Frederick Herzberg Two Factor Theory

 

Frederick Herzberg Two Factor Theory

Believing an individual’s relationship to work is basic, and that attitude toward work can determine success or failure, psychologist Fredrick Herzberg wondered, “What do people want from their jobs?” He asked people to describe, in detail, situations in which they felt exceptionally good or bad about their jobs. The responses differed significantly and led Herzberg to his two-factor theory- also called the motivation-hygiene theory (Robbins et al, 2013). Fredrick Herzberg’s well-known Two-factor theory was designed in the year 1959 (Yusoff et al, 2013). This model was developed following an investigation into the sources of job satisfaction and dissatisfaction of accounts and engineers (Armstrong, 2009).

Two-factor theory is closely related to Maslow’s Hierarchy of Needs, but it introduced more factors to measure how individuals are motivated in the workplace (Yusoff et al, 2013). To Herzberg, motivators ensured job satisfaction while a lack of Hygiene factors produced job satisfaction.

Figure 1.0 – Motivators and Hygiene factors that affect Job Satisfaction

Satisfiers (Motivators)

Dissatisfiers (Hygiene Factors)

Performance and Achievement

Salary

Recognition

Working conditions

Job Status

The physical workspace

Responsibility

Relationship with colleagues

Opportunities for Advancement

Relationship with supervisor

Personal Growth

Quality of supervisor

The work itself

Policies and Rules

 Source: Management & Entrepreneurship (Janakiram, 2010) 1st edition

According to Figure 1.0, Motivators help to increase job satisfaction and while Hygiene factors help to decrease job dissatisfaction. For example, the sales staff of the organizations are primarily motivated by the recognition for performance achievement. The organization I work for will annually recognize different performance criteria to recognize the staff performance.

Figure 1.1 represents a comparison between Herzberg’s two-factor theory and Maslow’s need hierarchy theory. Hygiene factors can be considered as lower-level needs, whereas motivators can be seen as higher-level needs. According to Herzberg (2003) the following nine factors are the most famous in motivating employees; reducing time spent at work, spiraling wages, fringe benefits, human relations training, sensitivity training, communications, two-way communication, job participation, and employee counseling. Bassett-Jones & Lloyd (2005) explain that Herzberg compares motivation as an internal self-charging battery. In order for employees to become motivated the energy has to come from within. Herzberg’s findings are relevant for companies with clearly defined tasks and hierarchical structures, where people need others to motivate them (Ansari, 2020).

Figure 1.1 – Maslow’s and Herzberg’s Theory of Motivation

Source: An Evaluation based of Employee Motivation based on the Two-factor theory, Global Scientific Journals, (Ansari, 2020)

Considering the organization, I work for and the application of the Two-factor theory, I would like to suggest the below factors as advantages and disadvantages in this blog.

Advantages of Herzberg’s Theory

·         Emphasis on motivation from within

·        Organizations can focus on problem of employees

·         Money is treated as secondary factor

Disadvantages of Herzberg’s Theory

·         Job satisfaction and job performance not directly related

·         It can be subjective

·         Ignores external factors

References

·     Ansari, S. (2020). An Evaluation of Employee Motivation based on Two Factor Theory (A Study of selected Nepalese Organizations), Global Scientific Journals, Vol 8 (10), (Online) < https://www.globalscientificjournal.com/researchpaper/AN_EVALUATION_OF_THE_EMPLOYEE_MOTIVATION_BASED_ON_TWO_FACTOR_THEORY.pdf > [Accessed on 18th November 2022]

·         Armstrong, M. (2009). Human Resource Management Perspective, 11th edition, Pearson

·         Janakiram, B. (2010). Management, and Entrepreneurship, 1st edition, pp 117-118

·         Robbins, S.P., Judge, T. A., and Vohra, N. (2013) Organizational Behavior, 15th edition, Pearson, P 218.

·         Yusoff, W.F.W., Kian, T. S., and Idris, M. T. M. (2013). Herzberg’s Two Factor Theory on work motivation: Does its work for Today’s Environment? Global Journal of Commerce & Management Perspective, Vol 2 (5) (Online) < https://www.researchgate.net/publication/262639924_Herzberg's_Two-Factor_Theory_on_Work_Motivation_Does_it_Works_for_Todays_Environment > [Accessed on 16th November 2022]

Comments

  1. Nadula NishadiDecember 5, 2022 at 8:55 PM

    Great post Sachini. In addition to the above, as stated by Tan, S.K., (2013), the interaction of the intrinsic and extrinsic factors was further emphasized by this theory. Employees' work dissatisfaction will only be eliminated by the presence of extrinsic factors; however, it will not provide job satisfaction. On the other hand, a sufficient supply of Intrinsic Factor will cultivate employees’ inner growth and development which will lead to higher productivity and performance; however, absence of this factor will only neutralize their feeling neither satisfy nor dissatisfy with their jobs (Tan, S.K., 2013).

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    1. Sachini NagahawattaDecember 7, 2022 at 8:04 AM

      Thank you for your comments Nishadi. Two-Factor Theory is closely related to Maslow's hierarchy of needs but it introduced more factors to measure how individuals are motivated in the workplace. This theory argued that meeting the lower-level needs (extrinsic or hygiene factors) of individuals would not motivate them to exert effort, but would only prevent them from being dissatisfied. In order to motivate employees, higher-level needs (intrinsic or motivation factors) must be supplied. The implication for organizations to use this theory is that meeting employees’ extrinsic or hygiene factors will only prevent employees from becoming actively dissatisfied but will not motivate them to contribute additional effort toward better performance (Yusoff and Kian, 2013).

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  2. Romeda WijewardeneDecember 6, 2022 at 12:43 AM

    Agreed with the content Sachini. Further, according to George & Jones (2005), managers should focus on creating occupations that will lead to job expansion and enrichment in order to increase the amount of tasks that employees complete as well as their responsibility and control over the work and by doing these managers would be serving the motivator needs of employees as postulated by Herzberg.

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    1. Sachini NagahawattaDecember 7, 2022 at 8:14 AM

      Thank you for your comment Romeda. according to Herzberg's two-factor incentive theory has great influence on the field of management and has been widely applied to the management practice. However, there are also controversies over the theory. One of the reasons behind these controversies is that Herzberg didn’t conduct further analysis of the essence of the theory when putting it forward. Herzberg divides the factors affecting the employees’ job satisfaction into incentive factors which are related to the work itself and hygiene factors which are mainly relevant to the working environment (Li, 2018).

      Delete
  3. Tharaka De VisserDecember 8, 2022 at 4:10 AM

    Agreed on the above content Sachini Nagahawatta, according to the two-factor theory, a business can change either one of two components to affect employee motivation. These two factors are Hygiene factors and Motivational factors. Hygiene factors will not motivated employees and work effectively but if these factors aren’t given by an organization the workforce will be unhappy and demotivated and Motivational factors would lead to positive satisfaction and are inherent to work. (Nickerson, 2021)

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    Replies
    1. Sachini NagahawattaDecember 9, 2022 at 9:39 AM

      Thank you, Tharaka for your comment. Herzberg stated that the presence of motivators ensured employee satisfaction while job dissatisfaction arose from a lack of hygiene factors. The two-factor theory of motivation holds that job satisfaction and dissatisfaction are two separate categories with entirely different contributing factors. In order to ensure harmony in the workplace, Herzberg’s motivation-hygiene theory holds that employers must increase employee motivation factors while simultaneously increasing workplace hygiene (MasterClass, 2021).

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