Herzberg’s motivation hygiene theory state that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction, Herzberg state that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena.
Two-factor theory distinguishes between.
1. Motivators (challenging work, recognition, responsibility) that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth.
2. Hygiene factors (status, job security salary, fringe benefits, work conditions, company policies, supervisory practices, or wages/salary) that do not give ...view middle of the document...
If criticized then satisfaction is low.
3. Work it. This involves the employee’s perception of whether the work is too difficult or challenging, too easy, boring or interesting.
4. Responsibility. degree of freedom an employee has to make their own decisions and implement their own ideas
5. Advancement. This refers to the expected or unexpected possibility of promotion
6. Possibility of Growth. This motivation factor includes the chance one might have for advancement within the company.
The following are the hygiene factors, which work in the same way with positive or negative attributes however these factors can only have an effect on the dissatisfaction
1. Company Policy or Administration. An employee’s perception of whether the policies in place are good or bad or fair or not, changes the level of dissatisfaction that employee will feel.
2. Personal or Working Relationships. This is those relationships one engages in with their supervisors, peers, and subordinates. How someone feels about the interaction and discussions that take place within the work environment can also effect dissatisfaction.
3. Working conditions. This includes the physical surroundings that one works within, such as the facilities or location.
4. Salary. This factor is fairly simple, the increase or decrease of wage or salary effects the dissatisfaction within a company a great deal.
5. Personal Life. Although people try to separate the two, work and personal life, it is inevitable that one will affect the other.
6. Feeling a Job Security. This is a pretty significant factor. The sense of job security within a position or organization as a whole relates to the dissatisfaction as well.
Implication on managers
Herzberg's theory attempts to uncover psychological needs of employees and enhance employee satisfaction. In order to apply this theory, employers are encouraged to design jobs that enhance and motivate employees beyond simply meeting a daily or weekly quota. This theory highlights the importance of rewards systems and monitoring when and how employees are rewarded. Herzberg's theory implies that simple recognition is often enough to motivate employees and increase job satisfaction.