly recognition for the
work
- Financial rewards for the
target achievement
- On-time salary and incentives
- Salary increment and allow to
earn more money through overtime work if the work is overloaded
- Provide internal and external
sources training to enhance the technical knowledge.
Salary
plays an important role in motivating employees. A good salary will motivate the
employee highly. It will cause to give
the whole effort to the job. According to Tang et al. (2004) that someone who
values money highly will be satisfied with the salary.
List
of references
Herzberg, F. (1966). Work
and the nature of man. Cleveland, OH: World Publishing Company.
Locke, E. A. (1976). The
supervisor as "motivator": his influence on employee performance and
satisfaction. Washington: Heath and Company.
Stephen P. Robbins
(2009). Organizational Behaviour: International Version, 13/E. Pearson Higher
Education
Tang, T. L. P.,
Luna-Arocas, R., Sutarso, T., & Tang, D. S. H. (2004). Does the love of
money moderate and mediate the income-pay satisfaction relationship? Journal of
Managerial Psychology, 2, 111–135.
Wright, T. A., &
Cropanzano, R. (1997). Well being, satisfaction and job performance: another
look at the happy/productive worker thesis. Academy of Management Proceedings,
364–368.
Hi thiloka, agree with you, adding to your points, The two-factor theory is related to Maslow’s hierarchy of needs, it introduces more factors to measure individuals are motivated in the workplace. The theory holds lower levels of demand will not motivate employees to work hard, but only prevent them from being dissatisfied. to motivate employees, a higher level of demand must be provided(Robbins, 2009).
ReplyDeleteThank you for your Comments Dineth, I agree with your view. The presence of motivator factors can lead to an increase in motivation and satisfaction and higher commitment. The absence of motivational factors will not certainly reduce motivation (Pardee, 1990).
DeleteAgreed Thiloka. In addition to the above, This theory shows that humans do not make an effort to meet the lower-level needs but prevent them from becoming dissatisfied (Kian, 2013). In order to motivate employees, management must focus on providing high-level requirements. Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further; hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies, and administration create general satisfaction (Kim, 2006). Herzberg says the best way to motivate the employees is to give challenging work to take responsibility (Leach and Westbrook, 2000).
ReplyDeleteThank you for your Comments Nirmika, I agree with your view. There is a need to address the motivating factors associated with work called is as job enrichment. Every job should be examined to determine how it could be made better and more satisfying to the person doing it (Herzberg, 1987). Hence, managers need to consider and include
DeleteProviding opportunities for achievement;
Recognizing workers contributions;
Creating work that is rewarding and that matches the skills and abilities of the employee
Giving as much responsibility to each team member as possible
Providing opportunities to advance in the company through internal promotions
Offering training and development opportunities so that people can pursue the position they want within the company.
Hi Thiloka. Well-written article,. According to Herzberg's two-factor theory applied to the organization, two types of motivating factors can be identified. One type is satisfiers or motivators, such as recognition, work advancement, responsibility, achievements, growth and promotional opportunities, and meaningfulness of the work (Lundberg , 2009).
ReplyDeleteThank you for your comments, Dileep. Motivation refers to the forces within an individual that account for the level, direction, and persistence of effort expended at work (Schermerhorn, 1985).
DeleteHi Thiloka, adding to your points. Further the two factor theory can be known as motivation-maintenance theory, where this can be categorized in to two parts as extrinsic factors and intrinsic factors as explained by (Farage, Miller, Elsner and Maibach, 2008). Hence Involvement of factors were explained accordingly to identify the theory.
ReplyDelete
DeleteThank you for your Comments Deshani, I agree with your view. Herzberg noted that the motivators are intrinsic factors that permit psychological growth and development on the job such, as achievement, recognition, responsibility, advancement, challenges, and the work itself (Wilson, 2010; Ajila & Abiola, 2004).
Hi Thiloka. Adding more to your points, many studies have been conducted between motivational factors and hygienic factors. Based on those studies, it has come to light that motivational factors takes lead than the other as motivation always keeps employees occupied and willingness to work (Winer & Schiff, 1980).
ReplyDeleteThank you for your comments, Amila. The hygiene factors are also referred to as the maintenance factors and comprise the physiological, safety, and love needs from Maslow’s hierarchy and are not directly related to the job. The conditions that surround doing the job. They operate primarily to dissatisfy employees when they are not present. The presence of such conditions does not necessarily build strong motivation (Gibson, 2000).
DeleteHi Thiloka, well written article and adding to the Herzberg – Two factor theory according to Spector (1997), based on people liking or disliking their jobs are defined as job satisfaction whereas has a positive influence in employee obligation and organizational performance (levy, 2003) and has a negative influence on non-appearance and turnover intentions (Yousef, 2000).
ReplyDeleteThank you for your comments, Lakshan. According to Herzberg's theory, certain characteristics are consistently related to job satisfaction while different factors are associated with job dissatisfaction (Ratzburg, 2003).
DeleteHi Thiloka, very informative post. Personally, I find myself agreeing with the two factor theory. However, Opsahl and Dunnette (1966) raise some concerns over the validity of this theory. Their argument is that there is no solid theoretical base to conclude that the supposed motivators do, indeed, increase performance.
ReplyDeleteThank you for your Comments Divakar, I agree with your view. Both intrinsic and extrinsic rewards motivates the employee resulted in higher productivity (Reio and Callahon, 2004)
DeleteAgreed with Thilok, Distinguishes between factors preventing dissatisfaction and affecting motivation: the hygiene and the motivation factors, hygiene factors are needed to ensure an employee is not dissatisfied, motivation factors are needed to motivate one to higher performance (Kakkos and Trivellas, 2011). That has been elaborate in your blog very clearly.
ReplyDeleteThank you for your Comments Shazna, I agree with your view. The intrinsic factors are related to job satisfaction, while extrinsic factors relate to dissatisfaction (Herzberg, 2003). An efficient reward system can be a good motivator, but an inefficient reward system can lead to the demotivation of the employees.
Delete