Herzberg’s two factor theory
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The document outlines Herzberg's two-factor theory of motivation, which distinguishes between motivational factors and hygiene factors. Motivational factors like achievement, recognition, responsibility, and advancement can increase job satisfaction, while hygiene factors like company policies, supervision, and salary must be adequate to prevent dissatisfaction. The theory implies managers should focus on both guaranteeing strong hygiene factors and stimulating employees through motivational factors in the work itself.
Herzberg’s two factor theory
- 1. Group No. 2 Behavioral Program – II 12 A
- 2. • Give positive satisfaction • Arising from intrinsic conditions of the job itself • Challenging work • Recognition • Responsibility
- 3. CAREER ADVANCEMENT MOTIVATIONAL FACTORS PERSONAL GROWTH RECOGNITION COMPETITION ACHIEVEMENT RESPONSIBILI TY
- 4. • Do not give positive satisfaction • Dissatisfaction results from their absence • Extrinsic to the work itself • Company policies • Supervisory practices, • Wages/salary
- 5. PAY HIKE HYGIENE FACTORS SUPERVISI ON RELATIONS HIPS COMPANY POLICIES ENVIRONME NT JOB SECURITY
- 6. Independent phenomena Not on a continuum with one increasing as the other diminishes The opposite of Satisfaction is ‘No Satisfaction’ but not dissatisfaction. The opposite of Dissatisfaction is ‘No Dissatisfaction’ but not Satisfaction.
- 7. Mostly affected by the "motivator factors" Motivation factors help increase the satisfaction but aren't that affective on dissatisfaction Satisfactio n Results of the "hygiene factors" if absent or inadequate, Cause dissatisfaction, but their presence has little effect on long-term satisfaction Dissatisfa ction
- 8. Step One: Eliminate Job Dissatisfaction • Fix poor and obstructive company policies. • Provide effective, supportive and non-intrusive supervision. • Create and support a culture of respect and dignity for all team members. • Ensure that wages are competitive. • Build job status by providing meaningful work for all positions. • Provide job security.
- 9. Step Two: Create Conditions for Job Satisfaction • Providing opportunities for achievement. • Recognizing workers' contributions. • Creating work that is rewarding and that matches the skills and abilities of the worker. • Giving as much responsibility to each team member as possible. • Providing opportunities to advance in the company through internal promotions. • Offering training and development opportunities, so that people can pursue the positions they want within the company.
- 10. Motivators A sense of Achievement Employees will influence other workers to work Both the business and the workers are likely to benefit Hygiene Factors Has the affect to de-motivate the workers Workers might not work hard Workers will remain unhappy which affects their work and performance
- 11. Achievement Recognition Work Itself Responsibility Advancement Personal Growth Hygiene (or Maintenance) Factors Status Perso nal Life Securit Relation ship with Peers y Relationshi Salar y p with Subordinat es Relationship Work Conditi ons with Supervisor Company Policy and Administr ation Motivators Supe rvisi on
- 12. Overlooks situational variables Herzberg assumed a correlation between satisfaction and productivity The theory ignores blue-collar workers
- 13. Implications of Two-Factor Theory • The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. • Managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better.
- 14. Implications of Two-Factor Theory Contd. • This theory emphasize upon job-enrichment so as to motivate the employees. • The job must utilize the employee’s skills and competencies to the maximum. • Focusing on the motivational factors can improve work-quality
- 15. Achievement Achievement recognition Work itself Responsibility Advancement Growth Salary Company policy & administration Supervision Interpersonal relations Working conditions Salary Status Security Motivation factors increase job satisfaction Hygiene factors avoid job dissatisfaction
- 16. Hygiene Factors • For Customers • For Fellow Workers • For Subordinates Motivational Factors • For Customers • For Employees