Essay On Herzberg's Two Factor Theory

Herzberg’s two factor theory of motivation at the workplace shows the difference between two factors of motivation. The two factors being satisfiers, which are the main causes for job satisfaction (motivation), from hygiene factors which are the main causes for job dissatisfaction (demotivation to stay in the job). Examples of motivating factors are achievement, recognition, responsibility and the work itself. Hygiene factors include: working conditions, salary, relationship with colleagues, supervision, etc. An organisation needs to influence satisfiers through performance management using range of tools such as: job descriptions, supervision, performance appraisals, continuous development/training, rewards and career development.

Herzberg did a job satisfaction study of accountants and engineers, after that he developed this theory. He found that there are two groups of factors affect to an employee’s job satisfaction or job dissatisfaction. Herzberg's two-factor theory is probably the most widely known and accepted approach relating directly to job satisfaction. Herzberg addressed, the problem of job satisfaction in terms of those factors which cause satisfaction (motivators) and those which cause dissatisfaction (hygiene). This information then becomes the basis for evaluating an individual's job and making the changes necessary to increase worker motivation. Herzberg's two-factor theory of job-satisfaction is not new, as a matter of fact; it dates back to 1959 and is the outgrowth of a research study project on job attitudes conducted by Herzberg, Mausner and

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

The interviewer had two different sets of questions. Each set of questions consisted of 10 questions, seven normal interview questions and either three offensive or three sexist questions. The offensive questions were “Do you think people find you attractive?”, “Do you think you are considered to be fat?”, and “How often are you rejected by people you are interested in?” The sexist questions were “Do you think you are as kind and nurturing as a woman?”, “Don’t you think that a woman would be more suited for this position?”, and “Don’t you think that women are more aesthetically pleasing than men?” The normal interview questions consisted of questions similar to “Why do you want this position?” and “What skills do you bring to the position?” The interviewer asked the seven normal interview questions first and the three sexist or offensive interview questions afterwards. The participants were monitored and at the end of the interview, each participant was given a questionnaire to fill out that measured his likeliness to confront his interviewer. The data gathered from the questionnaire was averaged across all the

Hygiene factors – like salary, relationships with colleagues, and work conditions are associated with dissatisfaction

A famous statement from Rabbi Arthur Hertzberg, “How can a Rabbi not live with doubt? The bible itself is build with doubt” (). The statement above is an excellent way to summarize Rabbi Arthur Hertzberg symposium on Simon Wiesenthal story of the dying SS Soldier. Rabbi Hertzberg advises on the SS Soldier, is that he blamed the parents for not speaking out against their child joining the Nazis youth.(Wiesenthal 166-167) He also blames the SS Soldier because he could have chosen a job that did not require him to kill innocent people. Since, the SS Soldier has been too caught up with trying to be victories he did not realize the vile actions he was committing against innocent people. Rabbi Hertzberg uses two examples from the Bible, and both

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Herzberg’s Motivation-Hygiene Theory- a theory that explores factors associated with satisfaction or dissatisfaction in the workplace (Bell et al., 2014).

The two-factor theory by Frederick Herzberg was based how the employees themselves felt about their jobs. The two factors are the hygiene factor which had to do with the working environment and the motivator factor which is linked to an employee's performance. These factors are not best applicable to a sales force as they are usually goal orientated and look for set objectives.

Analyzing Nucor’s Hygiene and Motivational factors; we see that hygiene factors at Nucor are organized in such a way that negative feelings towards work environment are absent or very less. This implies that no job dissatisfaction exists there and even if exists it is very low. At the same time motivational factors are present so job satisfaction comes in the mind of employees, which ultimately reduces turnover, absenteeism, develops commitment and improves job performance. This implies that there is job satisfaction among the workers and it is more likely that they think of

In contrast, Frederick Herzberg came in the 1950s, and 1960s with the two-factor theory also called motivation-hygiene theory in which examined employee satisfaction to see how attitudes affected motivation. Herzberg believes that attitudes can have an impact on a person's performance and also the performance of those around them. The theory was designed from a study stated that people have two sets of needs, their needs as animals to avoid pain, their needs as humans to grow psychologically. Herzberg

It was argued that these 5 core job characteristics influence three critical psychological states (experiences meaningfulness of work, experienced responsibility of work and knowledge of work outcomes), which, in turn, increases the outcome of; work motivation, growth satisfaction, general job satisfaction, and work effectiveness (Hackman and Lawler, 1971). Hackman and Oldham (1976) argued that knowledge and skill, growth need strength and context satisfactions moderate the relationship between the five core job characteristics and the critical psychological states, as well as the relationship between the critical psychological states and the work outcomes (Fried and Ferris, 1987).

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

Edmund S. Boe a CPA director at the American Institute of CPA’s discussed the ideas of Herzberg 's motivation-hygiene theory in regards to the future of American business, in the article Job attitudes: The motivation-hygiene theory. The purpose of the article is to show how the future of business in American needs to use Herzberg’s motivation-hygiene theory to not only as a motivational tool for their employees but to also survive a business organization. Boe points out that Herzberg’s theory shows how man has the basic need to understand his place in life. Throughout history it has been discovered that an organization will fail if it does not provide a concept of man that is acceptable to society and create an environment that is conductive to growth. Both animals and humans unlike try to avoid situations or an environment that brings pain. This shows the human need for achievement, the human need to realize his or her own potential. This growth is itemized through Herzberg’s theory. The article presents a checklist, based on Herzberg’s theory, of qualities that business should take in the future. These steps is said to help many organizations to motivate their employees: 1) Knowing more 2) Seeking more relationships 3) Creativity 4) Effectiveness in ambiguous situations 5) Maintaining individuality 6) and Real growth. Herzberg theory shows how employers can effectively use their employee’s without manipulation. Giving employees achievement opportunities, increase in

The study, as reported in the journal, was using Herzberg’s Hygiene Factors and Motivators to examine (a) what motivates employees in the retail industry and (b) their levels of jobs satisfaction. Tan & Waheed (2011) stated that the survey was done by way of convenient sampling to select sales personnel from women’s clothing stores at Bandar Sunway shopping mall located at Selangor, Malaysia. One hundred and eighty selected sales personnel of heterogeneity were surveyed by a questionnaire written in English. The questionnaire included a series of statements and questions pertaining to determinants of job satisfaction. The survey candidates were requested to indicate their degree of agreement to each. According to the researchers, linear regression analysis was performed to test the relationship between Herzberg’s Two-Factor Theory and job satisfaction and further analysis was done evaluating the relationship between money and job satisfaction.