Frederick Herzbergs Two Factor Theory of Motivation

Organisational behaviour and management literature provides several theories that can be used to enhance employee motivation. One such theory is the two-factor theory developed by Frederick Herzberg. This paper describes the theory and its application in the improvement of worker safety, health, and/or wellbeing. Also known as the hygiene theory, Herzberg's model asserts that at the workplace, there are factors that lead to job satisfaction and others that cause dissatisfaction (Miner, 2005). This assertion is based on the premise that job dissatisfaction is not the opposite of job satisfaction.

Factors that result in job satisfaction are generally factors related to the nature of the work a person does, and can fulfil their need for status, self-realisation, achievement, personal worth, recognition, and growth; thereby leading to happiness and satisfaction. These factors are referred to as motivators, and their absence may not necessarily cause dissatisfaction (Miner, 2005). Rather, dissatisfaction often comes from factors to do with the organisational environment itself such as supervision, compensation, benefits, working conditions, relationships with colleagues and/or supervisors, and company policies (Singh, 2011).

These factors are referred to as hygiene factors, and their absence can result in dissatisfaction. Since job dissatisfaction is not automatically the opposite of job satisfaction, addressing hygiene factors may not necessarily lead to satisfaction. For instance, if working conditions are improved but little or no attention is given to motivators such as recognition, employees may not have a sense of job satisfaction. Herzberg's model has immense relevance in the improvement of employee safety, health, and wellbeing. This is particularly true for the notion of hygiene factors.

A work environment that does not provide healthy and safe working conditions for employees can lead to dissatisfaction. Conditions such as lack of protective equipment, exposure to hazardous and toxic materials, uncomfortable furniture, excess lighting, poor ventilation, poor sanitation, noise, manual handling, and slippery floors can negatively affect the safety, health, and wellbeing of employees. Instances of falls, injuries, back pains, vision and hearing difficulties, as well as illnesses acquired from the workplace are not rare.

Poor working conditions can even cause permanent disability and death in the worst case scenario, not to mention the economic and psychological burden that may be imposed on the victim and their family. Conditions that endanger the health and life of workers can cause a great deal of job dissatisfaction. In most cases, workers tolerate such inhumane conditions due to desperation and lack of alternatives. Fortunately, occupational health and safety is a topic that has gained immense policy attention in the last few decades.

Regulations have been established stipulating the minimum health and safety standards employers should provide. Health and safety at the workplace can be described as a basic need as far as employees are concerned. Employers owe employees a reasonable duty of care. Fulfilling this duty can accelerate employee motivation. Typically, no employee desires to work in an environment that exposes them to risks and without any measures to mitigate those risks. Such an environment can kill morale for work and eventually cause.