The two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead to satisfying workers in the work environment. On the other hand, motivators are the factors that are related to the nature of the job and play a significant role in providing satisfaction among workers and leading to higher level of motivation Bassett-Jones and Lloyd The thesis statement for the paper is:
It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.
We will write a custom essay sample on Two-Factor Theory of Motivation or any similar topic specifically for you Do Not Waste HIRE WRITER According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction, while extrinsic hygiene factors, including status, job security, salary, and fringe benefits — if absent — produce dissatisfaction.
Individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. However, Herzberg added a new dimension to this theory, including factors that cause dissatisfaction as well, such as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions.
This two-factor model of motivation is based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction, while another and separate set of job characteristics lead to dissatisfaction.
Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration.
According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions.
Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself.
However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work.
This 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 unpleasable dissatisfaction.
Regarding the collection process: The factors on the right that led to satisfaction achievement, intrinsic interest in the work, responsibility, and advancement are mostly unipolar; that is, they contribute very little to job dissatisfaction.
Conversely, the dis-satisfiers company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary contribute very little to job satisfaction. From analysing these interviews, he found that job characteristics related to what an individual does — that is, to the nature of the work one performs — apparently have the capacity to gratify such needs as achievement, competency, status, personal worth, and self-realization, thus making him happy and satisfied.
However, the absence of such gratifying job characteristics does not appear to lead to unhappiness and dissatisfaction. Instead, dissatisfaction results from unfavourable assessments of such job-related factors as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions.
Thus, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization.
If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions. Two-factor theory distinguishes between: When they exist, motivator factors actively create job satisfaction.
If they are effective, then they can motivate an individual to achieve above-average performance and effort. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Motivation factors are needed to motivate an employee to higher performance. Unlike Maslow, who offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds.Herzberg’s two factor theory has been proven effective in many cases and analyzing the two factor theory will provide us with a greater insight on one of the most successful motivational theories made for corporate workplaces which has passed the test of time over its effectiveness.
Herzberg’s () Dual Factor Theory of Job Satisfaction has been applied often to nursing research studies, even though it was Related Documents Essay on Is There a Valid Test of Herzberg's Two-Factor Theory? The Herzbergs Two Factor Theory Business Essay Maslow’s needs hierarchy and Herzberg’s two-factor, while there is also the Alderfer’s ERG theory and McClellands need theory.
workplace and it puts into consideration both individual and group motivation but they also confirmed that not all the test of the theory has been . Following this, Lundberg et al () outline motivation theories applied on employments and explain Herzberg’s Two-Factor Theory of work motivation, ergo hygiene factors and growth needs (see Appendix 1; Herzberg, ; Herzberg, Mausner & Bloch Snyderman, ).
In , Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction.
Two-factor theory fundamentals: 2. 1 Research by Herzberg: Attitudes and their connection with industrial mental health are related to Abraham Maslow’s theory of motivation.
His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration.