Figure 1: Different views between traditional motivation and
Herzberg’s two-factor theory.
(Chu
and Kuo, 2015)
According to Yousaf (2020) Motivation factors are,
- Advancement
- Work itself
- Possible of growth
- Responsibility
- Recognition
- Achievements
And the Hygiene factors are,
- Interpersonal relationship
- Salary
- Policies and administration
- Supervision
- Working condition
Table 1: Comparisons between the Two Factors of Herzberg’s Theory (Alshmemri, Shahwan-Akl and Maude, 2017)
In one of the organizations which I
worked for leading IT support services providing, the facilities provided by
the organization management,
Motivational factors
All employees get an extra amount of
money through an incentive scheme based on the department's performance. The
organization held the recognition program to motivate their employees such as
Engineer of the month, helpdesk coordinator of the month. It was a good working
environment to work and employees get the chance to implement their own ideas.
Hygiene Factors
It was introduced a new helpdesk system and helps to efficient all works. Supervisors have good relationships with their subordinates. It provides a good working condition and some other facilities such as food allowance, transport, medical coverage. For minor staff members get special school books for his/ her kids.
References:
Alshmemri,
M., Shahwan-Akl, L. and Maude, P. (2017) ‘Herzberg’s two-factor theory’, Life
Science Journal, 14(5), pp. 12–16. doi: 10.7537/marslsj140517.03.Keywords.
Chu, H.-C. and Kuo, T. Y. (2015) ‘Testing Herzberg’s
Two-Factor Theory in Educational Settings in Taiwan’, The Journal of Human
Resource and Adult Learning, 11(1), pp. 54–65. Available at: http://www.hraljournal.com/Page/10
HuichinChu&TsuiYangKuo.pdf.
Fauziah, W. et al. (2013) ‘HERZBERG ’ S TWO FACTORS
THEORY ON WORK MOTIVATION : DOES ITS WORK FOR TODAYS ENVIRONMENT ?’, 2(5), pp.
18–22.
John Adair (2009) ‘Frederick Herzberg: Hygiene Motivation
Theory thinker’, Chartered Management Institute, pp. 1–4. Available at:
https://www.bl.uk/people/frederick-herzberg.
Yousaf, S. (2020) ‘Dissection of Herzberg ’ s Two -Factor
Theory to Predict Job Satisfaction : Empirical Evidence from the
Telecommunication Industry of Pakistan’, 2(Spring), pp. 85–128.
Hygiene factors are not directly related to the job and the presence of such conditions does not necessarily build strong motivation but necessary to prevent dissatisfaction. The absence of motivational factors does not prove highly dissatisfying but when present, they build strong levels of motivation that result in good job performance (Baah & Amoako, 2011).
ReplyDeleteHerzberg’s two factor theory of motivation of employees is constructed on a two-dimensional set of factors affecting employees’ attitudes to work. The first set of factors consists of hygiene factors such as company policies, supervision, interpersonal relations, job security, working conditions, and salary. According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction (Lukwago et al., 2014)
DeleteWhile the two factor theory has many practical implications, it is not without its flaws. For example, as mentioned by Kunchala (2017) an inexperienced employee could perceive job security as a hygiene factor, whereas a more experienced employee would see it as a motivator. Hence, factors that motivate can change during an individual's lifetime. Moreover, the theory overlooks situational variables.
ReplyDeleteThe hygiene factors identified for the study are also applicable under NARO and these are company policy, supervision, working conditions, interpersonal relations, job security and; salary and fringe benefits. Similar studies have also identified these factors as appropriate in motivation studies in in Africa and the developing world Contradictions in some cases have, however, been indicated in the analysis of these factors (Lukwago et al., 2014)
DeleteTheory Basically speaks about the,Motivating Factors And Hydiene factors that causes employees to work harder and in the absence of hygiene factors employees to work less hard, and the hygiene factors are not present in the actual job atmosphere but same exists surround the job (Stello, 2011).
ReplyDeleteygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary. Motivation factors led to positive job attitudes and hygiene factors surrounded the ‘doing’ of the job. Herzberg described motivation factors as intrinsic to the job and hygiene factors as extrinsic to the job (Alshmemri, Shahwan-Akl and Maude, 2017).
DeleteAccording to Chileshe and Haupt(2010), Hygiene Factors are correlated with reducing the job dissatisfaction. This lead to preventing job dissatisfaction. factors are; Interpersonal Relations, Working Conditions, Salary, Supervision.
ReplyDeleteYes, positive results that incentives are driven by intrinsic motivations, which give a positive response to employee performance, while hygiene factors are due to exogenous elements, which eliminate areas of dissatisfaction(Shaikh, Shaikh and Shaikh, 2019)
DeleteShermerhorn (2001), emphasizing that Herzberg's two-factor theory clarifies the motivational effects of the work environment. Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further, Hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies and administration create general satisfaction (Kim, 2006). Herzberg says best way to motivate the employees is to give challenging work that they can take responsibility (Leach and Westbrook, 2000). Management need to implement combination of Hygiene and Motivation factors to motivate employees (Dartey-Baah and Amoako, 2011).
ReplyDeleteAt the heart of the two-factor theory is the difference between motivation and hygiene factors, or intrinsic and extrinsic factors. Herzberg described motivation factors as intrinsic to the job and hygiene factors as extrinsic to the job. There for, motivation factors operate to only increase and improve job satisfaction; whereas hygiene factors work to reduce job dissatisfaction (Alshmemri, Shahwan-Akl and Maude, 2017)
DeleteAgreed on the above contents, the difference between the other with two factors theory is the role of employee expectations. Herzberg believes that there is an inverse association between intrinsic incentives and extrinsic incentives. That is, when intrinsic incentives exist, they tend to Increase incentives, and when external incentives do not exist, they tend to reduce incentives because employees' expectations of external incentives (such as wages, benefits) are predictable, so when they exist, they do not increase incentives but when they don't exist, they can cause dissatisfaction (Owen, 2018).
ReplyDeleteboth Motivation and hygiene factors are associated differently with job attitudes because the motivator was considered to be the higher-order. As an individual level predictor, intrinsic motivation significantly increases the level of a public manager’s job involvement and the level of organizational effectiveness.(Chu and Kuo, 2015)
DeleteAgreed Madura, and adding something more to your content, according to Herzberg et al (1959), hygene factor is used in reference to ‘medical hygiene, which operates to remove health hazards from the environment’. Disease from health hazards or hygiene is preventable; similarly, employee dissatisfaction from hygiene issues at work is preventable. Hygiene factors are the variables correlated with reducing the level of job dissatisfaction, as opposed to motivation factors, which directly influence an employee’s motivation and satisfaction.
ReplyDeleteAccording to the theory Motivator factors do not affect job dissatisfaction and Hygiene factors do not affect job satisfaction (Bevins, 2018).
DeleteHygiene factors are related to the job context, such as wages and terms of service. In themselves, hygiene factors do not satisfy or motivate, and they primarily serve to prevent job dissatisfaction while not having a positive impact on positive job attitudes. Payment may not be satisfactory, but if it is insufficient or unequal it can lead to dissatisfaction (Armstrong, 2014).
ReplyDeleteHerzberg’s two-factor theory is one of the most widely used job satisfaction theories in job planning. Jobs are specifically designed to include motivational factors to improve job motivation and to ensure that there are hygienic factors to prevent job dissatisfaction.(Sanjeew, M.A. 2016)
ReplyDeleteHerzberg’s theory is one of the most significant content theories in job satisfaction (Dion, 2006). Further, Herzberg’s two-factor theory was noted by many researchers to be the most effective needs satisfaction model used in healthcare organizations (Timmreck, 2001 Cahill, 2011)
ReplyDeleteMotivation is assessed in a range from neutral to very satisfied, while hygiene factors are assessed in a range from neutral to very dissatisfied. It follows that motivational factors do not affect job dissatisfaction and hygiene factors do not affect job satisfaction (Bevins, 2018).
ReplyDeleteUnder Herzberg's theory, workers who are satisfied with both motivation and hygiene factors would be top performers, and those who are dissatisfied with both factors would be poor performers. Christopher (2005) found no support for this, and his research concluded that Herzberg's results prove accurate only under his original methodology.
ReplyDelete