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    Herzberg's Two Factor Theory

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    Ekaterina Mazyarkina
    Frederick Herzberg developed the two-factor theory of motivation after interviewing 200 employees. The theory states there are two categories of job factors that influence satisfaction and motivation: hygiene factors and motivational factors. Hygiene factors such as salary, supervision, and working conditions prevent dissatisfaction but do not motivate, while motivational factors like achievement, recognition, and responsibility positively motivate employees and increase job satisfaction. The theory suggests managers should focus on both hygiene and motivational factors to maximize employee performance and reduce turnover.

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    Herzberg's Two Factor Theory

    Uploaded by

    Ekaterina Mazyarkina
    183 views19 pages
    Frederick Herzberg developed the two-factor theory of motivation after interviewing 200 employees. The theory states there are two categories of job factors that influence satisfaction and motivation: hygiene factors and motivational factors. Hygiene factors such as salary, supervision, and working conditions prevent dissatisfaction but do not motivate, while motivational factors like achievement, recognition, and responsibility positively motivate employees and increase job satisfaction. The theory suggests managers should focus on both hygiene and motivational factors to maximize employee performance and reduce turnover.

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    Herzberg’s two factor theory

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    Herzberg’s two factor theory

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    Frederick Herzberg developed the two-factor theory of motivation after interviewing 200 employees. The theory states there are two categories of job factors that influence satisfaction and motivation: hygiene factors and motivational factors. Hygiene factors such as salary, supervision, and working conditions prevent dissatisfaction but do not motivate, while motivational factors like achievement, recognition, and responsibility positively motivate employees and increase job satisfaction. The theory suggests managers should focus on both hygiene and motivational factors to maximize employee performance and reduce turnover.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    183 views19 pages

    Herzberg's Two Factor Theory

    Uploaded by

    Ekaterina Mazyarkina
    Frederick Herzberg developed the two-factor theory of motivation after interviewing 200 employees. The theory states there are two categories of job factors that influence satisfaction and motivation: hygiene factors and motivational factors. Hygiene factors such as salary, supervision, and working conditions prevent dissatisfaction but do not motivate, while motivational factors like achievement, recognition, and responsibility positively motivate employees and increase job satisfaction. The theory suggests managers should focus on both hygiene and motivational factors to maximize employee performance and reduce turnover.

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    You are on page 1of 19

    Herzbergs two - facto

    theory

    Frederick
    Irving Herzberg
    1923 - 2000
    The MotivatorHygiene theory

    BACKGROUND
    - F. Herzberg was a pshychologist
    - Wanted to find out what made people feel
    satisfied and unsatisfied at the workplace
    - Interviewed 200 employees
    - The results developed a theory

    ALL ABOUT TWO - FACTOR THEORY


    - In 1959 proposed a two factor theory
    - Satisfaction factors
    - Dissatisfaction factors

    THE TWO - FACTOR THEORY

    gories:

    Herzberg classified these job factors into two

    Hygiene factors - are those job factors which when


    adequate/reasonable in a job, satisfy the employees and
    do not make them dissatisfied
    EXAMPLES:
    Quality of supervision when a company has poor supervision there is
    not enough responsibilities for taking action for the solving problems in the
    company. Employees usually feel that their work is not valued by the
    company.
    Pay - the increase or decrease of a salary effects the dissatisfaction in the
    company.
    Company policies - an employees perception of whether the policies in
    place are good or bad or fair or not, changes the level of dissatisfaction
    that employee will feel.

    Hygiene factors
    Physical working conditions - this includes the physical surroundings that
    one works in, such as the facilities or location.
    Relations with others - this is those relationships one engages in with their
    supervisors, peers, and subordinates while another one feels about the
    interaction and discussions that take place in the work environment can also
    effect dissatisfaction.
    Job security - the sense of job security in the position or organization as a
    whole relates to the dissatisfaction as well.

    Motivational factors - motivate the employees for a superior


    performance.

    EXAMPLES:
    Promotion opportunities - this refers to the expected or unexpected
    possibility of promotion. A promotion raises the status of employees who
    receives a promotion which is like a sign of respect from the employer.
    Opportunities for personal growth - this motivation factor includes the
    chance one might have for advancement in the company.

    Recognition - when the employee receives the acknowledgement they


    deserve for a job well done, the satisfaction will increase.
    Responsibility - this involves the degree of freedom an employee has to
    make their own decisions and implement their own ideas. The more liberty to
    take on that responsibility the more inclined the employee may be to work
    harder on the project, and be more satisfied with the result.
    Achievement - an example of positive achievement might be if an
    employee completes a task or project before the deadline and receives high
    reviews on the result, the satisfaction the employee feels would increase.

    ADVANTAGES
    Can Increase organization productivity
    and profitability
    Explain that money is not everything
    what workers need
    Can decrease expenses of the
    company

    Disadvantages
    Generalization (not be appropriate to all groups)
    Example:People are motivated and satisfied by different things

    Factors that motivate can change during an individual's lifetime.


    Example: A young employee, for example, sees job security as a hygiene factor,
    whereas an older employee who relies more on his job, sees it as a motivator.

    Disadvantages
    Too much of a good thing can be bad
    Example: Giving an employee responsibility they are not prepared for
    can be overwhelming and become a demotivated.

    Also, certain hygiene factors are motivators to some


    individuals.
    Example: salary

    Usual Kazakhstani company


    Do not use different methods of stimulation
    Money considers as motivating factor

    Do not have enough time

    Reasons

    Do not have skills


    Do not have desire to use a variety of methods to
    stimulate
    Results of workers satisfies employers
    Moral stimulus do not affect the motivation

    LIFE APPLICATION OF HERZBERGS


    TWO-FACTOR THEORY OF GOOGLE INC.
    giving a great working place and benefits to their staff
    using the fun and laughter at workplace
    providing the gourmet food as free for their staffs
    installed a room with massage chairs

    LIFE APPLICATION OF HERZBERGS


    TWO-FACTOR THEORY OF GOOGLE INC.

    Advantages
    employees become more
    productive and creative

    Disadvantages
    employees become more
    productive and creative

    protect the staff resign

    protect the staff resign

    remove the loss of Google

    remove the loss of

    Inc.'s knowledge

    Google Inc.'s knowledge

    IMPLICATIONS FOR
    MANAGERS

    ensuring that hygiene factors are sufficient to avoid


    any employee dissatisfaction
    ensuring that the work is rewarding and challenging
    enough to motivate employees to work harder
    focusing on job enrichment

    THANK YOU FOR YOUR


    ATTENTION

    REFERENCE LIST
    Two Factor Theory - Herzberg's Motivation Theory. (2016). Leadership-Central.com.
    Retrieved 30 October 2016, from http://
    www.leadership-central.com/two-factor-theory.html#axzz4OaDZayX4
    Nogales, K. (2016). | 4brain.
    4brain.ru. Retrieved 30 October 2016, from
    https://4brain.ru/blog/%D1%82%D0%B5%D0%BE%D1%80%D0%B8%D
    1%8F-%D0%BC%D0%BE%D1%82%D0%B8%D0%B2%D0%B0%D1%86%D0%B8%D
    0%B8-%D0%B3%D0%B5%D1%80%D1%86%D0%B1%D0%B5%D1%80%D0%B3%D
    0%B0
    /

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