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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...
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…
Herzberg and Blanchards' Theory Leadership and Motivation Comparison of Situational Theory against the Two Factor Theory Faraz Hersey and Blanchard's Situational Leadership Model Leadership / Behavior of the leader Development Level of the Follower Steps in the Situational Leadership Strategy Strengths of the Situational Leadership Strategy Drawbacks of the Situational Leadership Strategy Assumptions of Situational Leadership Conditions Fredrick Herzberg's Theory of Human Motivation Hygiene Factors of the Two Factor Theory Hygiene / Maintenance Factors Motivating Factors of the Two Factor Theory Limitations of the
Conceptual Framework: Herzberg’s Two-Factor Motivation Theory The management theorist Frederick Herzberg, writing in the 1950s, conceptualized job satisfaction and motivation as encompassing two dimensions. The first factor pertained to hygiene, which Herzberg defined as essential components of the workplace that were not intrinsically motivating to stimulate the employee to perform at a higher level, but which were still necessary to create a healthy attitude towards work. Hygiene factors include salary, benefits,
However, these changes are merely quick fixes, and simply by removing dissatisfaction factors, does not equate to satisfaction, for this reason, to increase productivity, the telesales organization must move forward to intrinsic changes as well (Buhler, 2003). Once it is ascertained that these hygiene factors are met, organizations can begin to work on the motivation factors, which will really improve productivity for the long-term. "People are most deeply motivated by
Table 1: Motivational Hygiene Theory Each of the factors that comprise the model is briefly discussed here. Achievement -- Often defined as the successful completion of a task, this attribute anchors the Motivators area of the Motivational Hygiene Theory model. Recognition of achievement -- Herzberg meant for this to include recognition from anyone in the organization from a co-worker to a client to a superior. Herzberg mentions in his theories that recognition
D.). A need also frequently serves to answer the question motivational psychologists regularly ask as they explore motives that impel the person people to do what he/she does: "What drives people to do the things they do?" Basic concepts of motive include: A motive depicts a person's internal state arousing and directing his/her behavior to meet a precise goal and/or objective. A deficit, a lack of something, contributes to a motive. Motives vary
Motivation of workers is posing very big challenges to organizations. Herzberg ensures that an organization rewards its employees depending on the behaviors that the management would like to encourage.One of the widely known writers on motivation of workers is Frederick Herzberg. He is widely known for the two-factor theory that he came up with. The two factor theory is widely referred to as the hygiene motivation theory. As stated above,