Fundamentals[ edit ] Attitudes and their connection with industrial mental health are related to Abraham Maslow 's theory of motivation.
According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. These do not lead to positive satisfaction for long-term.
These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled.
Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain.
Company Policies and administrative policies - The company policies should not be too rigid. They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc.
Fringe benefits - The employees should be offered health care plans mediclaimbenefits for the family members, employee help programmes, etc.
Physical Working conditions - The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained. Interpersonal relations - The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable.
There should be no conflict or humiliation element present. Job Security - The organization must provide job security to the employees. Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators.
The motivational factors yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a superior performance.
These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding.
The motivators symbolized the psychological needs that were perceived as an additional benefit. Recognition - The employees should be praised and recognized for their accomplishments by the managers. Sense of achievement - The employees must have a sense of achievement.
This depends on the job. There must be a fruit of some sort in the job. Growth and promotional opportunities - There must be growth and advancement opportunities in an organization to motivate the employees to perform well.
Responsibility - The employees must hold themselves responsible for the work. The managers should give them ownership of the work. They should minimize control but retain accountability. Meaningfulness of the work - The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.
Limitations of Two-Factor Theory The two factor theory is not free from limitations: The two-factor theory overlooks situational variables. Herzberg assumed a correlation between satisfaction and productivity.
But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. Analysis has to be made by the raters. The raters may spoil the findings by analyzing same response in different manner. No comprehensive measure of satisfaction was used. The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work.
They will blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Also, the employees will give credit to themselves for the satisfaction factor at work.In , Frederick Herzberg, a behavioural 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.
The two-factor theory of motivation can be used to analyze any evidence of de-motivated employees at work. Applying Herzberg’s model, these evidences may include a low level of productivity, poor quality of production and/or service, poor employee-employer relationships, strikes and industrial disputes concerning pay and/or working condition.
Comparison of Maslow and Herzberg Theory of Motivation shows the similarities and differences between the hierarchy of needs and two-factor theory.. Maslow and Herzberg provided most popular human motivation theories that used in the workforce.
Maslow’s hierarchy of needs and Herzberg’s two Factor theory are compared and we try to find out what makes them similar and also different. Herzberg developed the two-factor theory of motivation from an outline learned in nearly 4, interviews.. When questioned what “turned them on or pleased them “about their work, participants spoken primarily about elements pertaining to the nature of the work itself.
These results form the basis of Herzberg's Motivation-Hygiene Theory (sometimes known as Herzberg's Two Factor Theory). Published in his famous article, "One More Time: How do You Motivate Employees," the conclusions he drew were extraordinarily influential, and still form the bedrock of good motivational practice nearly half a century later.
Feb 20, · Herzberg didn’t take this into account while researching and coming up with his theory. To summarise. The Two Factor Theory by Herzberg is a theory about motivation of employees. The Two Factor Theory assumes on the one hand, that employees can be dissatisfied with their regardbouddhiste.coms: