Motivation Theories - Herzberg’s Two-Factor theory

 

In 1959, Herzberg, Mausner and Snyderman published the two-factor model of work motivation and developed the motivation-hygiene theory, which was influenced by Maslow’s hierarchy of needs (Jones, 2011). Herzberg created a two-dimensional paradigm of factors influencing people’s attitudes towards work. Initially Herzberg and his colleagues developed a hypothesis that satisfaction and dissatisfaction with a job were affected by two different sets of factors and thus satisfaction and dissatisfaction could not be reliably measured on the same continuum (Alshmemri, Shahwan-Akl, and Maude, 2017).

The motivational-hygiene model states that employee motivation is achieved when employees are faced with challenging but enjoyable work where one can achieve, grow, and demonstrate responsibility and advance in the organization. That is, when the employees’ efforts are recognized, it brings about job satisfaction and motivation (Dartey, 2011). Organizations are increasingly applying Herzberg’s theory to create opportunities for “personal growth, enrichment and recognition” among their employees. Employees should be promoted after completing certain stages of their career and should receive recognition for special achievements – for example, when they produce exceptional results in their subject areas; on a more basic level, they should also be given responsibility to determine how to handle tasks that relate to their jobs. The Two-factor theory has however drawn its share of criticism (Reuben, 2017).

Video 1.0 Herzberg’s motivators and hygiene factors.

 

(Source: MindToolsVideos 2018)

According to Herzberg, the work one considers to be significant leads to satisfaction. Thus, factors that depict job satisfaction are completely different from those factors that lead to job dissatisfaction. Therefore, these feelings are not polar opposites: in other words, the opposite of job dissatisfaction is not job satisfaction, but no job satisfaction (Dartey, 2011). Video 1.0 illustrate the Motivation and hygiene factors that depends the job satisfaction.

Motivation factors

·         Advancement.

Advancement is defined as the upward and positive status or position of the person or employee in the workplace. A negative, or neutral status at work is considered negative advancement (Alshmemri, Shahwan-Akl, and Maude, 2017).

·         The work itself

The content of job tasks in itself can have positive or negative effects on employees. The job’s difficulty and level of engagement can dramatically impact satisfaction or dissatisfaction in the workplace (Charlotte, 2021).

·         Possibility for growth:

Possibilities for growth exist in the same vein as Maslow’s self-actualization; they are opportunities for a person to experience personal growth and promotion in the workplace. Personal growth can result in professional growth, increased opportunities to develop new skills and techniques, and gaining professional knowledge (Charlotte, 2021).

·         Responsibility.

This factor includes both responsibility and authority in relation to the job. Responsibility is related to gaining satisfaction from being given the responsibility and freedom to make decisions. Gaps between responsibility and authority negatively impact job satisfaction leading to dissatisfaction. (Alshmemri, Shahwan-Akl, and Maude, 2017).

·         Achievement:

Positive achievement can involve, for example, completing a difficult task on time, solving a job-related problem, or seeing positive results from one’s work. Negative achievement includes failure to make progress at work or poor job-related decision making (Alshmemri, Shahwan-Akl, and Maude, 2017).

Hygiene Factors

·         Interpersonal relations.

These relationships are limited to the personal and working relationships between the worker and her/his superiors, subordinates and peers. This includes job-related interactions and social discussions in the work environment and during break times (Alshmemri, Shahwan-Akl, and Maude, 2017).

·         Salary.

This includes all forms of compensation at one’s place of work, such as wage or salary increases, or unfulfilled expectations of wage or salary increases or decrease (Alshmemri, Shahwan-Akl, and Maude, 2017).

·         Company policies and administration.

This includes descriptions of adequate or inadequate company organization and management policies and guidelines. This factor involves good or poor organizational policies that affect the employee. For example, they may include a lack of delegation of authority, poor policies and procedures and poor communication (Alshmemri, Shahwan-Akl, and Maude, 2017).

·         Supervision:

Supervision involves an employee’s judgements of the competence or incompetence and fairness or unfairness of the supervisor or supervisions. For example, this could include a supervisor's willingness to delegate responsibility or to teach, as well as their knowledge of the job at hand. Poor leadership or management may decrease the level of job satisfaction in the workplace. (Charlotte, 2021).

In healthcare sectors some job tasks are highly difficult to achieve and most of the employees getting dissatisfied. Advancement and the work itself will help to place correct person to correct job roles and it will help to archive goals and the satisfaction of the people. I work for a leading company which provides services and products related to Eye care and Optical needs, that company provides reasonable salary to employee to fulfill their main requirement. Also, organization and management policies and guidelines will help all employees to understand their job role and they provide more effective service according to this. Company will help to all employees to their personal Achievements, Educational Achievements and Work-related achievements to become a success by giving staff loans, foreign trainings and Product and service trainings.

References

Alshmemri, M., Shahwan-Akl, L. and Maude, P., (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.

Charlotte, N, (2021), Herzberg’s Motivation Two-Factor Theory, [Online] Available from https://www.simplypsychology.org/herzbergs-two-factor-theory.html [Accessed 28 March 2022].

Dartey, B. (2011), Application of Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work, Vol 3. European Journal of Business and Management.

Jones, T.L., (2011). Effects of motivating and hygiene factors on job satisfaction among school nurses (Doctoral dissertation, Walden University).

Reuben, M. (2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis. International Journal of Innovation and Economic Development [Online] Available from http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2004. [Accessed 28 March 2022].