Still no any single
theory explains all the characteristic of motivation but current theoretical
clarifications do often describe the basis for the improvement of methods to
uplift the motivation expects in human nature.
Herzberg’s Two-Factor Theory
Herzberg, Mausner
and Snyderman in 1959 introduced the Two-Factor Theory, which is known as
motivation-hygiene theory and it was determined by Maslow’s hierarchy of needs
(Alshmemri et.al 2017). Motivation is an intramural strength , which depends on
the needs and wants that navigate a person to achieve (Hong and Waheed 2011).
After interviewing two hundred engineers and accountant estimations, Herzberg
elaborate the theory using two sets of factors such as motivation and hygiene,
which influence employee working and behavioral attitudes and performances (Stello 2011).
·
Motivation
– which can influence the employee to work hard and to improve productivity
·
Hygiene
factors – which will not influence the employee to work hard of
improve productivity but will influence to become unmotivated
Motivation Factors are Intrinsic
Factors that will increase employees’ job satisfaction; while Hygiene Factors
are Extrinsic Factors to prevent any employees’ dissatisfaction (Fauziah et.al 2013).
Motivation factors included achievement, recognition, the work itself,
responsibility, advancement and the possibility for growth, while hygiene
factors included company policies and administration, relationship with
supervisors, interpersonal relations, working conditions and salary (Alshmemri
2017). Mainly the theory lines up with planning and controlling the employees
at work and the two factor theory will illustrate in Figure 01.
Source - Fauziah et al. 2013
Hygiene
factors are not present in the actual job itself but surround the job and truant of this factor will influence employee to work
barely harder (Fauziah et.al 2013).
Motivation is touch on the satisfaction aspect and hygiene will influence the
dissatisfaction of an employee, which will illustrate in figure 02.
Figure 02: Impact of motivating and hygiene factors
Source
– Expert program management (2016)
Application to consumer durable industry
The two factor theory describes and evaluates more aspects to measure the motivation levels in his or her work environment. The theory argued on meeting hygiene factors of employees would not motivate them to deploy effort, but would only avert them being disappointed (Stello 2011). In an organization, meeting employees’ hygiene factors will only obviate employees from becoming actively dissatisfied but will not motivate them to contribute more effort toward better performance and efficiency (Hong and Waheed 2011). These factors will provide a better understanding of how to keep the employees more satisfied within the organizational environment and to create a favorable workplace.
Hygiene factors
- Interpersonal relations - Personal and working relationships between the worker and management or supervisor which include job-related interactions and social discussions in the work environment and during break times. A fine, friendly, and appropriate relationship should exist between management and employee and it will help motivate them within the workplace (Alshmemri 2017).
- Salary – Includes wage or salary increases or unfulfilled expectations of wage or salary increases or decrease. The salary or pay structure should be fair and reasonable and competitive with the market (Fauziah et.al 2013).
- Company policies and administration - Policies should not be too rigid and should be fair, clear and must also be equivalent to those of competitors (Hong and Waheed 2011).
- Supervision – This describes the supervisor’s willingness to delegate responsibility or educate integrity and job skill or knowledge (Alshmemri 2017).
- Working conditions – This includes equipment, the working environment, the amount of work, space, ventilation, temperature and safety which needs to be in adequate level for more motivation and satisfaction (Hong and Waheed 2011).
Motivation factors
- Advancement – This evaluates the promotion opportunities and upward status or position of a employee in an organization which will motivate and engage him or her to increase the productivity and efficiency (Fauziah et.al 2013).
- The work itself- This describes on how the content of job tasks and assignments has either a positive or a negative effect upon employees and it must be interesting and provide enough of a challenge to keep employees motivated (Hong and Waheed 2011).
- Possibility for growth – This aspect provides the employee the opportunity to learn new skills, improve his ability and to experience personal growth and be promoted and continue the career ladder (Stello 2011).
- Responsibility - Employees should “own” their work and not micromanaged by the management which will motivate the employee on creativity and innovation (Alshmemri 2017).
- Recognition – The organization must praise and recognize of their employees achievement and successes to keep them satisfy and to be engaged (Hong and Waheed 2011).
- Achievement – Providing an employee with a sense of achievement will bestow proud feeling of having done something difficult but worthwhile (Fauziah et.al 2013).
Reference
Christina M. Stello (2011), Herzberg ’ s Two-Factor
Theory 1 Herzberg ’ s Two-Factor Theory of Job Satisfaction : An Integrative Literature Review,
Mohammed
Alshmemri (2017), Herzberg’s Two-Factor Theory, Life Science Journal, p.12
Mohammed
Alshmemri; Lina Shahwan-Akl and Phillip Maude (2017), Herzberg’s Two-Factor
Theory, Life Science Journal.
Tan
Teck-Hong and Amna Waheed (2011), Herzberg's motivation-hygiene theory and job
satisfaction in the malaysian retail sector: the mediating effect of love of
money, Asian Academy of Management Journal, Vol. 16
Wan
Fauziah Wan Yusoff, Tan Shen Kian and & Mohammad Talha Mohamed Idris (2013) Herzberg’s
two factors theory on work motivation: does its work for today’s environment?,
Global journal of Commerce and management perspective.
Herzberg state that definite characteristics of a job are always related to job satisfaction while different factors are associated with job dissatisfaction (Ratzburg, 2003). With the expansion of the service industry, the issue of how companies strive to capture and retain the best staff becomes relevant. The attempts and commitment of employees is a key competitive advantage and is crucial to the success of the firm (Bent & Freathy, 1997). Mtivation and job satisfaction are not overly complex. The problem is, many employers and managers look at the hygiene factors as a way to motivate when in reality, beyond the very short term, they do very little to motivate (Hayday, 2003).
ReplyDeleteAccording to Herzberg, the theory explains some factors that result in satisfaction while other factors prevent dissatisfaction. The organization management must stimulate and reward so that the employees are motivated and provide better performance (Kian et.al 2013). This theory emphasizes upon the enhancement of work to motivate the employees. The organizations must identify the aspects, which will suit each and every employee individually and must provide the solutions individually or teams (Alshmemri 2017).
DeleteMotivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further, Hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies and administration create general satisfaction (Kim, 2006).Herzberg says best way to motivate the employees is to give challenging work that they can take responsibility (Leach and Westbrook, 2000).
ReplyDeleteAppreciate the comments and theory has extensively used on variety of motivational aspects and it provides an integration of individuals constitutional and extraneous motivation aspects among other motivational theories (Yusof et al. 2013). The theory is similar to Maslow's hierarchy of needs, but it explains more aspects to evaluate how individuals are motivated in the workplace (Alshmemri 2017).
Delete
ReplyDeleteHigh Hygiene & High Motivation.
All employees are motivated
Employees have very few grievances
High Hygiene & Low Motivation
Employees have few grievances
Not highly motivated
Low Hygiene and High Motivation
Highly motivated
Employees have a lot of grievances
Low Hygiene and Low Motivation
Employees are not motivated
Lots of grievances
Understanding of above general situations that any organization or team face is of paramount importance while trying to seek solutions applying the Theory (Dartey-Baah and Amoako, 2011, p. 2-3).
Besides the thriving nature of the Theory, it has few drawbacks which were much debated on over ages (Armstrong, 2014).
No comprehensive measure of satisfaction being used. An employee may find his/her job acceptable despite the fact he/she may object/hate part of his job.
Herzberg assumed a correlation between satisfaction and productivity, but the research conducted had stressed upon satisfaction only ignoring productivity.
The theory is not free from bias since it is dependent on the natural reactions of employees when they are inquired the sources of satisfaction and dissatisfaction at work.
The varying of Intrinsic and Extrinsic motivation factors would vary among occupational groups of people.
Not considering the demographic of the employees
The theory ignores white color jobs.
Organizational understanding of above shall help implement the components in the most ideal method to reap the best results (Wan Yusoff, Shen Kian and Talha Mohamed Idris, 2013, p. 19-21).
Herzberg’s two factor model reports that factors like safety and salary need to be met to prevent dissatisfaction at employment, but another set of higher order motivating factors such as autonomy and recognition is essential to create actual contentment employment (Lee and Raschke 2016). The organization management must stimulate and reward so that the employees are motivated and provide better performance (Kian et.al 2013). The theory is similar to Maslow’s hierarchy of needs, but it explains more aspects to evaluate how individuals are motivated in the workplace (Alshmemri 2017).
DeleteAccording to the tello (2014), motivators and hygiene theory, hygiene factor won’t motivate employees but missing it will unmotivated the employee. But in other motivation theories those are identify as motivation factors.
ReplyDeleteThank you for your valuable comments and Herzber’g, Mausner and Snyderman published the two factor theory in 1959 and the theory was influenced by Maslow’s hierarchy of needs theory (Alshmemri 2017). The theory states that there are two factors which influence the motivation in a workplace.
Delete• Motivation – which can influence the employee to work hard and to improve productivity
• Hygiene factors – which will not influnace the employee to work hard of improve productivity but will influence to become unmotivated
Motivation Factors are Intrinsic Factors that will increase employees’ job satisfaction; while Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction (Kian et.al 2013). Motivation factors included achievement, recognition, the work itself, responsibility, advancement and the possibility for growth, while hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary (Alshmemri 2017).
Agree with you, Herzberg, Mausner and Snyderman in 1959 introduced the Two-Factor Theory, which is known as motivation-hygiene theory and it was determined by Maslow's hierarchy of needs. Motivation factors included achievement, recognition, the work itself, responsibility, advancement and the possibility for growth. Hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary (Stello 2011).
ReplyDeleteHerzberg's two-factor theory has been widely applied in studies on staff satisfaction which illustrate hygiene and motivation factors are applicable in different occupations within the organizations (Alrawahi et al.2020). This theory contends that meeting the lower-level obligation of employees would not motivate them to deploy effort, but would only obviate from being dissatisfied. In order to motivate employees, higher-level needs must be bestow and must provide suitable and energetic working environment for them (Yusoff et al. 2013).
DeleteInteresting reading and adding more inputs. Lawrence and Nohria (2002) propose the “human drives” theory, which states that employees are guided by four basic emotional drives that are a product of common human evolutionary heritage: the drives to acquire, bond, comprehend, and defend. The researchers survey a financial service giant, a leading IT services firm and 300 Fortune 500 companies and find these four drives led to high levels of engagement, satisfaction, commitment and a reduced intention to quit, and ultimately better corporate performance.
ReplyDeleteHerzberg’s Motivation Theory model, or Two Factor Theory, provides two factors that affect motivation in the workplace. These factors are hygiene factors and motivating factors. Hygiene factors will cause an employee to work less if not present. Motivating factors will encourage an employee to work harder.
ReplyDeleteHerzberg's motivation-hygiene theory, also known as the two-factor theory, has received widespread attention as having a practical approach toward motivating employees (Teck-Hong and Waheed 2011). The organization management must stimulate and reward so that the employees are motivated and provide better performance (Kian et.al 2013). This theory emphasize upon enhancement of the work so as to motivate the employees.
DeleteAccording to Cardoso, Dominguez and Paiva (2015), this theory describes on work satisfaction elements, Such as achievement, growth and advancement, recognition, and responsibility, are the only real basic objects, that denote a more significance, accomplishment, and then consequently converts to fulfillment plus maintainable enthusiasm.
ReplyDeleteThank you for the comments and in this theory describes on certain factors that organizations must implement that would directly motivate employees to increase performance and there were also factors that would de-motivate an employee if uncontemporary but would not in themselves motivate employees to work (Teck-Hong and Waheed 2011). Motivators will be in core more responsibility, interesting work, applause for excellent while de motivators such as working environments, relationships, communications and rewards will be in force the motivation levels of employees.
DeleteShermerhorn (2001), emphasizing that Herzberg's two-factor theory clarifies the motivational effects of the work environment. Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further, Hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies and administration create general satisfaction (Kim, 2006). Herzberg says best way to motivate the employees is to give challenging work that they can take responsibility (Leach and Westbrook, 2000). Management need to implement combination of Hygiene and Motivation factors to motivate employees (Dartey-Baah and Amoako, 2011).
ReplyDeleteHerzber’g, Mausner and Snyderman published the two factor theory in 1959 and the theory was influenced by Maslow’s hierarchy of needs theory (Alshmemri 2017). The theory states that there are two factors which influence the motivation in a workplace.
Delete• Motivation – which can influence the employee to work hard and to improve productivity
• Hygiene factors – which will not influnace the employee to work hard of improve productivity but will influence to become unmotivated
Motivation Factors are Intrinsic Factors that will increase employees’ job satisfaction; while Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction (Kian et.al 2013). Motivation factors included achievement, recognition, the work itself, responsibility, advancement and the possibility for growth, while hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary (Alshmemri 2017).
Hi Dimuthu, agree with you. the payments, work benefits, working conditions, company policies, work supervision, and job security are the Hygiene factors included in Herzberg’s two –factory theory and as an example, the best known company, Johnson & Johnson has applied that theory by ensuring that all of its employees have fair and equal wages that surpass the minimum wage rate that is set in the region and employees are given significant benefits, including pension, and retirement benefits, compensation for education expenses, and even financial health (Johnson & Johnson, 2020).
ReplyDeletejob satisfaction from the perspective of Herzberg’s hygiene-motivation theory, which has been addressed by many scholars in order to examine job satisfaction (Temple, 2013; SteingrÃmsdóttir, 2012). This theory determined that different aspects cause job dissatisfaction and satisfaction, also the emphasis on recognizing the individual’s needs and the strengths they identify with the purpose of satisfying these need, therefore, Herzberg’s theory categorizes the factors, which affect job satisfaction into hygiene, and motivational factors. The hygiene factors such as (organization policy, pay, supervision and co-workers relationships, job security, working condi-tions) can lead to job dissatisfaction, on the other hand, do not upsurge the level of job
ReplyDeletesatisfaction. Whereas the motivational factors such as (recognition, achievement, promotion, growth, work, and responsibility) can lead to job satisfaction, however do not reduce the level of dissatisfaction (Herzberg et al. 1959). They added that, however, it is essential to fulfilling the hygiene elements to reduce job dissatisfaction, it is more necessary to concentrate on the motivational elements in order to improve and escalate job satisfaction.
Extensive commentary has emerged about how to distinguish between hygiene factors and motivators. While some factors have proved to fall clearly in one of the two categories, other factors, particularly salary, have proven to be ambiguous as to whether they are motivators or a hygiene factors (Hong & Waheed, 2011).
ReplyDelete