Comparison of two factor theory and expectancy theory

Herzberg’s Two-Factor theory vs. Vroom’s Expectancy theory
The two-factor theory, also known as Herzberg’s motivational-hygiene theory, is based on the assumption that there are two sets of job factors that influence motivation in a workplace by either preventing dissatisfaction or creating positive satisfaction in a work place. This theory suggests that the opposite of “satisfaction” is “no satisfaction” and the opposite of “dissatisfaction” is “no dissatisfaction” as they are controlled by a different set of job factors. Hygiene factors are those job factors which keep all employees from dissatisfaction, though they do not result in job satisfaction. In other words, they are extrinsic and required to avoid dissatisfaction. Motivational factors, also called satisfiers, are those job factors which are intrinsic and yield positive satisfaction. The absent of motivational factors do not result in dissatisfaction. These factors include, but not limited to, recognition, achievement, career advancement and meaningfulness of the job. While hygiene factors are believed to represent the physiological needs for employees, motivational factors represent psychological benefits as an optional.
In a contrary, Vroom’s expectancy theory, one of the most widely accepted theories of employee motivation, focuses on the outcomes which are resulted from individual’s expectations and perception about the work themselves. This theory suggests an employee’s performance is motivated by individual factors such as thinking, expectations and personal values. To create a motivational workforce, one must believe that he/she is able to work better or harder which will result in a higher job performance and consequently leads to greater rewards that he/she finds them valuable. In other words, the level of performance is based upon the strength of the relationship between an employee’s behaviors and the rewards that they can receive from those actions.
Herzberg and Vroom theorized employee’s motivation and job satisfactions from different views. Herzberg’s two-factor theory focuses more on external factors such as basic salary, fringe benefits, job security and work environment while Vroom expectancy theory focuses on individual factors. In my personal opinion, Herzberg’s theory is more simple and realistic to implement as the management team can provide sufficient hygiene factors as well as building satisfiers into employee jobs whereas for Vroom’s theory, the management team must discover and understand the relationship between the effort and performance, between performance and rewards and what their employees’ values individually in order to promote motivation in a work place.