A good knowledge of 4 Theories : Herzberg’s two factor theory

 

Herzberg’s two factor theory

Figure 3 (Adopted from Herzberg’s two-factor theory, 1968)


Psychologist Frederick Herzberg was found this motivation-hygiene theory also called as two-factor theory. He investigated the question of ‘what employees want from their jobs?’. According to his theory, achievement, recognition, work itself, responsibility, advancement and growth can be seen as intrinsic factors which related to job satisfaction of an employee (Neckermann & Kosfeld, 2008). Once employees feel job dissatisfaction, extrinsic factors are appeared such as company policy and administration, supervision, salary, interpersonal relations and working conditions. Theory argued that, opposite side of the satisfaction is not dissatisfaction while rejecting the traditional believe (Scott, et al., 2006). This is because, eliminating dissatisfying facts from a job does not mean that deliverance of job satisfaction. Dual continuum is a result of this and he mentioned that opposite of satisfaction is ‘no satisfaction’ and opposite of dissatisfaction is ‘no dissatisfaction’. Further, Frederick argued that motivators are factors lead towards job satisfaction and hygiene factors are components lead to job dissatisfaction and motivators are separated from hygiene factors. So, if managers want to remove job dissatisfying factors will make happy workplace but not sufficiently make more motivated employees. Once, managers provide adequate hygiene factors to employees, they will not be dissatisfied and neither they will be satisfied. So, theory suggested that motivators are intrinsically rewarding or motivating the employees (Kabungaidze, et al., 2013).  


References

Kabungaidze, T., Mahlatshana, N. & Ngirande, H., 2013. The impact of job satisfaction and some demographic variables on employee turnover intentions. International Journal of Business Administration, 4(1), pp. 53-65.

Neckermann, S. & Kosfeld, M., 2008. Working for Nothing? The Effect of Non-Material Awards on Employee Performance. Frankfurt: Goethe-University.

Scott, A. et al., 2006. Job satisfaction and quitting intentions: a structural model of British general practitioners. British Journal of Industrial Relations, 44(3), pp. 519-540.


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