Introduction
Herzbergs two-factor theory of motivation, also known as the motivation-hygiene theory, was developed in the early 1960s by Frederick Herzberg, an industrial and organizational psychologist. The two-factor theory is based on the fact that there are two sets of factors that influence motivation: those that cause employees to be dissatisfied (hygiene factors) and those that actually motivate them (motivators).
Hygiene factors
Hygiene factors, also known as maintenance factors, are the working conditions that must be considered in order for a person to maintain their job satisfaction, but are not necessarily motivators. Such factors include:
* Salary level
* Company policies
* Quality of supervision
* Job security
* Working conditions
* Relationship with supervisors
These factors may not be directly related to motivation, but if they are not met, job satisfaction is likely to suffer. Neglecting to properly take care of employees or workplace conditions can lead to job dissatisfaction.
Motivation factors
Motivation factors, also known as incentive-oriented factors, are the factors that directly influence motivation and contribute to an employees job satisfaction. These include:
* Achievement
* Recognition
* The work itself
* Responsibility
* Advancement
* Growth
These factors may contribute to an employees sense of satisfaction and engagement, as they provide opportunities for skill development, recognition, and personal growth.
Implications
Herzbergs two-factor theory has important implications for managers when it comes to motivating employees. First, they should be aware of the “hygiene” factors in the workplace, such as salary level and working conditions, which should not be neglected. Second, managers should strive to create a work environment that encourages the “motivator” factors, such as providing opportunities for achievements, recognition, and advancement, in order to foster an engaged workforce. Finally, managers should understand that the factors which motivate one employee may not necessarily motivate another, as each individuals needs and wants are unique.
Conclusion
Overall, Herzbergs two-factor theory of motivation provides an important insight into the elements that can contribute to an employees job satisfaction and motivation. By accounting for both the “hygiene” and “motivators” factors, managers can create a more engaging workplace and foster a motivated workforce.
