Two factor theory of motivation
To summarize the Two-factor theory; Intrinsic or satisfiers motivational factors, such as advancement, recognition, responsibility, and achievement seem to be related to job satisfaction.
It has also contributed to job design technique or job enrichment. Several studies showed that one factor can cause job satisfaction for one person and job dissatisfaction for another. These are factors involved in performing the job.
Herzberg theory of motivation in the workplace
The first groups of factors are called maintenance factors. The other half would be to increase satisfaction in the workplace. Unlike Maslow , who offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds. You can wrap a word in square brackets to make it appear bold. In effect, this diagram of expectancy depicts an employee asking themselves the question posed by one investigator, "How much payoff is there for me toward attaining a personal goal while expending so much effort toward the achievement of an assigned organizational objective? Doesn't account for individual personality traits that could provide a different response to a motivator or hygiene factor. Status: The organization should maintain the status of all employees within the organization. However; dissatisfies are not motivators. One application for Herzberg's theory of motivation that isn't well known is its importance in managing quality. 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. Implications of Two-Factor Theory The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Fringe benefits - The employees should be offered health care plans mediclaim , benefits for the family members, employee help programmes, etc.
Related Posts. Remember, just because someone is not dissatisfied, it doesn't mean he or she is satisfied either! The proposed hypothesis appears verified. High Hygiene and High Motivation This is the ideal situation and the one which every manager should strive for.
Now you have to turn your attention to building job satisfaction. Herzberg, F.
The work itself: The job itself must be interesting, varied, and provide enough of a challenge to keep employees motivated. 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.
The criticism of the theory is based on the following points. Recognition: A job must provide an employee with praise and recognition of their successes.
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