Herzberg’s two-factor theory

 

Herzberg’s two-factor theory was first published in 1959 based on two hundred engineers and accountant feedback and it was mainly focused on the individual in the workplace, but the theory has been popular among the manager as it also emphasized the important knowledge and experience (John Adair, 2009). There are two factors that effected on job satisfaction which is the motivation factor and the hygiene factor are the main concept of this theory (Alshmemri, Shahwan-Akl, and Maude, 2017). When it considered  individual job satisfaction  Hygiene factors are more important than  motivation factors (Alshmemri, Shahwan-Akl, and Maude, 2017)

This theory is very closely related to Maslow's Hierarchy of Needs theory. It introduced more factors and details to measure how individuals are motivated in the work environment than Maslow’s hierarchy of needs (Fauziah et al., 2013). The Presence of motivational factors can produce job satisfaction and if it is absent leads to no job satisfaction but a poor hygiene factor can cause job dissatisfaction (Alshmemri, Shahwan-Akl and Maude, 2017). 

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.