Herzberg developed his well-known Two-Factor Theory, based on feedback from two hundred engineers and accountants in the United States about their personal feelings toward their working environments (Yusoff et al, 2013). This Two-Factor Theory is based on Maslow's Hierarchy of Needs pyramid, which emphasizes the importance of obtaining extrinsic factors such as survivability first, and then working up the pyramid towards intrinsic factors such as self-actualization (Haivas et al., 2014).
Herzberg theory has two types of motivating factors. Which are according to Alrawahi et al, (2020), are as follows.
1) Satisfiers (motivators), which are the primary factors of job satisfaction and include accomplishments, acknowledgement, responsibility, and work advancement.
2) Dissatisfiers (hygiene factors), which are the primary causes of job dissatisfaction.
Figure 1.0: Herzberg Two Factor
(Source: MacPherson, 2019)
According to Herzberg, the opposite of job satisfaction is not dissatisfaction.
Instead, job satisfaction is measured on a scale ranging from no satisfaction to high satisfaction. Job dissatisfaction, on the other hand, operates on a different scale, ranging from high dissatisfaction to no dissatisfaction (Andersson, 2017). Employees are influenced on the satisfaction scale by intrinsic motivator factors such as achievement, recognition, work itself, responsibility, advancement, and personal growth. Employee dissatisfaction is influenced by extrinsic hygiene factors such as pay, job security, status, physical working conditions, company policies, and co-worker relations (Wong et al, 1999).
As per Herzberg's theory, meeting individuals' lower-level needs (extrinsic or hygiene factors) would not motivate them to work hard, but would only keep them from being dissatisfied. Higher-level needs (intrinsic or motivation factors) must be fulfilled to motivate employees (Yusoff et al, 2013). Hygiene factors (dissatisfiers) can only affect the degree of dissatisfaction; they cannot increase or decrease satisfaction. To achieve job satisfaction at work, satisfiers (motivational elements) must be connected with hygiene factors (Alrawahi et al, 2020).
Although the hygiene factor does not cause satisfaction on its own, its absence would result in dissatisfaction. Hygiene factors are important in creating job satisfaction, and if they are mishandled by an organization, it can lead to employee dissatisfaction (Yousaf, 2020). If all of these hygiene (extrinsic) factors are fulfilled, employees will be free of unpleasant external working conditions that contribute to their dissatisfaction. Employees' dissatisfaction will arise if employers fail to meet their Extrinsic Factors needs (Yusoff et al, 2013).
Motivation factors (satisfiers or intrinsic) are the actual factors that influence employees' job satisfaction. It is widely known as job content factors, which aim to provide employees with meaningful work (Robbins and Judge 2013). Motivation factors (Intrinsic) are extremely effective at creating and maintaining long-term positive effects on employees' job performance (Yusoff et al, 2013).
In one of my previous workplaces, the newly appointed CEO's supervision and imposed new company policies caused employees’ dissatisfaction to rise to a higher level. This caused employees to search for other jobs. After a couple of months, employees felt that they have no recognition or growth in the workplace, so employees started to leave the organization. In a month nearly 25% of the employees left the organization. This forced the CEO to alter the policies and the supervision style. Changing policy and the supervision style brought down employee dissatisfaction.
Video 1.0 is explaining about Herzberg’s theory with a simple example.
Video 1.0: Herzberg’s Two Factor Theory
(Source: Bill Paxton, 2015)
References
Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N. and Brommels, M. (2020) The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), [online]. Available at https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7486437/#. [Accessed on 22nd October 2021].
Andersson, S. (2017) Assessing Job Satisfaction Using Herzberg's Two-Factor Theory: A qualitative study between US and Japanese Insurance Employees. Journal of business & management, 2(1), pp. 22-35, [online]. Available at http://iafor.org/archives/journals/iafor-journal-of-business-and-management/10.22492.ijbm.2.1.02.pdf. [Accessed on 22nd October 2021].
Bill Paxton, (2015) Herzberg's Motivation Theory. [online video]. Available at https://www.youtube.com/watch?v=KJ8ap4kWPxo&t=159s. [Accessed on 24th October 2021].
Haivas, S., Hofmans, J., and Pepermans, R. (2014) What motivates you doesn’t motivate me: Individual differences in the needs satisfaction–motivation relationship of Romanian volunteers. Applied Psychology, 63(2), pp. 326–343, [online]. Available at https://doi.org/10.1111/j.1464-0597.2012.00525.x. [Accessed on 23rd October 2021].
MacPherson, A. (2019) Motivating Millennials: the journey to project success. MSc. University of the West of Scotland, Paisley. [online]. Available at https://www.researchgate.net/publication/348555191_Motivating_Millennials_the_journey_to_project_success. [Accessed on 22nd October 2021].
Robbins, S. P. and Judge, T. A. (2013) Organizational Behaviour: International Version, 15th edition. New Jersey: Pearson Higher Education.
Wong, S., Siu, V., and Tsang, N. (1999) The impact of demographic factors on Hong Kong hotel employees’ choice of job-related motivators. International Journal of Contemporary Hospitality Management, 11(5), pp. 230–242, [online]. Available at https://doi.org/10.1108/09596119910272766. [Accessed on 22nd October 2021].
Yousof, S. (2020) Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction: Empirical Evidence from the Telecommunication Industry of Pakistan. The Lahore Journal of Business, 8(2), pp. 85-128, [online]. Available at https://lahoreschoolofeconomics.edu.pk/businessjournals/V8issue2/4.%20Seeham%20Yousaf.pdf. [Accessed on 23rd October 2021].
Yusoff, W. F. W., Kian, T. S. and Idris, M. T. M. (2013) Herzberg’s two factors theory on work motivation: does its work for todays environment?. Global journal of commerce & management perspective, 2(5), [online]. Available at https://www.researchgate.net/publication/262639924_Herzberg%27s_TwoFactor_Theory_on_Work_Motivation_Does_it_Works_for_Todays_Environment. [Accessed on 22nd October 2021].
Good explanation Janakan. Herzberg's motivation-hygiene two-factor theory (also known as dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction (Ruthankoon and Olu Ogunlana, 2003). Herzberg theorized that job satisfaction and job dissatisfaction act independently of each other (Lu et al., 2016).
ReplyDeleteThank you for your comment, Motivation and Hygiene Elements are two sets of factors described by Herzberg in determining employees' working attitudes and levels of performance. This approach provides new parameters to assess how employees are motivated at work (Robbins, 2009).
DeleteHi janaka, agree with you, adding to your points, the full supply of Hygiene Factors are not result in employees job satisfaction. to increase employees performance and productivity, Motivation factors must be addressed (Wan et al, 2013).
ReplyDeleteExactly Dineth, Managers or supervisors must be aware of the notion of satisfaction and motivation to understand employee behaviour at work, which will assist employees to accomplish an exceptional job in the firm (Schulze and Steyn, 2003).
DeleteHi Janakan, Great introduction to the topic. According to Ruthankoon (2003), hygiene factors and employees’ dissatisfaction may occur due to salary, company policies, job security, personal or work relationships and balancing work with personal life. Dartey (2011) attests that motivator factors straightly affect the employee’s work, and it is a pleasure that an employee gains through engaging in duties and responsibilities relating to the job or the job role.
ReplyDeleteYes, Herzberg's thesis is primarily responsible for the practice of giving employees more responsibility for planning and controlling their work. The tools, as well as motivation and job satisfaction, are not excessively complicated. The issue is that many companies and managers use hygienic aspects as a way to inspire when, in reality, they offer relatively little to motivate beyond the very short term (Baah and Amoako, 2011).
DeleteHi Janakan. Adding more to your points, many studies have been conducted between motivational factors and hygienic factors. Based on those studies, it has come to light that motivational factors takes lead than the other as motivation always keeps employees occupied and willingness to work (Winer & Schiff, 1980).
ReplyDeleteAgreed, according to George and Jones (2005), Frederick Herzberg paid special attention to motivational requirements as well as work itself as the source of job satisfaction. As a result, managers must pay close attention to the critical topic of job design and its impact on organizational behaviour and employee motivation.
DeleteI agree with above content Janakan. Adding to above, full supply of Hygiene Factors will not necessary result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed (Wan et al, 2013).
ReplyDeleteI agree with your comment. According to Herzberg, satisfaction is determined by motivators, whereas dissatisfaction is caused by hygienic considerations. Motivators were described as intrinsic to the employment function, while hygienic elements were defined as extrinsic to the job. There is also a distinction to be made between satisfaction and dissatisfaction (Udechukwu, 2009).
DeleteHi Janakan. Well explained. Adding more to your points, the implementation of the Herzberg's Two Factor theory, is not recommended by the scholars to apply the theory strictly same as modeled. Rathankoon et al., (2003), states that since motivation patterns are different from each employee, understanding the actual requirement is significant to increase the job satisfaction.
ReplyDeleteWhile this theory is well acccpted and used, testing this theory need careful attention to its version because there are various ways of stating Herzberg's two‐factor theory of motivation. Each version of the theory can be tested in various ways. Some tests of Herzberg's theory are more likely to produce support than others (Gardner, 1977).
ReplyDeleteGardner, G., 1977. Is there a valid test of Herzberg's two‐factor theory?. Journal of occupational Psychology, 50(3), pp.197-204.
Agree with you Ravi. Kovach (1987) investigated numerous ideas using 40 years of data and a survey of 460 persons from diverse sectors. According to the findings, the need for a salary, recognition, and responsibility appears as a motivation as well as a hygienic component. According to this study, motivators can produce both satisfaction and dissatisfaction.
DeleteI agreed with the above explicit. In this case, Herzberg's motivation factors are mainly associated with higher-order needs, while hygiene factors are more like lower-order needs (Hur, 2018). In the view of the company aspects, the company has not considered employee retention. The manager is to enhance employee productivity, to exert more on the motivational factors.
ReplyDeleteAdding more to your comment, Motivation and Hygiene Characteristics are two sets of factors that determine an employee's working attitude and level of performance, according to Herzberg. Motivation Factors are Intrinsic Factors that improve employee job happiness, whereas Hygiene Factors are Extrinsic Factors that keep employees from being dissatisfied. Herzberg went on to say that having a complete supply of Hygiene Factors does not guarantee employee satisfaction. Motivational variables must be addressed to improve employee performance or productivity (According to Robbins, 2009).
DeleteWell explained on this theory Janakan,agreeing with your points highlighted on the post , would like to highlight what Armstrong(2006) explained on Herzberg's two factor model, It was attacked. The research method has been criticized because no attempt was made to measure the relationship between satisfaction and performance. It has been suggested that the two factor nature of the theory is an unavoidable results of the questioning method used by the interviewers. It has also been suggested that wide and unwarranted inferences have been drawn from small and specialized samples and that there is no evidence to suggest that the satisfiers do improve productivity(Arsmtrong,2006)
ReplyDeleteYes. according to Robbins (2001) Motivation is a needs-satisfying process, which indicates that when a person's wants are met, he or she will put up greater effort toward achieving organizational goals.
DeleteHi Janakan, adding to your points, further an organization has to identify the Herzberg’s Motivation or the Hygiene Theories highly satisfying motivational factors as explained by (Kotni and Karumuri, 2018). As such job enrichment, work life balance, management recognitions, new opportunities, CSR initiative that was conducted by company in order to keep the momentum of the employee. In addition to above as per (Alfayad and Arif, 2017) employee voice and the job satisfaction also matters in the practical context.
ReplyDeleteAgree with you. in addition to your points, Extrinsic Factors, such as Working Environment or Supervision, will have a positive effect on job satisfaction, rather than just preventing unhappiness and maintaining neutral feelings, if people place a high value on them (Tan, 2013).
DeleteHi Janakan, agreed with you, In order to increase satisfaction, the motivation factors must be improved. According to Herzberg, jobs should be restructured to increase the ability of employee and, employees work to achieve organization goals, (Christina, M.S.).
ReplyDeleteAdding more to your comment, Factors that influenced goal performance and factors that could potentially preserve employee motivation were found by Herzberg's theory. Employees' motivation levels are related to their position in the company (Hur, 2018).
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