Two factors theory
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Herzberg's two-factor theory proposes that there are two sets of factors that influence job satisfaction and motivation: hygiene factors and motivators. Hygiene factors such as company policies, pay, and relationships can lead to dissatisfaction if absent but do not necessarily motivate. Motivators like achievement, recognition, responsibility, and advancement can positively motivate but will not de-motivate if absent. The document discusses applications of the theory in nursing research and concludes the theory provides practical solutions for organizations to improve job satisfaction.
Two factors theory
- 1. Course NURS 501 Theoretical Foundation of Theory Herzberg Two Factor Theory Prepared by: Ahmad Al- Shardi
- 2. Objective : To understand the two factors theory. To identify the hygiene and motivator factors . To know diagram and metaparadigm of the Herzberg’s theory To evaluate the usefulness and Testability of the Theory Discussed SWAT of the Theory
- 3. Introduction The two-factors theory (also known as Herzberg’s motivation-hygiene factors theory) It was developed by American Psychologist -behavioural scientist- Frederick Herzberg He was interested in helping managers find out how to offer that balance between employee satisfaction and motivation .
- 4. Cont’ Introduction Herzberg’s was interested in the relation between employee attitude and workplace motivation. He want to find out what make people satisfied and un-satisfied when they came to the workplace . Theory explored the factors that make employees feel satisfied or dissatisfied in the workplace. In 1959, he published his conclusions in a Book called the motivation to work
- 5. Cont’ Introduction The theory consists of two factors: 1. Hygiene factors - (also called dissatisfiers) and also can create job dissatisfaction . Herzberg described hygiene factors as extrinsic to the job . Examples pay quality company rules and worker relationships . 2. Motivators factor - can create job satisfaction . Herzberg described motivation factors as intrinsic to the job .Examples promotion, personal growth , responsibility acknowledgement and achievement
- 6. Origins of the theory Was influenced by Maslow's hierarchy of needs. Herzberg produced a two dimensional model of factors influencing people's attitudes towards job. In the beginning Herzberg developed a hypothesis that satisfaction and dissatisfaction with a work were affected by two different sets of factors. Researches on job satisfaction were implemented to select which factors in an employee’s work environment caused satisfaction or dissatisfaction. After two pilot studies, Herzberg theory was additional developed and extended.
- 8. Motivation and Hygiene Factors
- 9. Usefulness Herzberg’s theory continues to be used to determine the level of job satisfaction in research in a variety of international settings. many studies in nursing populations utilized. Also several have used it as a conceptual framework (i.e., Kacel et al., 2005; Lephalala, 2006; Mitchell, 2009; Jones, 2011) ).
- 10. Mitchell (2009) studied job satisfaction and burnout among 453 foreign nurses in kingdom of Saudi Arabia. Herzberg’s theory served as the framework for the research, which found that job satisfaction was influenced by motivation and hygiene factors. Jones (2011) studied the effects of motivation and hygiene factors on job satisfaction for 135 school nurses. A quantitative, cross-sectional survey design was utilized. The study results discovered that the school nurses were satisfied with organizational policies and payment. EXAMPLES
- 11. Testability Two factor theory of motivation is usually known in management approaches. It has been praised regarding its validity in different work settings. Alshmemri (2016) studied job satisfaction among Saudi nurses in three governmental hospitals in KSA. The research had a mixed method design and utilized Herzberg’s two factor theory. 272 Saudi nurses were surveyed to test the theory. The finding of the study supported Herzberg’s motivation and hygiene theory and emphasized that the hygiene factors were less important to job satisfaction, but the motivation factors were more important and lead to job satisfaction.
- 12. Overall Evaluation Strengths Can determine factors that will motivate individuals or groups of employees. This theory can be used to identify wide issues that require to be improved. Will build an environment that can obtain increased efficiency and productivity. The two factor, hygiene and motivators are matched with the suitable leadership styles. two factor theory provides practical solutions for organizations.
- 13. Strengths Can determine factors that will motivate individuals or groups of employees. This theory can be used to identify wide issues that require to be improved. Will build an environment that can obtain increased efficiency and productivity. The two factor, hygiene and motivators are matched with the suitable leadership styles. two factor theory provides practical solutions for organizations.
- 14. Opportunities Usually the employees with less educated do not have the need for achievement and self actualization. Basic hygiene needs are all it acquires to satisfy them. Herzberg two factor theory recognizes that motivation comes from within the individual as opposed to any external factors.
- 15. Weaknesses and threats Some studies have faulted the Herzberg theory does not take into account situational variables. These are the exceptional characteristics of an environment that have the possible to influence the behavior outcome of the situation. The Herzberg two factor theory also makes a relationship between satisfaction and productivity. While the two factor theory focused on satisfaction and assumed that productivity would be a normal result.
- 16. Application Herzberg’s two-factor theory was famous by many researchers to be the most applicable model used in healthcare organizations. Herzberg’s two-factor theory has also been assisted the nursing administration by researchers to evaluating nursing job satisfaction (i.e., Jones, 2011; Kacel et al., 2005; Lephalala, 2006; Mitchell, 2009; Rambur, Mclntosh, Palumbo, & Reinier, 2005; Russell & Gelder, 2008). Theory dealt generally with managers.
- 17. Conclusion
- 21. References Adair, John. (2006). Part 2. Maslow and Herzberg, Chapter 6. Herzberg’s motivation hygiene theory. Leadership and motivation. London and Philadelphia: Kogan Page. Alshmemri, M. Shahwan-Akl, L., & Maude, P. (2016). Job Satisfaction of Saudi Nurses Working in Makkah Region Public Hospitals, Saudi Arabia. Life Science Journal, 13(12). Herzberg, F. (2003). One more time: How do you motivate employees? Harvard Business Review, 81(1), 86. Jones, T. L. (2011). Effects of motivating and hygiene factors on job satisfaction among school nurses. PhD thesis, Walden University, Minneapolis, MN. Stello, C. M. (2011). Herzberg’s two-factor theory of job satisfaction: An integrative literature review. Journal of Education and Human Development, 1-32. Kacel, B., Miller, M., & Norris, D. (2005). Measurement of nurse practitioner job satisfaction in a Midwestern state. Journal of the American Academy of Nurse Practitioners, 17, 27–32. Lephalala, R. (2006). Factors influencing nursing turnover in selected private hospitals in England. Master’s thesis, University of South Africa, Pretoria, South Africa.13.
- 22. Cont’ References Mitchell, J. (2009). Job satisfaction and burnout among foreign-trained nurses in Saudi Arabia: A mixed-method study. PhD thesis, University of Phoenix, Phoenix, AZ. Russell, C. R. N. P., & Gelder, F. R. B. E. (2008). An international perspective: Job satisfaction among transplant nurses. Progress in Transplantation, 18(1), 32. Cahill, B. A. (2011). Impact of the state practice environment on nurse practitioner job satisfaction. PhD thesis, Health Sciences Center, University of Illinois at Chicago, IL. Dion, M. J. (2006). The impact of workplace incivility and occupational stress on the job satisfaction and turnover intention of acute care nurses. PhD thesis, University of Connecticut, Storrs, CT. Management Study Guide, (2008). Herzberg’s Two-Factor Theory of Motivation. Retrieved from http://www.managementstudyguide.com/herzbergs-theory- motivation.htm Rambur, B., Mclntosh, B., Palumbo, M. V., & Reinier, K. (2005). Education as a determinant of career retention and job satisfaction among registered nurses. Journal of Nursing Scholarship, 37(2), 185–192.