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Motivation Theory - Herzberg

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Motivation Theory - Herzberg

Author : Jim Riley Last updated: Sunday 23 September, 2012 Herzberg two factor theory Herzberg's Two Factor Theory is a "content theory" of motivation" (the other main one is Maslow's Hierarchy of Needs). Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction:

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Related study notes HRM S trategy HRM introduction HRM objectives HRM influences Hard & Soft HRM Organisational S tructure Org charts Delayering Span of control Centralisation & decentralisation Matrix structures Motivation at work What is motivation? Theory - Maslow Theory - Herzberg Theory - Taylor Theory - McGregor Financial motivation Pay Package Time rate Piece rate Commission Performance pay Share options Job rotation Job enlargement Delegation & empowerment Recruitment & Training Recruitment intro Internal / external Job descriptions Interviews Job analysis Job advertising Person specification Training - intro Induction training On-the-job training Off-the-job training Workforce planning Workforce planning 1/4

Hygiene F actors Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: - Company policy and administration - Wages, salaries and other financial remuneration - Quality of supervision - Quality of inter-personal relations - Working conditions - Feelings of job security

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Motivator F actors

Motivation Theory - Herzberg

Workforce planning Flexible working Benefits & issues Labour supply Workforce roles & workload Annual hours Job sharing Temporary staff Teleworking Communication Overview Barriers Benefits Employee Representation

Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve aboveaverage performance and effort. Motivator factors include: - Status - Opportunity for advancement - Gaining recognition - Responsibility - Challenging / stimulating work - Sense of personal achievement & personal growth in a job There is some similarity between Herzberg's and Maslow's models. They both suggest that needs have to be satisfied for the employee to be motivated. However, Herzberg argues that only the higher levels of the Maslow Hierarchy (e.g. self-actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed. Applying Hertzberg's model to de-motivated workers What might the evidence of de-motivated employees be in a business? - Low productivity - Poor production or service quality - Strikes / industrial disputes / breakdowns in employee communication and relationships - Complaints about pay and working conditions According to Herzberg, management should focus on rearranging work so that motivator factors can take effect. He suggested three ways in which this could be done: - Job enlargement - Job rotation - Job enrichment

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Motivation Theory - Herzberg

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