Herzberg – Two factor theory

Herzberg – Two factor theory

   Herzberg’s Two Factor Theory discusses about the factors that lead employees of an organization either towards job satisfaction or dissatisfaction (Dartey-Baah & Amoako, 2011). It consists of both the hygiene as well as motivator factors. Motivator factor increases job satisfaction while improving the hygiene factors may decrease the chance of employees being dissatisfied about their jobs (Ball, 2003).

Figure 1.2: Herzberg’s Hygiene and Motivational factors

 

(Source:Herzberg, 2005) 

1.   Motivator factors – These factors are directly connected to the job and it is the satisfaction that an employee gains through engagement of his/her duties and responsibilities pertaining to the job or the job role (Haruna, 2013).According to (Ball, 2003), job satisfaction can be increased by follows,

·         The employees should feel a sense of achievement - The feeling which appreciates the contribution of each and every employee and his/her role in the great achievement.

·         The sense of recognition - This can be done through the proper identification of a particular employee’s role which has caused in increased performance. Recognition is the responsibility of the supervisors and the Management and should be identified and captured properly in providing recognition to the employees.

·         The level of responsibility - Each employee should have a clear understanding about his/her responsibilities in order to avoid deviances.

·         Providing enough authority to work itself - Each employee should be given enough freedom to work by him/herself.

·         Providing opportunities for advancement - Employees who perform well should be promoted to the next level.

·         Sense of personal growth - Employees should feel that he/she has got enough space for growth within the organization.

 

   If these elements are effective, then they can motivate an individual to achieve above-average performance and effort. For example, having responsibility or achievement can cause satisfaction (Dartey-Baah, 2011).

2.      Hygiene factors - These factors are not directly related to the job, but the conditions that surround doing the job.  However, the presence of such conditions does not necessarily build strong motivation, (Gibson 2000).

 According to (Ball, 2003), hygiene factors help in decreasing the job dissatisfaction as mentioned below,

·         Favorable working conditions

·         Increased coworker relations

·         Favorable policies and rules

·         Supportive supervisor

·         Base wage and salaries according to the industry standards

   These two factors apply to workplace comprehensive pay and benefit programs, developing team building workshops, and creating ways to identify good performance. Be competitive in recruiting, and people will motivate you to stay and stay loyal (George 2005).

 

Example - In the Insurance sector I’m working, high level Management has to Manage hygiene and motivator factors in the company. Such as,

To motivate the employees -

•           Providing opportunities for achievement
•       Recognizing workers contributions
•       Creating work that is rewarding and that matches the skills and abilities of the employeeGiving as much responsibility to each team member as possible
•      Offering training and development opportunities so that people can pursue the positions they      want.

To eliminate the job dissatisfaction -

•        Fix poor and obstructive company policies.
•     Provide effective, supportive and non-intrusive supervision.
•     Create and support the culture of respect and dignity for all team members.
•     Ensure that wages and salaries are competitive.
•     Provide job security.

References

Ball, J., 2003. UNDERSTANDING HERZBERG'S MOTIVATION THEORY, s.l.: s.n.

Dartey-Baah, K. & Amoako, G. K., 2011. Application of Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective , s.l.: s.n.

George, J. M. & Jones, G. R. (2005), “Understanding and managing organisational behavior”, (4th ed.). Upper Saddle River, NJ, Pearson Prentice, New York: McGraw-Hill

Gibson, J., Ivanevich, L., John, M. & Donnelly, J. H. (2000), “Organisations-Behaviour- StructureProcesses”’ 10th Edition. Boston. McGraw-Hill.

Haruna, M. K., 2013. AN EMPIRICAL ANALYSIS OF HERZBERG'S TWO-FACTOR THEORY, s.l.: s.n..

Herzberg, F. (2005). Motivation-hygiene theory Organizational behavior one: Essential theories of motivation and leadership, eds JB Miner, ME Sharpe Inc, New York, 61-74.