Herzberg’s Two-Factor Theory of Motivation

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION

In 1959, Frederick Herzberg, a scientist proposed a two-factor theory/ motivator- hygiene theory

There are some job factors that result in satisfaction while there are other job factors that prevent

dissatisfaction

Herzberg’s Two-Factor Theory of Motivation

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION

Herzberg classified these job factors into two categories:

HYGIENE FACTORS Pay, Company Policies, Fringe

benefits, Physical working conditions,

Status, Interpersonal relations, Job

security

MOTIVATIONAL FACTORS

Recognition, Sense of

achievement, Growth

opportunities, Responsibility,

Meaningfulness of work

Limitations of Two-Factor Theory

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION

Overlooks situational conditions

Herzberg’s theory is more focusing on satisfaction (and not on productivity)

Theory’s reliability is uncertain

No comprehensive measure of satisfaction was used

Some parts are being biased

The theory ignores blue-collar workers

Implications of Two-Factor Theory

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION

Managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction

Managers must ensure that works are stimulating and rewarding to workers

Jobs must utilize employees’ skills to the maximum level