Impact Of Herzberg's Two Factor Theory

Factors such as recognition, achievement, advancement, and growth can trigger motivation. They call these factors motivators. Motivators, such as salary, working condition, status, and security are called hygiene factors, which tend to eliminate dissatisfaction" (Robbins, 1996).

This is achieved by applying ‘hygiene factors’ and ‘motivators’ (Herzberg, 1978). Hygiene factors such as remuneration must be present if employees are to perform at all, but these factors alone do not generate high levels of commitment and enthusiasm; motivators such as career development may however turn satisfactory performers into good or excellent performers.

According to the Two-Factor theory (Herzberg’s motivation-hygiene theory), which is closely related to the Maslow’s theory of motivation, such factors as salary or safe and pleasant working conditions (hygiene factors)

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

To increase the effectiveness of employees toward the achievement of business goals, it is essential to put a

Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their

1. Goal Theory: Goal setting as a means to improve performance. Specific goals lead to higher performance than general goals. Additionally, this strategy is useful because others are depending on one another to achieve goals for the greater good.

“Setting the right tone in an organization by creating a positive, humanizing environment contributes immeasurably to staff effectiveness. Creating an organizational culture in which values are clearly stated and staff are encouraged to invest in achieving the agency’s mission.” (Brody, pg 379) When taking a look at any organization we need to look at the many factors that come in to play when trying to make an organization run smoothly. Having good leadership skills is vital for the growth of any agency. “A skilled, committed, and caring staff is crucial for every productive human service organization. (Brody 91) At times employers forget that your employees are the most valuable asset within their organization, without the employee’s drive

Hygiene factors which do not give positive satisfaction, although dissatisfaction results from their absence. These are extrinsic to the work itself, such as Company policy, Supervision, Relationship with boss, Work conditions, Salary, Relationship with peers, Security.

Herzberg, a pioneer in motivation theory, determined that there are two factors that motivate employees: high-order needs and low-order needs. Those high-order needs are met by intrinsic motivation, such as fulfilling our personal needs and growth: achievements, recognition, promotions, work itself, and responsibility. He refers to low-order needs as hygienic factors; those needs cannot motivate employees but can minimize dissatisfaction in the work-place. Hygienic factors include, pay, company guidelines, quality of supervision, working conditions, relationships with co-workers, and job security (Damij, 2015, p.2).

The single most critical problem that the managers are facing today is managing the people.This is the most challenging issues that every kind of organizations is dealing with now aday. Organizational behaviour is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational performance. Therefore, it mostly tries to define the performance and efficiency factors of anorganization.Organizational structure and organizational culture are highly correlated performance factors.It basically defines the appropriate structure of an organization in order to get more thanaverage performance. Organizational culture is a primary factor for employee turnover and job satisfaction (Bolden, 2004). If an organization possesses a strong culture of self-respect and employee affiliation, it is no wonder that the employee retention rate would be very high(Tracy, 2013).In this report, the relationship between organizational culture and organizational structure will be pointed out. While doing so we

To motivate employees, goals must take into consideration the degree to which each of the following exists: clarity, challenge, commitment, feedback and task complexity. If all five of these elements are present, goal theory says that we will be motivated to produce to a maximum. The specificity of the goal acts as an internal stimulus, the more difficult the goal, the higher the level of performance. Difficult goals energise us because we have to work harder and persist to attain them.

Motivation factors include:- * Status * Opportunity of advancement (e.g. promotion) * Gaining recognition * Responsibility * Meaningful and interesting work * Challenging/stimulating work * Personal achievement and personal growth in a job Hygiene factors Hygiene factors create job dissatisfaction and de-motivation.

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.

Locke’s original paper about goal setting adds a lot towards research field. Another factor which emphasis on research is the demand of manager for unique and practical method so they can use in their business. The best technique used by authors is of meta-analytic study which measures the effect of goal setting on work performance.