Herzberg’s Two Factor Theory
Herzberg’s Two Factor Theory
Herzberg’s
Two Factor Theory discusses about the factors that lead employees of an
organization either towards job satisfaction or dissatisfaction (Dartey-Baah & Amoako, 2011) . It consists of both
the hygiene as well as motivator factors. Motivator factor increases job
satisfaction while improving the hygiene factors may decrease the chance of
employees being dissatisfied about their jobs (Ball, 2003) .
Figure 5
- Herzberg’s Two Factor Theory
Motivator
factors are directly connected to the job and it is the satisfaction that an
employee gains through engagement of his/her duties and responsibilities
pertaining to the job or the job role (Haruna, 2013) .
According to (Ball, 2003) ,
job satisfaction can be increased by follows,
Ø The
employees should feel a sense of achievement
The feeling which
appreciates the contribution of each and every employee and his/her role in the
great achievement.
Ø The
sense of recognition
This can be done through
the proper identification of a particular employee’s role which has caused in
increased performance. Recognition is the responsibility of the supervisors and
the management and should be identified and captured properly in providing
recognition to the employees.
Ø The
level of responsibility
Each employee should have
a clear understanding about his/her responsibilities in order to avoid
deviances.
Ø Providing
enough authority to work itself
Each employee should be
given enough freedom to work by him/herself.
Ø Providing
opportunities for advancement
Employees who perform
well should be promoted to the next level.
Ø Sense
of personal growth
Employees should feel
that he/she has got enough space for growth within the organization.
According to (Ball, 2003) ,
hygiene factors help in decreasing the job dissatisfaction as mentioned below,
Ø Favorable
working conditions
Ø Increased
coworker relations
Ø Favorable
policies and rules
Ø Supportive
supervisor
Ø Base
wage and salaries according to the industry standards
Video 5 - Motivation - Herzberg two Factor Theory
References
Ball, J., 2003. UNDERSTANDING HERZBERG'S MOTIVATION
THEORY, s.l.: s.n.
Bing.com. (2019).
herzberg's two factor theory.pdf - Bing video. [online] Available at:
https://www.bing.com/videos/search?q=herzberg%27s+two+factor+theory.pdf&&view=detail&mid=F48CEC2FB6014AB69D83F48CEC2FB6014AB69D83&&FORM=VRDGAR
[Accessed 17 Oct. 2019].
Dartey-Baah, K. &
Amoako, G. K., 2011. Application of Frederick Herzberg’s Two-Factor theory in
assessing and understanding employee motivation at work: a Ghanaian
Perspective , s.l.: s.n.
Harper Zhou's Blog,
n.d. Harper Zhou's Blog. [Online]
Available at: https://blogs.ubc.ca/comm292ziqingzhou/2017/04/02/64/
Available at: https://blogs.ubc.ca/comm292ziqingzhou/2017/04/02/64/
Haruna, M. K., 2013. AN
EMPIRICAL ANALYSIS OF HERZBERG'S TWO-FACTOR THEORY, s.l.: s.n.
Adding more to the post, The two-factor theory is closely related to Maslow’s hierarchy of needs, but it introduces more factors to measure individuals are motivated in the workplace. This theory holds that lower levels of demand will not motivate them to work hard, but only prevent them from being dissatisfied. In order to motivate employees, a higher level of demand must be provided(Robbins, 2009)
ReplyDeleteThank You, Despite its wide acceptance, the theory has its detractors. Some say its methodology does not address the notion that, when things are going well, people tend to look at the things they enjoy about their job. When things are going badly, however, they tend to blame external factors (Morris, 2017).
DeleteHowever, Yusoff, Kian and Idris (2013) argued this theory has been found less practical in for today’s employees’ motivation studies.Since most of the research finding concluded that extrinsic factors should be accepted to have direct impact on employees’ job satisfactions
ReplyDeleteThank You, the factors leading to satisfaction and dissatisfaction are not different from each other. It has been contended that achievement, recognition, and responsibility are important for both satisfaction and dissatisfaction, while such dimensions as security, salary, and working conditions are less important (Edwards, 2001)
DeleteI agree with above content. Adding to above, full supply of Hygiene Factors will not necessary result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed (Wan et al, 2013).
ReplyDeleteThank You, Although Herzberg's paradigm of hygiene and motivating factors and Maslow's hierarchy of needs may still have broad applicability in the business world, at least one aspect of each, salary as a hygiene factor (Herzberg) and esteem as a lower order need than self-actualization (Maslow), does not seem to hold in the case of elementary and secondary school teachers. These findings may begin to explain why good teachers are being lost to other, higher paying positions and to help administrators focus more closely on the esteem needs of teachers, individually and collectively (Cameron, 2009)
DeleteInsightful article! Though Herzberg's two factor theory is still regarded as a useful tool in unraveling the enigma of employee motivation, there have been many (08) studies conducted which criticizes it's fit for use. A study on job satisfaction of 1,385 employees from different fields concluded that extrinsic motivators (hygiene factors) such as fair pay, working conditions and opportunities for growth are strong catalysts of job satisfaction with certain lower-level job roles - this contradicts with Herzberg's claim that hygiene factors do not trigger job satisfaction (Malik & Naeem, 2013).
ReplyDeleteThank You, Herzberg’s inference regarding differences between satisfiers and motivators cannot be completely accepted. People generally attribute the causes of satisfaction to their achievements. But more likely they attribute their dissatisfaction to obstacles presented by the company’s policies or superiors than to their deficiencies (Anton, 2011)
DeleteHi Chathura, as you showed in Figure 05, the factors which lead to stop being dissatisfaction of employees is called hygiene factors. But these factors are not enhancing employee job satisfaction. However, both factors are needed to enhance the productivity of employees. It has been argued that an increase in job satisfaction results in arising in worker productivity ( Wright & Cropanzano, 1997). Job satisfaction is an emotional state in which a person perceives a variety of features of his/her work or the work environment. Therefore it has major consequences of their lives.
ReplyDeleteThank You, If management wants to increase employees’ job satisfaction, they should be concerned with the nature of the work itself the opportunities it presents employees for gaining status, assuming responsibility, and achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment—policies, procedures, supervision, and working conditions. To ensure a satisfied and productive workforce, managers must pay attention to both sets of job factors (Hobbels, 2010)
DeleteHi Chathura ,
ReplyDeleteHerzberg’s theory is a widely used approach. However, it is criticized for its lack of applicability for the employees who are in mostly unskilled jobs or those who work in repetitive, monotonous, tedious work with limited scope (Dartey-Baah, & Amoako, 2011). Also, Hackman and Oldham (1976) did not consider the individual differences, which will result in different reactions to hygiene and motivating factors.
Thank You, Also Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg's methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance.
DeleteAccording to Daft, R., L. (2007), Herzberg's two-factor theory claims that it is necessary to remove dissatisfiers and then add motivators to please workers. The implication of the two-factor theory for leaders is clear. People have multiple needs, and the role of the leader is to go beyond removing dissatisfiers to use motivators to meet higher-level needs and encourage employees to be more enthusiastic and satisfied.
ReplyDeleteThank You, This theory is largely responsible for the practice of allowing people greater responsibility for planning and controlling their work, as a means of increasing motivation and satisfaction
DeleteHi Chathura, theories have tried to explain motivation and its influence, such as: Maslow’s Theory (Maslow, 1943), Hierarchy of Needs (Hertzberg, 1968) Two-Factor Motivator-Hygiene Theory (Adam, 1965), Equity Theory (Porter and Lawler, 1968).
ReplyDelete