HERZBERG'S TWO-FACTOR THEORY

HERZBERG’S TWO-FACTOR THEORY. SUBMITTED BY: MARIA REGINA FE T. NIEDO.

INTRODUCTION. Motivation is one of the most important factors affecting a human behavior and performance. The level of motivation an individual or team exerted in their work task can affect all aspects of organizational performance. In 1959, Frederick Herzberg, a behavioral scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”..

HERZBERG’S TWO-FACTOR THEORY. Poor Hygiene Factors decrease employee job satisfactio Motivating Factors Increase employee job satisfaction.

HERZBERG’S TWO-FACTOR THEORY. Motivators Achievement Recognition The work itself Responsibility Advancement Growth Hygiene Factors Company policies Supervision Relationships Work conditions Remuneration Salary Security.

APPLYING THE THEORY. Frederick Herzberg theorized that employee satisfaction depends on two sets of issues: "hygiene" issues and motivators. Once the hygiene issues have been addressed, he said, the motivators create satisfaction among employees. HYGIENE ISSUES (DISSATISFIERS) Company and administrative policies Supervision Salary Interpersonal relations Working conditions View/Print Table MOTIVATORS (SATISFIERS) Work itself Achievement Recognition Responsibility Advancement.

Limitations of the Theory. The theory only applies to white collar workers. It doesn’t take an individuals situation or perception into consideration. We have attempted to address this above by applying the theory at an individual level. The theory focuses on improving employee satisfaction. That doesn’t necessarily translate into increased productivity. There is no objective way to measure employee satisfaction within the theory. Two Factor Theory is subject to bias. For example, when an employee is satisfied they will give themselves credit for that satisfaction. Conversely, when they are dissatisfied they will blame external factors..