(Kurt, 2021)
Herzberg, (As cited by Wan 2013) found that job satisfaction and job dissatisfaction acted independently of each other. The Two-Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.
Motivation factors: factors that are related to workplace satisfaction. They cover intrinsic needs such as achievement, recognition, and advancement. Motivation factors allow employees to be content in their jobs and promote growth.
Hygiene factors: factors that are not related to workplace satisfaction but must be present in the workplace in order to prevent dissatisfaction. Hygiene factors cover extrinsic needs such as pay grade, workplace policy and relationships with their peers.
Figure 1.0 : Relation between Maslow’s needs hierarchy and Herzberg’s two factor theory
(Gomathi, 2017)
Gomathi (2017) has been identified that there is a relationship between the Maslow’s needs hierarchy and Herzberg’s two factor theory. The first 3 needs in Maslow’s hierarchy: Physiological, Safety & Social needs can be considered as hygiene factors since they can be dissatisfied the employees if unable to meet their requirements. Esteem & self-actualization which are at the top of the Maslow’s needs hierarchy, can be considered as motivative factors because they can help to achieve the employees’ individual goals & recognitions.
Video 1.0 : Herzberg Two Factor Theory
Fartin, 2017
Video 1.0 illustrates the application of Herzberg’s motivation and hygiene factors. Motivation factors increase the job satisfaction and hygiene factors lead to dissatisfaction of employees. Furthermore opposite word for the satisfaction is non- satisfaction & opposite word for the no-dissatisfaction is dissatisfaction ( As cited Yousaf, 2019 ).
In the organization which I work, the company sponsored to events such as an award ceremony and an employee day to increase the employee motivation. Employees operate in a comfortable working environment in which they are engaged. Different responsibilities have been assigned to employees based on their skills and achievements. further, there is an opportunity to apply their own ideas to increase the productivity in the organization. Each employee is given the opportunity to be promoted based on their achievements. The Human Resource department organizes many productive trainings to enhance the skills & knowledge of employees.
Salary is the main hygiene factor (As cited by Rupasinghe, 2009). My organization has introduced an activity-based allowance scheme for their employees, in addition to their monthly salaries & it has eliminated job dissatisfaction. Further, to manage employee dissatisfaction, my organization is introducing flexible & obstructive company policies, providing non-intrusive supervision, building job status by providing challenging tasks for all positions and upgrading the operational culture with respect & dignity to all others.
According to the Hayday, (2003) the relationship between motivation and job satisfaction is not unduly complicated. The problem is that many employers and managers use hygienic factors to encourage employees when in fact, beyond the very short term, they do very little to motivate them.
However, the two-factor theory fails to distinguish between physical and psychological aspects, as well as to precisely explain what motivators are and how they differ from hygiene factors. (Golshan, 2011). It also fails to express the degrees of satisfaction and dissatisfaction as a measure rather than using numbers. Another critique is that it assumes that everyone will react in the same way in a comparable situation.
References
Golshan, N. ,. A. H. K. B. A., 2011. Effects of
Motivational Factors on Job Satisfaction: An Empirical Study on Malaysian
Gen-Y Administrative and Diplomatic Officers. Singapore, IACSIT Press.
Gomathi, S. &. T.
A., 2017. A Comparative Study on Motivation Theory with Maslow’s Hierarchy
theory and Two factor theory in Organization. Indo-Iranian Journal of
Scientific Research (IIJSR), 1(1), pp. 204-208.
Hayday S, S. P. D.
R., 2004. The Drivers of Employee Engagement. Brighton: INSTITUTE FOR
EMPLOYMENT STUDIES.
Kurt, S., 2021. educationlibrary.org.
[Online]
Available at: https://educationlibrary.org/herzbergs-motivation-hygiene-theory-two-factor/
[Accessed 23 Augest 2021].
Rupasinghe, M., 2019.
A Study on the effect of the Hygiene Factors on overall Job Satisfaction of
the Employees in Airline industry. Colombo journal and advanced reserch, 1(1),
pp. 147-159.
Wan, F. W. Y. &.
T. S. K., 2013. HERZBERG’S TWO FACTORS THEORY ON WORK MOTIVATION: DOES ITS
WORK FOR TODAYS ENVIRONMENT?. Global journal of commerce and management
perspective, 2(5), pp. 18-22.
Yousaf, S., 2019.
Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction:
Empirical Evidence from the Telecommunication Industry of Pakistan. Lahore
Journal of Business, 8(2), pp. 85-128.
agreed with the blog you have written by concluding different arguments. Herzberg’s two factor theory is one of the popular theory used by motivational researchers in different industry which provides integration of individual’s intrinsic and extrinsic motivation factors related to many motivational theories (Tan, 2013). Borkowsli in 2011, also mentioned that the Herzberg founded similarities of other theories with his theory and each carries motivation of employees in similar terms.
ReplyDeleteYes. Adding to above, full supply of Hygiene Factors will not necessary result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed (Wan et al, 2013).
DeleteAgreed with the current debit. Further, Herzberg’s two-factor theory many scholars used to job satisfaction research. Usually, motivations factors follow the hygiene factors, and it drives employee job satisfaction (Alshmemri, Shahwan-Akl and Maude, 2017).
ReplyDeleteYes. However, Herzberg (1957), clearly states that the hygiene factors does not necessarily motivate the employee to perform better. What does is, it prevents dissatisfaction and lesser than expected job performance.
DeleteHi Nuwan
ReplyDeleteSince you did not explain the limitations of Herzberg's two factor theory in detail, I thought to add some points. One of the main limitations of this theory is it is based on some assumptions that there is a relationship between satisfaction and productivity. On the other hand, it is highly unreliable of the dependability of the two-factor theory (Kunchala, 2017).
Yes Sumeera, As mentioned in my blog, the two-factor theory fails to distinguish between physical and psychological aspects, as well as to precisely explain what motivators are and how they differ from hygiene factors. (Golshan, 2011). It also fails to express the degrees of satisfaction and dissatisfaction as a measure rather than using numbers. Another critique is that it assumes that everyone will react in the same way in a comparable situation.
Deleteyes, The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction. The four hygiene factors that had a significantly negative effect on job dissatisfaction were technical supervision, personal life, status and job security. Job satisfaction had a significantly negative effect on turnover intention, while job dissatisfaction had a significantly positive effect on the variable, which supported Herzberg’s theory. (Saehya Ann , Shane C. Blum 2019)
ReplyDeleteAgreed with your arguments. According to Herzberg (1957), intrinsic motivators and extrinsic motivators have an inverse relationship. That is, intrinsic motivators tend to increase motivation when they are present, while extrinsic motivators tend to reduce motivation when they are absent.
DeleteWhile agreeing with your point, as per Ganta V.C (2014) Motivation is classified into two factors such as
ReplyDelete• Extrinsic Motivation - This is defined as motivation derived from objects or causes
outside of the individual
• Intrinsic Motivation - Intrinsic motivation is the motivation that comes from within. It
comes from the personal enjoyment and educational
achievement that we derive from doing that particular thing
Yes. As addition to your points. According to Herzberg (1957), intrinsic motivators and extrinsic motivators have an inverse relationship. That is, intrinsic motivators tend to increase motivation when they are present, while extrinsic motivators tend to reduce motivation when they are absent.
DeleteAgreed with what you mentioned. Employee engagement and recognition can make people feel appreciated, engaged and happy at work.(Reucrof & Scott, 2015). As Herzberg mentioned it is evident that motivation has a direct impact on employee engagement as motivated employees will actively participate to achieve organizations expectations while highly being engaged to their job role.
ReplyDeleteYes. Herzberg's two factor theory can be utilized as an important tool in HRM. 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.
DeleteI would like to add that Application of the two-factor theory has been identified as impractical in today’s context as the researchers indicate extrinsic factors contribute to job satisfaction. Lynne (2012) explains that employees are satisfied on their job when expectations and values are met in their job. Whereas, this theory caters to the variables such relating to employees’ expectations, needs and values in comparison to interacting with their job tasks to determine what leads to satisfaction.
ReplyDeleteAgreed. 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).
DeleteIn order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives, which will help “move” their employees to act (Schulze and Steyn (2003). Motivation is a needs satisfying process, which means that when a person’s needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals (Robbins, 2001). Motivators involve factors built into the job itself, such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job, such as interpersonal relationships, salary, supervision and company policy (Herzberg, 1966).
ReplyDeleteAgreed with arguments. The factors related to ‘the need to avoid unpleasantness’, and is known as hygiene factors. Hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary (Herzberg, 2003). Motivation factors led to positive job attitudes and hygiene factors surrounded the ‘doing’ of the job (Stello, 2011).
DeleteYes Nimna, Based on people liking or disliking there jobs are defined as job satisfaction whereas has a positive influences in employee commitment and organizational performance (levy, 2003) and has a negative influence on non-appearance and turnover intentions (Yousef, 2000).
ReplyDeleteAccording to Ruthankoon (2003), hygiene factors and employees’ dissatisfaction may occur as a consequence of salary, company policies, job security, personal or work relationships and balancing work with personal life.
ReplyDeleteThank you. Adding to above, full supply of Hygiene Factors will not necessary result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed (Wan et al, 2013).
DeleteAgreed,The Two Factor Theory is based on the idea that there are two sides to motivation. Hygiene factors, which are necessary but do not promote motivation, and growth factors, which are critical but do not drive motivation. In his book Motivation to Work, published in 1959, Herzberg first described his influential thesis. Because it divides motivators into two categories, hygiene and growth, it's also known as the 'Hygiene-motivation hypothesis.'(Young,2017)
ReplyDelete