Herzberg's two-factor theory

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Herzberg's two-factor theory

Frederick Herzberg

Introduction

•                    Herzberg’s theory explores job satisfaction among employees.1

•                    Also called Herzberg's "motivation-hygiene" theory for management or dual-factor theory.2

•                    Certain "motivator" and "hygiene" factors can respectively affect job satisfaction and dissatisfaction.2

•                    The theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in dissatisfaction.3

Key terms

•             The two types of motivating factors are:

1) satisfiers (motivators), which are the main drivers of job satisfaction and include:

a.       achievements,

b.      recognition,

c.       responsibility,  &

d.      work advancement, and

2) dissatisfiers (hygiene factors), which are the main causes of job dissatisfaction, include:

a.       working conditions,

b.      salaries,

c.       relationships with colleagues,

d.      administrative policies, &

e.      supervision.3

•                    “Motivational” factors or satisfiers, are intrinsic and relate to the content of the work itself. These motivate individuals to work harder and perform towards higher standards to the job.4

•                    “Hygiene” factors or dissatisfiers, is concerned with the job environment.4

•                    The absence of hygiene factors causes dissatisfaction among employees in the workplace.

•                    Herzberg's two-factor theory suggests that salary is a motivator,  may come to be viewed as entitlements, but that after some time, it tends to become a dissatisfier (hygiene factor) for employees.5

•                    Herzberg underlined the importance of promotion opportunities as a motivating factor among employees.6

CRITICISMS

•                    This theory does not reflect some of the realities of the modern health care work environment.7 

Conclusion

·

•                    Herzberg’s theory is that there must be some direct relationship between performance and reward, in order to motivate employees to perform.4

References

1. Lundberg C., Gudmundson A., Andersson T. Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism. Tourism Manag. 2009;30(6):890–899.

2. Byrne M. The implications of Herzberg's "motivation-hygiene" theory for management in the Irish health sector. Health Care Manag (Frederick). 2006 Jan-Mar;25(1):4-11. doi: 10.1097/00126450-200601000-00002. PMID: 16501377.

3. Herzberg F. first ed. World Publishing Company; Cleveland: 1966. Work and the Nature of Man.

4. Karaferis D, Aletras V, Raikou M, Niakas D. Factors Influencing Motivation and Work Engagement of Healthcare Professionals. Mater Sociomed. 2022 Sep;34(3):216-224. doi: 10.5455/msm.2022.34.216-224. PMID: 36310751; PMCID: PMC9559882.

5. Alrawahi S, Sellgren SF, Altouby S, Alwahaibi N, Brommels M. The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon. 2020 Sep 6;6(9):e04829. doi: 10.1016/j.heliyon.2020.e04829. PMID: 32954029; PMCID: PMC7486437.

6. Herzberg F., Mausner B., Snydermann B. second ed. John Wiley & Sons; New York: 1959. The Motivation to Work.

7. Byrne M. The implications of Herzberg's "motivation-hygiene" theory for management in the Irish health sector. Health Care Manag (Frederick). 2006 Jan-Mar;25(1):4-11. doi: 10.1097/00126450-200601000-00002. PMID: 16501377.

This page was last updated on: 31/08/2023