Management Theory vs. Organizational Functions Herzberg's Two-Factor Theory is useful for raising awareness of the contribution between job challenge and responsibility in motivating employees toward higher productivity and employee retention. It has also been useful in identifying and assessing customer satisfaction characteristics. Fishbein's Reasoned Action Theory is useful for explaining why particular behaviors are happening and the underlying causes of the behavior. Both theories are useful for identifying problem areas and planning actions for improvement in organizational behaviors.

According to (Bolm, 2012), the Two-factor Theory claims individual perception of satisfaction or dissatisfaction relates to discrete intrinsic and extrinsic variables where a variable can uniquely influence satisfaction or dissatisfaction, but not both. Motivator (intrinsic) factors include achievement, recognition, and responsibility where hygiene (extrinsic) factors include policy, status, and security. Motivator factors, when present, increase job motivation and satisfaction, but, when not present, show no effect. Hygiene factors, when present, show no effect, but, when absent, increase dissatisfaction and lower motivation. This study sought to develop an analytical tool to identify and assess motivation and hygiene factors associated with patient satisfaction.

Bolm (2012) demonstrated the usefulness of the two-factor theory in health care administration by making managers aware of the contribution between job challenge and responsibility in employee motivation. Low motivation...

Healthcare satisfaction for highly skilled employees often rests on a balance between professional and occupational priorities. The theory has been applied to evaluating evolving technologies, teaching attributes, and quality assurance, as well as a critical link found between consumerism and patient satisfaction, identifying eight major dimensions of patient satisfaction.
According to (Dartey-Baah, 2011), employee motivation is achieved when employees are faced with enjoyable challenges where they can achieve, grow, and demonstrate responsibility and advancement. Hygiene factors identified were physiological, safety, and love needs (interests) where motivator factors identified were job content, need for growth, and recognition. This study was performed to assess and understand employee motivation in Ghana and found that effective blending of factors meets special needs of employees and requires a balance between hygiene and motivation factors with emphasis on the needs specific to the population. Recommendations included effective policies, supportive, non-intrusive supervision, and supportive culture, opportunity for achievement, contribution recognition, and effective skills matching to rewarding work, as well as training and development.

The Reasoned Action Theory was demonstrated with the combination of the Self-Care Motivation Theory in assessing blood pressure self-care in patients by (Peters, 2010). The Reasoned Action Theory claims the…