Case Study Of Herzberg's Two Factor Theory

Herzberg had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (hygiene factors)

According to Herzberg two factor theory there are “two issues that play an important role in the workplace experience: hygiene factors and motivational factors”( Fischer and Baack, 2013 ). Hygiene factors contains wages, hours, working conditions and relationships with supervisors. Motivational factors consist of achievements, recognition, actual work or job, responsibility, and the chance for advancement or growth, and relationships with peers. Herzberg states that a person is either satisfied and driven or unfulfilled and

Employee equality, job security, and fair wages are considered some of the hygiene factors that exist in a workplace environment (O. Ferrell, Hirt, & L. Ferrell, 2009). Frederick Herzberg used these elements along with motivational factors to create a theory of motivation, known as Herzberg’s Two-Factor Theory.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Today’s organizational is especially dynamic that pose huge opportunities and challenges to managers. Top managers are constantly seeking to increase company’s competitiveness, to reach desired organizational performance, and to find sustainable operations and growth. But how a company could reach its objectives. The answer is a strong and positive corporate culture. It is the key of good performance. (Kandula, 2006). That’s why understanding such dynamism is a must if we want to reach the organizational strategic objectives. However, Company is nothing without Human resources. Employees' behavior, including their motivation and performance, determine the success of any organization in the long run. We can assume that organizational culture,

There are several theories from past, which tries to explain the job satisfaction one of these theories is the Herzberg’s two-factor theory. According to his theory, there are two basic types of work motivators one is the intrinsic motivator and the other is the extrinsic motivator.

Fredirick Herzberg 1959 created a two dimensional models of factors that influence people’s attitudes towards work. He was a psychologist interested in the correlation between employee attitude and workplace motivation. Herzberg concluded that factors such as organizational procedures, operational environments, interpersonal relations, and income are considered hygiene factors. He required finding out what made people feel fulfilled and unsatisfied when it came to the workplace. After spending uncountable hours interviewing employees about what made them feel both good and bad about their jobs, Herzberg developed a theory of workplace motivation called the two-factor theory. The two-factor theory is based on the assumption that there are two sets of factors that influence motivation in the workplace by either enhancing employee satisfaction or hindering it. The factors which make people satisfied with their jobs are different from those factors which make people dissatisfied are initiate by Herzberg’s studies of work motivation. The meaning of motivators in his theory is a sense of achievement meaning employees will know that

EnerMech (Trinidad and Tobago) Ltd. is located in Port-of-Spain and is a marine supplier that provides generators, deck equipment, compressors, lifting equipment, cranes, inspection, winches, compressors, etc.. Other than Trinidad, EnerMech has extensive engineering offices, workshops and storage facilities in 30 locations around the world. They also provide their customers with cost effective solutions with an undying focus on safety and service excellence. This goes hand in hand with their mission statements, purpose and values. This shows that EnerMech is a practical company, where Herzberg’s Two Factor theory is believed to be most effective.

Frederick Herzberg’s hygiene-motivation theory has been useful in the determination of what motivates people in the workplace. Similarly, as in Maslow’s theory, Herzberg focused on identifying individual needs, desires, and how we go about satisfying those needs and desires. Herzberg’s theory of motivation is known as the two-factor content theory. It is based upon the idea that motivation can be separated into “hygiene factors” and “motivation factors” and is often referred to as a ‘two need system’. Throughout this paper, a description of the ‘two-need system’ will be provided as well as an interpretation of the theory itself. A comparison to Abraham Maslow’s ‘hierarchy of needs’ theory will be provided, as well as an overview about what was learned about the theory will also be summarized

Motivation is one of the most important factors in affecting human behavior and performance. The level of motivation an individual or team exerted in their work task can affect all aspects of organizational performance. The successful of organization will be based on employees as a main resources and project’s team commitment which contributed to their level of motivation and at the same time for all activities that have been conducted by the organization. However, motivation package design for individual or group may not give same effect on other as human needs and preferences would not be same for one another. Therefore, the organization should do something by understanding employees’ dissimilarities in order to boost up their performance to meet the

We all need the motivation to get our work day started each day. According (Elbert& Griffin, 2015, p256) motivation is the set of forces that causes people to behave in certain way. However, people can be motivated in many ways and it can be in a positive or negative technique that influences on someone. In the business society we have to recognize the changes in a conduct and the motive why. There are four primary theories of motivation to encourage employees to come to work such as classical theory, early behavior theory, two-factor theory, and contemporary motivational theory.

On the other hand, Frederick Herzberg claimed in his two-factor theory (motivation-hygiene) that 81% of the contributing factors for job satisfaction are intrinsic factors and are related to motivation. These factors include achievement, recognition for achievement, the work itself, responsibility and growth or

Herzberg’s two-factor theory Psychologist Frederick Herzberg developed a ‘two-factor’ theory for motivation based on ‘motivators’ and ‘hygience factors’. Hygience factors are basic human needs at work. It do not motivate but failure to meet them causes dissatisfaction. The hygience factors

The motivation factors according to Herzberg that will affect production and production workers are; the achievement of employees and the recognition for achievement. An employee's interest in the task, their responsibility for an enlarged task and their potential growth and advancement within a business.

The results obtained are found to be contradicting with Herzberg’s Two-Factor Theory. The study revealed that the strongest motivation factor with the highest significance level on job satisfaction is the working conditions, which is a hygiene factor. The subsequent factors that motivate the sales personnel reported are recognition, company policies and