Motivation Theory Essay Example
Herzberg’s Two Factor Theory
Introduction - Frederick Herzberg and his colleagues formulated the two-factor theory. Similar to Maslow's theory, Herzberg's has been a focus of attention in international human resource management research over the years. The two-factor theory is closely linked to the need hierarchy.
The Herzberg Theory
The Two-Factor Theory of Motivation - A theory that holds there are two sets of factors that influence job satisfaction: hygiene factors and motivators.
Motivators - In the two-factor motivation theory, the job content factors which include achievement, recognition, responsibility, advancement, and the work itself.
Hygiene Factors - In the two-factor motivation theory, job context variables that include salary, interpersonal relations, technical supervision, working conditions, and company policies and administration.
Meaning of the Two-Factor Theory - According to the two-factor theory, if hygiene factors are not taken care of or are deficient, there will be dissatisfaction. Importantly, however, if hygiene factors are taken care of, there may be no dissatisfaction, but there also may not be satisfaction. Only by providing the motivators will there be satisfaction. In short, hygiene factors help to prevent dissatisfaction, but only motivators lead to satisfaction. Therefore, according to this theory, motivating human resources must include recognition, a chance to achieve and grow, advancement, and interesting work.
Two-Factor Replications - A number of research efforts have been undertaken to replicate the two-factor theory, and in the main, they support Herzberg's findings.
Cross-Cultural Job-Satisfaction Studies - A number of cross-cultural studies related to job satisfaction also have been conducted in recent years. These comparisons show that Herzberg's-type motivators tend to be of more importance to job satisfaction than hygiene factors.
Job Context Factors - In work motivation, those factors controlled by
Introduction - Frederick Herzberg and his colleagues formulated the two-factor theory. Similar to Maslow's theory, Herzberg's has been a focus of attention in international human resource management research over the years. The two-factor theory is closely linked to the need hierarchy.
The Herzberg Theory
The Two-Factor Theory of Motivation - A theory that holds there are two sets of factors that influence job satisfaction: hygiene factors and motivators.
Motivators - In the two-factor motivation theory, the job content factors which include achievement, recognition, responsibility, advancement, and the work itself.
Hygiene Factors - In the two-factor motivation theory, job context variables that include salary, interpersonal relations, technical supervision, working conditions, and company policies and administration.
Meaning of the Two-Factor Theory - According to the two-factor theory, if hygiene factors are not taken care of or are deficient, there will be dissatisfaction. Importantly, however, if hygiene factors are taken care of, there may be no dissatisfaction, but there also may not be satisfaction. Only by providing the motivators will there be satisfaction. In short, hygiene factors help to prevent dissatisfaction, but only motivators lead to satisfaction. Therefore, according to this theory, motivating human resources must include recognition, a chance to achieve and grow, advancement, and interesting work.
Two-Factor Replications - A number of research efforts have been undertaken to replicate the two-factor theory, and in the main, they support Herzberg's findings.
Cross-Cultural Job-Satisfaction Studies - A number of cross-cultural studies related to job satisfaction also have been conducted in recent years. These comparisons show that Herzberg's-type motivators tend to be of more importance to job satisfaction than hygiene factors.
Job Context Factors - In work motivation, those factors controlled by