HERZBERG’S THEORY OF MOTIVATION OR TWO FACTOR THEORY OF MOTIVATION

 HERZBERG'S THEORY IN MOTIVATION

Two Factor Theory in motivation was proposed by Frederick Herzberg, a behavioral scientist in 1959.  FrederickHerzberg's theory of motivation is also known as 'Two Factor Theory', 'Dual Factor Theory' and ‘Motivation-Hygiene’ Theory. This theory is based on the information collected by him and his associates (in the USA in 1959) by interviewing two hundred engineers and accountants. The information collected relates to the attitude of people towards work. This attitude towards work depends on two sets of factors namely hygiene or maintenance factors and the motivating factors.

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Hygiene Factors of Two Factor Theory:

 

•  According to Frederick Herzberg, the Hygiene Factors do little contribution to provide job satisfaction.

• These factors must be maintained at a reasonable level of satisfaction in employees.

•  He called them "dissatisfiers' as their absence cause dissatisfaction but their presence will not motivate but only prevent dissatisfaction. In other words,  any increase beyond this level will not provide any satisfaction in employees, however any cut below this level will dissatisfy them.

•  They are not an intrinsic part of a job, but they are related to the conditions under which a job is performed. Thus, they are not related to job content rather job context.

•   As per Herzberg these are of no use for motivating the employees.

Hygiene / Maintenance Factors are :-

1. Company's Policies and Administration,
2. Supervision,
3. Working Conditions,
4. Interpersonal Relations with superiors
5. Interpersonal Relations with subordinates.
6. Interpersonal Relations with peers.
7. Salary,
8. Job Security,
9. Status,
10. Personal Life.

Motivating Factors of Two Factor Theory:

• Motivating Factors act as forces of job satisfaction. They provide job satisfaction to the employees.

• Most of these factors are related to job contents.

• If there is increase in such factors then it will lead to satisfaction to the employees but any decrease in such factors will not affect their level of satisfaction.

• According to Herzberg such factors can be used as a tool for motivating the employees for higher output.

• Such factors are six and are called motivators by Herzberg. The motivating factors are:

Motivating Factors are :-

1. Achievement
2. Recognition for Accomplishment
3. Increased Responsibility
4. Opportunity for Growth and Development
5. Creative and Challenging Work
6. Advancement.

Criticism of Two Factor Theory:

• Herzberg’s model is method bound. Other researchers who carried out similar study with different methods got different results. Thus, the theory lacks general acceptability.

• Individuals on the job may affect by any change either the job environment or in the job content. Thus his has been criticized on this ground.

• This theory does not attach much importance to pay, status, or interpersonal relationships which can be taken as important contents of satisfaction.