Motivation Two Factor Theory by Herzberg as its name suggested the theory indeed is divided into two parts. First part being the Hygiene factors or sometimes referred to as Maintenance. By fulfilling these factors, workers have no dissatisfaction, vice versa the theory suggests that if these factors are in absent, workers will have dissatisfaction.
According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. These do not lead to positive satisfaction for long-term.
These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled.
Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain.
Company Policies and administrative policies - The company policies should not be too rigid. They should be fair and clear.
It should include flexible working hours, dress code, breaks, vacation, etc. Fringe benefits - The employees should be offered health care plans mediclaimbenefits for the family members, employee help programmes, etc. Physical Working conditions - The working conditions should be safe, clean and hygienic.
The work equipments should be updated and well-maintained. Interpersonal relations - The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable.
There should be no conflict or humiliation element present.
Job Security - The organization must provide job security to the employees. Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work.
These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding.
The motivators symbolized the psychological needs that were perceived as an additional benefit. Recognition - The employees should be praised and recognized for their accomplishments by the managers. Sense of achievement - The employees must have a sense of achievement.
This depends on the job. There must be a fruit of some sort in the job. Growth and promotional opportunities - There must be growth and advancement opportunities in an organization to motivate the employees to perform well.
Responsibility - The employees must hold themselves responsible for the work.
Hertzberg’s Two Factor Theory of Motivation states that there are two types of motivators: the first has to do with an individual’s inward motivation, which includes achievement, recognition, and responsibility, while the other has to do with external sources of motivation such as . Herzberg’s Two-Factor Theory Frederick Herzberg’s () is a behavioural scientist who proposed a two-factor theory or the motivator-hygiene theory. In his theory, Herzberg suggested that job satisfaction and job dissatisfaction are caused by different and independent sets of factors. Published: Wed, 10 May Herzberg proposed the Motivation-Hygiene Theory, also known as the Two factor theory () of job satisfaction. According to his theory, people are influenced by two factors: Satisfaction, Which is first and foremost the result of the motivator factors; these factors help magnify satisfaction but have slight effect on .
The managers should give them ownership of the work. They should minimize control but retain accountability. Meaningfulness of the work - The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.
Limitations of Two-Factor Theory The two factor theory is not free from limitations: The two-factor theory overlooks situational variables. Herzberg assumed a correlation between satisfaction and productivity.
But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. Analysis has to be made by the raters. The raters may spoil the findings by analyzing same response in different manner. No comprehensive measure of satisfaction was used.Herzberg’s two-factor theory of motive () explains and surveies the factors that play a cardinal function in doing the employees of an administration satisfied or dissatisfied with their work and occupation profiles.
Hertzberg’s Two Factor Theory of Motivation Essay Words 6 Pages It is a known fact that our society and our workforce continues to change, however the same question of increasing worker productivity continues to be asked by organizations and managers alike.
Herzberg’s Two- Factor Theory is form from two groups of factors known as the motivation factors and hygiene factors (Riley, ). Company policy and administration, wages, salaries and other financial remuneration, supervision, interpersonal relations, working conditions and job security are the factors of Hygiene factors (Riley, ).
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The Cultural Aspect Of Mergers And Acquisitions Factors To Success And Failure In Two Indsrty Examples Essay. Two Factor theory even though is widely accepted and implemented, it does have its limitations.
Many said that Herzberg’s theory, which assume the correlation between satisfaction and productivity lacks research support, and disregards human nature that tends to blame external factors when things go wrong.
From a theoretical perspective, Herzberg's motivation theory can be perceived as having similarities to Maslow's Theory of Need with the exception that for Herzberg's theory, the needs aren't placed in a progressive continuum, rather they are divided into two independent factors.