How and why should, or shouldn’t it be so? Provide examples to support.
Herzberg’s Two-Factor theory focuses on the internal needs of employees. This theory suggests that job satisfaction and job dissatisfaction are not mere opposite of each other and controlled by a different set of factors. While job dissatisfaction is believed to be associated directly with the surrounding environment that people work in, job satisfaction is closely linked to the work itself and the outcome directly resulting from the work.
On the other hand, Vroom’s Expectancy theory focuses on outcomes and the process of how people rationally select the path that will benefit them the most. The Expectancy theory suggests that an employee’s motivation is greatly influenced by one’s expectations and perception. To be motivated, an employee must believe that she is able to complete or perform the task properly and that efforts will lead to better performance, which will eventually result in desired outcome or reward.
Herzberg and Vroom attempted to rationalize individual’s motivation and job satisfaction by focusing on two different aspects and methods. In my personal opinion, Herzberg’s Two-Factor theory seems rather simplistic and generalized. The core message of his theory was drawn from a limited study covering 200 engineers and accountants, which only represented a specific group of the entire work force. Vroom’s Expectancy theory places more importance on the individuality. For instance, all employees in the same organization may not value the same motivational factors such as promotion, salary increase, recognition, and etc. However, its appreciation for individual differences makes Vroom’s theory difficult to implement. According to Vroom, a manager would have to ask their employees to sit down, list out all their expected outcomes/rewards and
You May Also Find These Documents Helpful
-
The expectancy theory was developed by Victor H. Vroom in 1964 as a systematic explanation of individual motivation within the workplace. This theory put forth three key components: expectancy, performance, and valence. From the base component of the theory, which is expectancy, behavior is built by an individual’s value of the reward or valence. Vroom’s theory of expectancy is used by manager to understand how individual employees are motivated and how they will respond to rewards closely tied to the tasks given. Expectancy is proposed to be an individual’s understanding of how their effort leads to a given performance level. Vroom put forth in his theory that individuals believe the more effort put into a task or objective, the better the performance on the task. Therefore, effort leads to performance or E P. This effort is closely related to the individual’s belief that they can perform the given task (self-efficacy), whether they believe the task is perceived obtainable, and the individual can control the goal or performance. If the result of a strong effort is a good or exceptional performance, than the result of good performance should be a given outcome, P O. This outcome should be a reward tied closely to the task and performance. A reward that is tied significant to the performance will help to motivate the individual’s effort. The third key factor of Vroom’s expectancy theory is valence. Valence refers to how much value the individual places on the reward, V(R). Again, the reward should be tied to the outcome, but without a perceived value by the individuals, performance will not put forth any effort to begin with. A summary of the Vroom’s expectancy is seen with the following notation. (Web site, Expectancy Theory, 2013)…
- 668 Words
- 3 Pages
Good Essays -
According to Herzberg two factor theory there are “two issues that play an important role in the workplace experience: hygiene factors and motivational factors”( Fischer and Baack, 2013 ). Hygiene factors contains wages, hours, working conditions and relationships with supervisors. Motivational factors consist of achievements, recognition, actual work or job, responsibility, and the chance for advancement or growth, and relationships with peers. Herzberg states that a person is either satisfied and driven or unfulfilled and unmotivated.…
- 746 Words
- 3 Pages
Good Essays -
two-factor theory - a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction.…
- 1902 Words
- 8 Pages
Good Essays -
Herzberg’s theory is broken into two dimensions, Satisfaction and dissatisfaction. The elements that affect satisfaction are achievement, recognition, responsibility, advancement, growth, and the work itself. The elements that affect dissatisfaction are supervision, working conditions, interpersonal relationships, pay, job security, company policies, and administration.…
- 840 Words
- 4 Pages
Good Essays -
Herzberg two factor theory – hygiene factors (maintenance factors to avoid dissatisfaction but do not necessarily motivate employees) - Company policy and administration, Wages, salaries and other financial remuneration, Quality of supervision, Quality of inter-personal relations, Working conditions, Feelings of job security. Motivator factors – Status, Opportunity for advancement, Gaining recognition, Responsibility, Challenging / stimulating work, Sense of personal achievement & personal growth in a job. McGregor’s X and Y theory – Theory X = Individuals who dislike work and avoid it where possible, Individuals who lack ambition, dislike responsibility and prefer to be led, Individuals who desire security. Theory Y = Consider effort at work as just like rest or play, Ordinary people who do not dislike work. Depending on the working conditions, work could be considered a source of satisfaction or punishment, Individuals who seek responsibility (if they are motivated). Taylor’s scientific management theory - Man is a rational economic animal concerned with maximising his economic gain, People respond as individuals, not as groups, People can be treated in a standardised fashion, like machines. Porter and Lawler’s Expectancy Model is a…
- 679 Words
- 3 Pages
Good Essays -
The three theories I have chosen are, the Psychodynamic Theory, the Behavioral Theory, and the Latent Trait Theory. The first theory I…
- 1075 Words
- 5 Pages
Good Essays -
Frederick Herzberg’s two-factor theory, also called the motivator-hygiene theory. This theory has identifies that there are hygiene factors that can lead to job dissatisfaction but if a hygiene factor is improved it does not improve job satisfaction. Examples of these hygiene factors in the workplace are organizational policies, quality of supervision, working conditions, wage or salary, relationships with peers, relationships with subordinates, status and security. Improving one of these factors such as salary cannot make a person more satisfied with their job it just satisfies that aspect.…
- 3578 Words
- 15 Pages
Powerful Essays -
We have basic needs which, when not met, cause us to be dissatisfied. Meeting these needs does not make us satisfied, it merely prevents us from becoming dissatisfied. There is a separate set of needs which, when resolved, do make us satisfied. These are called motivators. This theory is also called Herzberg's two-factor theory.…
- 842 Words
- 4 Pages
Better Essays -
Management failure to motivate staff therefore decreased effectiveness, high absenteeism, turnover, low productivity. In order to understand employee motivation and satisfaction, Herzberg 2 factor theory could be applied, which is categorized as classical approach. In this case, dissatisfaction with work can come from company policy and administration in which staff is not involved, as well a job insecurity.…
- 758 Words
- 4 Pages
Good Essays -
In the 1959, behavioral scientist Frederick Herzberg first introduced the two factor theory or the motivation hygiene theory that proposed that there are some job factors that lead to job satisfaction. He stated that management ought to focus on rearranging work to promote motivation factors and suggested that job rotation and job enrichment are two of the factors that can lead to job satisfaction and more motivated employees. These factors are said to help improve productivity at the same time as increasing job satisfaction.…
- 3582 Words
- 15 Pages
Powerful Essays -
The theory assumes that behavior results from conscious choices among alternatives and that the individual’s purpose is to maximize pleasure and minimize pain. Expectancy theory rests on four basic assumptions. “First, it assumes that behavior is determined by a combination of forces in the individual and in the environment. Second, it assumes that people make decisions about their own behavior in organizations. Third, it assumes that different people have different types of needs, desires, and goals. Fourth, it assumes that people make choices from among alternative plans of behavior, based on their perceptions of the extent to which a given behavior will lead to desired outcomes. [1]“…
- 844 Words
- 4 Pages
Good Essays -
The second problem we have identified is the element of job dissatisfaction. It is pertinent to explore this second problem by applying Herzberg’s two-factor theory of motivation.…
- 1087 Words
- 5 Pages
Powerful Essays -
This assignment will begin by a brief introduction and a review of Herzberg's Two Factor Theory of Job Satisfaction (Hygiene factors - Motivators) and also of Vroom's Expectancy Theory. I shall then attempt to compare and contrast the two theories determining answer whether in general cases the two should or should not be combined and applied together with reasons. At the end a direct discussion of the two theories and my business will be carried out, and a conclusion will be drawn how the two theories can be adapted into my organisation.…
- 842 Words
- 4 Pages
Good Essays -
Fredrick Herzberg developed another popular theory of motivation called the two-factor theory. The theory suggests there are two factors that contribute to employee dissatisfaction and satisfaction. The First being motivators, which includes responsibility, advancement, and recognition. The other is known as hygiene factors, which include work environment, management, salaries, and company policies. (Greene, 2005).…
- 1429 Words
- 6 Pages
Powerful Essays -
In the 1950s, Frederick Herzberg introduced the “motivator-hygiene” theory, now known as Herzberg’s 2-Factors Theory. Herzberg argued that employee outcomes can be experienced in two ways, through hygiene or existence needs and motivator needs. Hygiene needs are related to the physical and psychological context of the work environment that include job security, pay and comfortable working conditions that are also classified as lower order needs. In contrast, motivator needs relate to the nature of work itself that consist of interesting work, levels of responsibility and autonomy. All of which fulfill growth and self-esteem needs that have also been recognized as intrinsic motivators (McShane, et al., 2010).…
- 650 Words
- 3 Pages
Good Essays