Herzberg Motivation/Hygiene Theory
Herzberg’s motivation/hygiene theory interpret as the two-factor theory, Herzberg created his theory based on Motivators and Hygiene factors, the themes of the satisfying incidents called as motivator factors & dissatisfying events called as hygiene factors (Sachau,2007).Hygiene factors avoid dissatisfaction, but they do not lead to satisfaction. They are necessary only to avoid bad feeling at work, motivators are the actual factors that motivate employees at work (Hong & Waheed,2011).
Herzberg explained job satisfaction can’t improve any of hygiene factors & can only improve by increasing the motivators (Smerek & Peterson,2007).
Figure 1.0: Motivators & Hygiene Factors.
Motivators | Hygiene factors |
Recognition | Salary |
Achievement | Company Policy |
Work itself | Interpersonal relations |
Opportunity for advancement | Working conditions |
Responsibility | Technical competence |
(Source: Smerek & Peterson,2007)
As Figure 01 shows,the main perception of this theory is the difference between motivation factors and hygiene Factors & these two factors can be impacted on job satisfaction, Hygiene factors are considered less important to job satisfaction than motivation factors, Motivation factors lead to job satisfaction because of ‘the need of the individual for self-growth and self-actualization’(Alshmemri,Shahwa & Mude,2017).
Regarding ‘satisfiers', Herzberg found that there were five factors of work that bring about employee satisfaction, namely achievement, recognition, the job itself, responsibility and advancement. At the other hand of the spectrum, Herzberg identified formal politics, the management approach, supervision, pay, affairs at work and working environment as factors that can discourage employees (Badubi.R,2017).
The company which I’m working is highly considering about employee motivation as a leading glove manufacturing organization in the world, all the policies that the company made considering Herzberg Motivators & Hygiene factors along with other important theories, therefore the company named as one of the high payed manufacturing organization in Sri Lanka & all wants to join for the company. employees receive their monthly salaries which align with the industrial benchmarks along with allowances, Further, in general when there are job opportunities that the company has a policy to provide the first chance for existing employees before move for external parties, HR department send “internal job opportunity notices” daily basis, employees who has that skills, knowledge can apply & promote.
Company HR & Lean team regularly arrange quiz competitions department wise to enhance employee knowledge & reduce employee stress. This is another example company has taken to develop employee interpersonal skills & work life balance, doing these all things & motivating employees company achieve financial targets in each financial year.
References,
- Sachau, D. (2017) Resurrecting the Motivation Hygiene Theory: Herzberg and the Positive Psychology Movement. Human Resource Development Review,6(4)377-393.
- Hong, T.T., Waheed, A. (2011) Herzberg’s motivation-hygiene and job satisfaction in the Malaysian retail sector: mediating effect of love money. Asian Academy of Management Journal,16(1)73-94.
- Smerek, R.E., Peterson, M. (2007) Examining Herzberg’s Theory: Improving Job Satisfaction among Non-Academic Employees at a University. Research in Higher Education,48(2)229-249.
- Alshmemri, M., Shahwan -Aki, L., Maude, P. (2017) Herzberg’s Two-Factor Theory. Life Science Journal,14(5).
- Badubi,R.(2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis, International Journal of Innovation and Economic Development,3(3)44-51.
Exactly Sadun in motivation both intrinsic and extrinsic motivation types should be established simultaneously. Intrinsic motivation takes place when individuals feel that their work is important, interesting and challenging and that it provides them with a reasonable degree of autonomy (freedom to act), opportunities to achieve and advance, and scope to use and develop their skills and abilities. Extrinsic motivation occurs when things are done to or for people in order to motivate them (Armstrong, 2014).In addition, Herzberg Famously remarked that if you want people to do a good job, then give them a good job to do (Quoted by Dowling, 1971).
ReplyDeleteYou are absolutely correct on the point that Herzberg Motivation-Hygiene theory is focusing on the job satisfaction of the employees. Job satisfaction of an employee is affected by various internal and external factors. Internal factors such as personality and emotions have a great deal on changing the level of job satisfaction. On the flip side, external factors such as work, salary, promotion, co-workers and supervisors will also contributes in changing the level of job satisfaction. Even though internal and external factors differ from each other, both internal and external factors have an impact on the employees behaviors, reactions, and attitudes (Mehrad, 2015).
ReplyDeleteAgree, According to Herzberg, there are two factors, satisfaction depends on motivators and dissatisfaction is the cause of hygiene factors, motivators can define as intrinsic to the job role, and hygiene factors as extrinsic to the job role(Udechukwu, 2009).
DeleteYes Sandun, Even though half a century is gone since Herzberg theory was first proposed, organization leadership is urged to first identify what satisfies or dissatisfies their workforce and initiate change programs to nurturing their job satisfaction and elevating job dissatisfaction which may motivate them for higher productivity and retention besides reducing their exit turnover or its intentions (Malik & Naeem, 2013).
ReplyDeleteYes Sandun, motivation and job satisfaction has proven to impact the efficiency and effectiveness of an organization (Kian et al., 2014).However, according to a research conducted by Ghazi et al, (2013) they found that even though Herzberg's theory suggested that hygiene factors demotivated employees, most of the results of the research participants asserted that salary and other fringe benefits (Hygiene factors) needs to be improved in order to be satisfied with their job which contrasted the two factor theory.
ReplyDeleteAgree Arjun, this theory is built on the factors for employees' job satisfaction,satistaction defined based on the like & dislike for their jobs, the salary & other benefits can categorize under employees like factors, that needs to be have for better employee performance(Yusoff & Kian & Idris,2013).
DeleteHerzberg two factor theory supported the relationship between employee voice (employee opinion) and job satisfaction through considering employee voice as a motivational element which leads to job satisfaction, hence organizational climate that welcomes open communication act as a motivator (Alfayad & Arif, 2017).
ReplyDeleteYes Sathaharan,In Herzberg theory motivators help to enhance productivity & job performance, leaders should take employee's ideas in decision making process & that act as a motivator & help to motivate employees achieve organization goals(Bevins,2018).
Delete