HERZBERG THEORY Of MOTIVATION

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TWO FACTOR THEORY

Proposed

the motivation-hygiene theory in 1959 He introduced two main factors which influence employees during their job/work : motivational factors and hygienic factors/dissatisfiers The Research was conducted by him and his associates in Pittsburgh

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What is motivation and motivational factors?

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 In

general, the various factors or elements which generates a spark in a person or group of people to do things in order to accomplish his/their goal can be defined as motivation and the factors or elements which generates the spark are known as motivational factors.

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What is hygiene and hygienic factors?

Some

conditions which do not provide positive satisfaction, but their presence does not motivate the employees or their absence can create dissatisfaction among them. They are also known as maintenance factors as they are required to maintain a considerable level of satisfaction in order to keep the mental health of the employees stable.

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Some motivational factors and hygienic factors

Motivational factors Recognition Achievement Advancement Challenging work New experience Responsibility
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Hygienic /maintenance factors

Wages Fringe benefits Job security Working conditions Salary Status

Role of motivational and hygiene factors

Hygiene

factors

Motivating

factors
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Herzbergs MotivationHygiene Model:Herzberg proposed the MotivationHygiene Theory, also known as the Two factor theory (1959) of job satisfaction. According to his theory, people are influenced by two sets of factors: Hygienic factors Motivational Factors

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 Motivational Factors:Hygienic Factors:

These are as maintenance factors in job because Also known needed to motivate an employee into higher performance. These factors are essential for they are necessary to maintain a reasonable level of increasing the productivity of the employees. satisfaction among the employees. These are needed to ensure that an employee does not feel dissatisfied. They do not lead to higher levels of motivation but without them, there is dissatisfaction.

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Absence of these factors can result in: Low Productivity Poor service Quality Strikes/Industrial Disputes Complaints about Click to edit Master subtitle style working conditions

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CONTRIBUTION OF HERZBERG THEORY

Herzbergs motivation hygiene theory has experienced a large conduct of tending from the managers.

The canonical determination of his theory is that an individual cannot attain greater performance just by improving remunerations and environment. Click to edit Master subtitle style

This tends to be revealing factor to managers who go on improving pays and profits with the hope of higher efficiency and with that Herzberg emphasised on the job as an intrinsic motivating factor.

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INTRINSIC MOTIVATING FACTOR

According to the Herzberg theory the cordial factor in

job satisfaction and high performance lies in job enrichment. The other factors influencing the job satisfaction are recognition , growth , advancement & responsibility and whenever the people felt good about their work, they tend to impute these characteristics to themselves. Hence, Herzbergs theory made a substantial contribution to the mangers better understanding of human behaviour.
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HERZBERGS HYGENIE FACTORS

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APPRAISAL OF HERZBERGS THEORY

Herzbergs theory provides an insight into the task of motivation by drawing attention to the importance of job factors which are often overlooked. Particularly, it shows the value of job enrichment in motivation.
However, Herzbergs theory has not gone unchallenged. It has been criticised on the following grounds 1. Herzberg drew conclusions from a limited study covering engineers, accountants and other professional , they may like responsibilities and challenging jobs. But the general body of the workers are motivated by pay and other financial benefits.

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2.In Herzbergs study, the interviewees were asked to report exceptionally good or exceptionally bad moments. This methodology is defective because there is a common bias among human beings to take more credit for good things 3. Herzberg gave too much emphasis on job enrichment. But job enrichment is not the only answer. Off-the-job satisfaction of the workers is also important. Herzberg did not attach much importance to pay, status or interpersonal relationships which are important contents of satisfaction. Blame on others for bad things. 4.This distinction between maintenance factors and motivating factors is not definite. What is a maintenance factor (e.g., pay) for a worker in United States may be a motivator to a Chinese worker. Thus, Herzberg ignored the dominating influence of situational variable.

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Comparison of Herzberg and Maslow Model

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1.

There is great similarity between Herzbergs and Maslow model .A close study of Herzbergs model shows that some employees may have fulfil level of social and economic progress in society but for them Higher needs are primary motivator. Thus we can say money might be a motivator for a operative employees and some managerial employees. Herzberg theory draw a distinction between two factors namely Motivational and Maintenance and point out that motivational factors often derived from job itself.

2.

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Motivation-Hygiene Combinations

(Motivation = M, Hygiene = H)
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1. 2. 3. 4. 5. 6.

Maslow Model vs Herzbergs BASIS MASLOW HERZBERG Model

Hierarchy of Need Sequential Arrangement of needs Nature Motivational Factor Central Theme Descriptive Any need is motivator if it is relatively Unsatisfied Unsatisfied needs energies behavior and cause performance Take a general view of motivational problems of all workers. No hierarchical arrangement needed Prescriptive Only higher order needs serve as motivator Gratified or Satisfied needs cause performance Take a micro view and deals with Work Oriented motivational Problem

Applicability

Empirical Data

Needs hierarchy theory based Motivation hygiene theory on intuition and not on is based on data collected empirical study from professional people.

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Herzbergs Motivation Hygiene theory can be used as a guidelines for the organizations that hygiene or maintenance factors are the extrinsic & most important factor in order to maintain reasonable level of job satisfaction among employees.

Reflection and Conclusion

The Herzberg theory highlights that Hygiene factors do not provide job satisfaction but lack of these factors may dissatisfy them therefore healthy and appropriate level of these factors should be maintained by business organizations. This theory of Herzberg is helpful to understand that feelings of happiness ,satisfaction and dissatisfaction are related to the working environment of employees.

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References
1. N. K. (N.d.) Clarification and evaluation of the two factor theory. Theory of job satisfaction, pp 18-31 2.Hackman, J. R. & Oldham, G. R. Motivation through design of work. Organization behavior and human performance (16) pp. 250-279 3. Chhabra, T. N., Marketing management (2006) , (4th ed.). Dhanpat Rai & Co.

Click to John. Master subtitle style 4. Miner, edit B. (2002). Organizational

behavior : Foundation, theories and analysis. New York : Oxford University Press

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Thank you for Your time Any Questions???? THE END

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