Frederick Hertzberg’s Two Factor Theory Essays

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

Maslow’s study of the needs hierarchy led to Frederick Herzberg’s theory, Two-Factor Theory. Herzberg researched focused on employee’s attitudes and motivation. He determined that there are two factors of motivation. The first set (hygiene factors) relates to the employee's need for fair treatment in compensation, supervision, and working conditions (Dictionary of Human Resource Management, 2001). If these are not met, employees feel dissatisfied. Herzberg second set of needs, (motivator factors) identify personal growth and capacity development on the job, (promotion, achievement, responsibility, etc.) must be met for employees to experience job satisfaction. Distinguishing between these two sets of factors is important because it means that different factors are responsible for job satisfaction and job dissatisfaction (Dictionary of Human Resource Management, 2001). Herzberg believed that motivation increases when one combines pay (extrinsic factor) with a motivator such as challenging work (DuBrin, 2007). This theory has led people to understand that money will not always be the best motivation.

Using Herzberg and Maslow theories I will show that motivation for staff to work well depends on more than a high salary and good working conditions.

According to the provided YouTube video, the Hertzberg motivation theory states that people are influenced by motivators and hygiene factors. Hygiene factors refers to pay, benefits and company policy. Dissatisfaction is the result of hygiene factors, meaning that if pay, benefits and company policy are inadequate, employees will most likely be dissatisfied. Motivating factors refers to achievement, promotion, recognition, work, responsibility and growth.

Herzberg’s theory of motivation best describes what motivates me and why I work the way I do.The opportunity to apply my skills, abilities and discretion to achieve set organizational goals motivates me to a very large extent compared to monetary rewards as the former creates a sense of fulfillment and achievement which is what I currently strive to attain from my job and some other aspects of life.

First Frederick Herzberg's motivation-hygiene theory: Frederick Herzberg was born in Massachusetts on April 18, 1923. His undergraduate work was at the City College of New York, followed by graduate degrees at the University of Pittsburgh. Herzberg was later Professor of Management at Case Western Reserve

During the 1950’s and 60’s, Frederick Herzberg found himself questioning employee satisfaction. He wanted to understand it better, and he conducted studies with different people to try to understand how someone’s attitude could affect how much they are motivated. During his studies, he began asking people about situations they had been in that made them feel really good or

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.

Hygiene factors (dissatisfiers): these are the things to do with work that people usually grumble about. They are needs that, if they are not satisfied.

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

In 1959, Fredrick Herzberg propounded the two factor theory of motivation. In this theory if a factor does not satisfy neither does it dissatisfy. The opposite of satisfaction is not dissatisfaction. His theory was based on identifying two different aspects of job satisfaction and dissatisfaction- motivators and hygiene factors.

Many things can increase or decrease the effeteness of motivating employees. According to Fredrick Herzberg the Two Factor Theory of Motivation states for workers to even begin to be motivated her or she must first be satisfied with their job (as cited by Gomez-Mejia, Balkin & Cardy, 2016). The two factors that must be addressed in the work environment are motivators and maintenance factors (Gomez-Mejia, Balkin & Cardy, 2016). According to Gomez-Mejia, Balkin & Cardy (2016) motivator in the workplace are achievement, responsibility, opportunities, recognition and the work employees do. The Second factor of the Two Factor Theory of Motivations is the maintenance factor also known as the hygiene factor (Gomez-Mejia, Balkin & Cardy, 2016). The hygiene factor is the working condition, employee job security, employee benefit, salary’s, policy and the relationship formed with in the work place. (Gomez-Mejia, Balkin & Cardy, 2016).

In order to be able to influence the behaviour and motivation of employees within the workplace it is important to explain the two most important theories of work motivation elaborated by Herzberg and Vroom.

Articles written by third party sources and one article written by Frederick Herzberg himself are covered in this paper. Mr. Herzberg’s theory of management focuses on one area mainly. The area of focus deals with job satisfaction and everything that leads to job satisfaction. Unlike my previous papers, this paper will focus on one main subject. I will try to explain in detail the Herzberg theory.

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