Individual Behavior : Various Theories of Motivation
Individual Behavior
Various Theories of Motivation
C. Herzberg’s Two-Factor Theory of Motivation
In 1959, Frederick Herzberg, a behavioral scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.
FIGURE: Herzberg’s view of satisfaction and dissatisfaction
Satisfaction which is mostly affected by the “motivator factors.” Motivation factors help increase the satisfaction but aren’t that affective on dissatisfaction.
Dissatisfaction is the results of the “hygiene factors.” These factors, if absent or inadequate, cause dissatisfaction, but their presence has little effect on long-term satisfaction.
Herzberg classified these job factors into two categories:
1. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace.
Hygiene – a science of establishment and maintenance of health
• These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction.
• In other words, hygiene factors are those factors which when adequate/reasonable in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work.
• Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. These factors describe the job environment/scenario.
• The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled.
Hygiene factors include:
a) Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same
Various Theories of Motivation
C. Herzberg’s Two-Factor Theory of Motivation
In 1959, Frederick Herzberg, a behavioral scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.
FIGURE: Herzberg’s view of satisfaction and dissatisfaction
Satisfaction which is mostly affected by the “motivator factors.” Motivation factors help increase the satisfaction but aren’t that affective on dissatisfaction.
Dissatisfaction is the results of the “hygiene factors.” These factors, if absent or inadequate, cause dissatisfaction, but their presence has little effect on long-term satisfaction.
Herzberg classified these job factors into two categories:
1. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace.
Hygiene – a science of establishment and maintenance of health
• These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction.
• In other words, hygiene factors are those factors which when adequate/reasonable in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work.
• Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. These factors describe the job environment/scenario.
• The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled.
Hygiene factors include:
a) Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same
References: o Brooks, Ian. Organizational Behavior, Harlow England: Prentice Hall, 1999 o Robbins, Stephen P. Organizational Behavior, New jersey: Prentice Hall 2000 o Rollin, Derek. Organizational Behavior and Analysis: An Integrated Approach. Harlow England, New Jersey: Prentice Hall, 2002 o Rousseau, Denise M. Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Carnegie Mellon University, USA: SAGE Publications, Inc., 1995