Critic of the Application of Frederick Herzberg’s Two-Factor theory in Assessing and understanding employee motivation at work: a Ghanaian Perspective
Critic of the Application of Frederick Herzberg’s Two-Factor theory in
Assessing and understanding employee motivation at work: a
Ghanaian Perspective.
Patrick Ashiadey
The Frederick Herzberg Two Factor Theory has had a considerable amount of practical and as well as theoretical influences. In fact, from a practical perspective, the influence of Herzberg's motivation theory can be seen at every organizational level as well as within every department. From a theoretical perspective, Herzberg's motivation theory can be perceived as having similarities to Maslow's Theory of Need with the exception that for Herzberg's theory, the needs aren't placed in a progressive continuum, rather they are divided into two independent factors. Herzberg's motivation theory emerged from a collection of data gathered by the interview of 203 accountants and engineers within the Pittsburgh area. The interview process consisted of asking the respondents to describe a work situation where they felt very happy as well as very unhappy. These descriptions were to include as many details as possible, including their feelings, the interpretation of the situation as well as the events that are suggestive of a change.
The analysis of the responses confirmed the proposed hypothesis, where some factors where contributors to job satisfaction, while others were not. In addition, some factors were noted to be a source of dissatisfaction when absent. These were categorized as "Motivators" and "Hygiene" factors, the latter also being referred to as Maintenance Factors. (Wikipedia, 2013). Employee motivation in Ghana however takes on a different turn due to many factors that flaw the two factor Theory. This white paper seeks to discuss but a few of these factors.
Firstly the difference in cultures and upbringing of the typical Africa especially the Ghanaian worker right from infancy to the work age differs from those used in the interview process as they are from entirely different geographical
Assessing and understanding employee motivation at work: a
Ghanaian Perspective.
Patrick Ashiadey
The Frederick Herzberg Two Factor Theory has had a considerable amount of practical and as well as theoretical influences. In fact, from a practical perspective, the influence of Herzberg's motivation theory can be seen at every organizational level as well as within every department. From a theoretical perspective, Herzberg's motivation theory can be perceived as having similarities to Maslow's Theory of Need with the exception that for Herzberg's theory, the needs aren't placed in a progressive continuum, rather they are divided into two independent factors. Herzberg's motivation theory emerged from a collection of data gathered by the interview of 203 accountants and engineers within the Pittsburgh area. The interview process consisted of asking the respondents to describe a work situation where they felt very happy as well as very unhappy. These descriptions were to include as many details as possible, including their feelings, the interpretation of the situation as well as the events that are suggestive of a change.
The analysis of the responses confirmed the proposed hypothesis, where some factors where contributors to job satisfaction, while others were not. In addition, some factors were noted to be a source of dissatisfaction when absent. These were categorized as "Motivators" and "Hygiene" factors, the latter also being referred to as Maintenance Factors. (Wikipedia, 2013). Employee motivation in Ghana however takes on a different turn due to many factors that flaw the two factor Theory. This white paper seeks to discuss but a few of these factors.
Firstly the difference in cultures and upbringing of the typical Africa especially the Ghanaian worker right from infancy to the work age differs from those used in the interview process as they are from entirely different geographical