According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. These do not lead to positive satisfaction for long-term. These factors are extrinsic to work.
Fundamentals[ edit ] Attitudes and their connection with industrial mental health are related to Abraham Maslow 's theory of motivation. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration.
Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself.
This appears to parallel Maslow's theory of a need hierarchy. However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion 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. This theory suggests that to improve job attitudes and productivityadministrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in dissatisfaction.
The two-factor theory developed from data collected by Herzberg from interviews with engineers and accountants in the Pittsburgh area, chosen because of their professions' growing importance in the business world.
Regarding the collection process: Each respondent gave as many "sequences of events" as he could that met certain criteria— including a marked change in feeling, a beginning, and an end, and contained some substantive description other than feelings and interpretations The proposed hypothesis appears verified.
The factors on the right that led to satisfaction achievement, intrinsic interest in the work, responsibility, and advancement are mostly unipolar; that is, they contribute very little to job dissatisfaction.
Conversely, the dis-satisfiers company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary contribute very little to job satisfaction.
However, the absence of such gratifying job characteristics does not appear to lead to unhappiness and dissatisfaction.
Instead, dissatisfaction results from unfavorable assessments of such job-related factors as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions. Thus, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization.
If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions.
Two-factor theory distinguishes between: The term "hygiene" is used in the sense that these are maintenance factors. According to Herzberg, hygiene factors are what causes dissatisfaction among employees in the workplace. In order to remove dissatisfaction in a work environment, these hygiene factors must be eliminated.
There are several ways that this can be done but some of the most important ways to decrease dissatisfaction would be to pay reasonable wages, ensure employees job security, and to create a positive culture in the workplace.
Herzberg considered the following hygiene factors from highest to lowest importance: The other half would be to increase satisfaction in the workplace. This can be done by improving on motivating factors.Frederick Herzberg’s well known Two-Factor Theory was designed in year Based on two hundred engineers and accountant feedback collected in the USA regarding their personal feelings towards their working environments.
Herzberg’s Two-Factor Theory Theory of Motivation and Hygiene. We have Maslow’s theory, McClelland’s theory, the ERG theories rutadeltambor.com theories look at needs and the concept of motivation from different functional points of view and theorize how motivation can be effectively carried out.
Herzberg’s Two Factor Theory of Motivation. Article shared by: Another popular content perspective on motivation is the two-factor theory developed by Fredrick Herzberg.
This provides univerlistic perspective on work motivation — a perspective deem deem-phasising individual differences — and is derived from Maslow’s work. It is also.
Herzberg’s Two-Factor Theory of Motivation In , Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction.
Herzberg’s Motivation Theory model goes by a number of different names, including Two Factor Theory, Herzberg’s Motivation-Hygiene Theory, and Duel Structure Theory. We will use these terms interchangeably in this article. Herzberg’s Two-Factor Theory in Project Management Herzberg’s two-factor theory explains why the best and highly paid members leave your project.
And like with Maslow’s theory of needs, I will explain Herzberg’s dual factor theory from the perspective of the practical application.