Is There a Valid Test of Herzberg's Two-Factor Theory?

Buchanan, A. H. (2001). Organizational Behaviour:An Introductory Text (4 ed.). (F. T. Hall, Ed.) Pearson Education.

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)

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

1. The hygiene factors is an aspect of Herzberg's theory that focuses on the work setting, include adequate wages, comfortable and safe working conditions, fair company policies, and job security (Ferrell, Hirt, Ferrell, 2009, p. 271).

Behavior in Organizations, 10th ed. Jerald Greenberg. Pearson/Prentice Hall (2011). ISBN 0-13-609019-2 or 978-0-13-609019-9 See the last page of the syllabus for how you can purchase the text as an ebook.

All businesses possess these hygiene factors. However the quality of these factors contribute to the morale of its employees, and The Container Store is no different. When compared to similar businesses, The Container Store pays its staff 50 percent higher wages (O. Ferrell, Hirt, & L. Ferrell, 2009). When receiving a 50 percent higher wage than others in their field, an employee will feel that they are being compensated with more than

Utilizing factor analysis, Raymond Cattell (1946) recognized 16 personality factors (16pf). Cattell believed each individual exhibits 16 distinctive personality traits, each person embodying different traits; some might be considered high in certain attributes while deemed low in others. Fellow scientists and associates criticized Cattell 's 16pf questionnaire, and postulated that 16 personality factors were too many to effectively conduct studies on human personality. Different reactions came about because of the failure to reproduce Cattell 's work. Numerous researchers, for example, Paul Barrett and Paul Kline were not able reproduce Cattell 's 16pf questionnaire (Barrett and Kline, 1982). Nevertheless, in questioning the validity of Cattell 's work and expanding on years of research examining personality traits, researchers were able to distinguish five distinct personality factors or characteristics. Cattell 's work demonstrated a methodological approach to theory development through the use of factor analysis, a relatively new approach to psychological research (Sinha &

Herzbergs two factors theory is one of the motivation theories that Mr. Prestwood could try and use to motivate Ms. Thompson in supporting the proposed policy change. This theory believes that people are motivated by satisfaction and Ms. Thompson is not satisfied in her work place. She believes that if they implement the new policy, it will only require more work for her and her staff. If Mr. Prestwood could simply hire more staff to help Ms. Thompson, then she will most likely accept the proposed policy.

David Buchanan, A. H., 2004. Organizational Behaviour An Introductory Text. Fifth Edition ed. Essex: Pearson Educational Limited.

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.

Each of these theories state different sources of motivational needs, and each have certain drawbacks. Let us examine some of these theories that have developed over the years.

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.

The Myer-Briggs Personality Theory is based off of the thoughts of Carl Gustav Jung, a Swiss psychiatrist and psychoanalyst. However, the theory was created by a mother-daughter duo consisting of Katharine Briggs and Isabel Briggs Myers. The two women believed that by using the “stereotypes”, as Jung referred to them as, it could help individuals understand their unique personalities. At the crux of Myer-Briggs, lies the deciding personality “stereotypes”. These include introversion vs. extroversion, intuition vs. sensing, feeling vs. thinking, and judging vs. perceiving. Judging and perceiving, however, have two functions. Judging is thinking and feeling while perceiving is sensing and intuition. Together, these create the 16 different personality types. The differences and similarities between two seemingly polar opposite personalities, INFJ and ESTP, give insight into the human psyche.

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