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Assignment 05 - Two-Factor Theory
This
motivational theory was introduced by Fredrick Herzberg referring Maslow’s
Hierarchy of Needs theory. The theory explains two types of employee work
related needs. Those needs are categorized in to two factors namely, motivators
and hygiene factors. This two-dimensional paradigm of factors affecting
attitudes of worders when compared to the Maslow’s needs theory (Gawel, 1997).
Source:
Van der Westhuizen (1991)
According
to the interpretation of the author Van der Westhuizen (1991), hygiene factors
are known as demotivators. As per the above Table 1, Organizational policies,
supervision, work security, interpersonal relations, salary and work
environment are hygiene factors.
These
are the set of factors required by employees to perform at their minimum level.
When these factors are not provided by organizations, employees get
demotivated. But having these factors does not motivate employees. In other
words, these factors do not induce motivation for employees to work at their
optimum levels (Dartey-Baah & Amoako, 2011). Therefore, we can conclude
that out of the two factors, hygiene factors are basic requirements of
employees which do not influence motivation, but without them, dissatisfaction
arise.
On
the other hand, Fredrick Herzberg identified factors such as work itself,
achievement, opportunity for advancement, responsibility, personal development
and training. These are known as motivators under two factor theory. Because by
providing these factors to employees, they become energized. They get highly
motivated and reach at their optimum performance.
Also,
there is a critic about Two-Factor theory. That is, Herzberg’s TwoFactor theory
only focuses on employee satisfaction. It does not address employee motivation
and employee performance (Lunenburg and Ornstein, 2008). However,
the two-factor theory demonstrates top managers in organizations on how they
can develop hygiene factors to assist employees best and enhance performance
(Elock 2020).
Example- In order to assess
whether the staff is happy or unhappy, organizations can use Fredrick
Herzberg’s Two Factor Theory. Managers can observe the behavior of employees
and decide whether the employees are unhappy with their current job simply by
exhibiting poor performances, higher absenteeism, turnover. Without having the
basic needs employees become dissatisfied. Without personal and job security,
working conditions, fair salaries, freedom and fair policies they become
dissatisfied. These factors will help employees to work as usual, but not
extra. By providing above set of basic needs is not adequate to increase
performance.
In order to increase the
enthusiasm and engagement, job satisfaction and performance organizations
should provide rewards and additional perks, (Financial and non-financial),
encourage employees by praising them, assign responsibilities and make
employees empowered.
As an example, google company provide
benefits for employees such as.
- · Healthcare Benefits.
- · Work/Life Balance.
- · Parental Leave.
- · Paid Time Off.
- · Financial & Retirement Benefits.
- · Flexibility.
- · Food & Snacks.
- · Mental wellbeing
- · Onsite Services & Conveniences
- · Fitness Facilities
- · Other Incentives and etc.
References
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. European Journal of Business and Management,3(9):1-8.
Elock,
E. S. (2020). The Role of Motivational Theories in Shaping Teacher Motivation
and Performance: A Review of Related Literature. International Journal
of Research and Innovation in Social Science (IJRISS), 4(4), 64-76.
Gawel,
J.E. (1997). Herzberg's theory of motivation and Maslow's hierarchy of
needs.Washinton DC: ERIC.
Van
der Westhuizen, P.C. (Ed.). (1991). Effective educational Management. Cape
Town: Kagiso Tertiary
Chaturika, Even though the two factor theory of Herzberg is widely accepted in general all over the world across organizations it may not hold correct to some jobs or the effect of factors may vary according to the job. As an example according to a study carried out by Bellot and Tutor in 1990 it was found that salary acted as a strong motivator for Tennessee Career Ladder program which has 30,000 members. According to Herzberg salary is a hygiene factor and is not a motivator. (Gawel 1996).
ReplyDeleteYes Amal. You are correct. since the literature showed many motivational factors, the each and every theories may not suit for each and every company when it comes to reality. However, Basset-Jones and Lloyd (2005) states that despite the common view, the reputation of one's in an organization and the financial benefits might be second to the intrinsic feelings' accomplishment.
DeleteThis theory has emerged as a result of a research on job satisfaction done with 203 accountants and engineers by
ReplyDeleteHerzberg, Mauser and Snyderman in Pittsburg in 1959 (Koçel, 2010, p. 626; Stello, 2011).
Frederick Herzberg’s well known Two-Factor Theory was designed in year 1959. Based on two hundred engineers and accountant feedback collected in the USA regarding their personal feelings towards their working environments, Herzberg defined two sets of factors in deciding employees working attitudes and level of performance, named Motivation & Hygiene Factors (Robbins, 2009)
DeleteChathurika, I also agree with Amal's comment. Some researchers have found that salary acts highly as a motivator. Stringer et al. (2011) investigated the effects of a pay-for-performance system on intrinsic and extrinsic motivation elements, as well as work satisfaction, among front-line employees at an Australasian retailer. They came to the conclusion that compensation and incentives have the strongest link to work satisfaction. Ibrahim and Boerhaneoddin (2010) found that salary had a considerable impact on job satisfaction in the Malaysian environment. Another study by Islam and Hj. Ismail (2008) surveyed over 500 workers from 96 different Malaysian organizations and found that the element of compensation was beneficial in motivating their respondents.
ReplyDeleteYes Ravindu thanks for commenting and please refer I have commented to Amal.
DeleteAgree and in other word, the theory argues that there are separate sets of mutually exclusive factors in the workplace that either cause job satisfaction or dissatisfaction (Herzberg, 1966; 1982; 1991; Herzberg, Mausner, & Snyderman, 1959).
ReplyDeleteDartey-Baah and Amoako (2011), emphasis that Herzberg divided motivation in to two factors: Motivator and Hygiene’s further, two factors determine employee’s satisfaction or dissatisfaction about their job.
DeleteHi..Chathurika, However, Yusoff, Kian and Idris (2013) argued this theory has been found less practical in for today’s employees’ motivation studies. Since most of the research finding concluded that extrinsic factors should be accepted to have direct impact on employees’ job satisfactions.
ReplyDeleteYes Ture Aruna. 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).
ReplyDelete