Title: Does Herzberg's motivation theory have staying power?

Author(s): Nigel Bassett-Jones, (Oxford Brookes Business School, Oxford, UK), Geoffrey C.
Lloyd, (Rajarata University of Sri Lanka, Sri Lanka)
Citation: Nigel Bassett-Jones, Geoffrey C. Lloyd, (2005) "Does Herzberg's motivation theory
have staying power?", Journal of Management Development, Vol. 24 Iss: 10, pp.929
- 943
Keywords: Human resource management, Ideas generation, Psychology
Article
Research paper
type:
DOI: 10.1108/02621710510627064 (Permanent URL)
Publisher: Emerald Group Publishing Limited
Abstract: Purpose – This paper seeks to examine the issue of whether Herzberg's two-factor
motivation theory still resonates nearly 50 years after it was first posited. The
objective is to assess whether or not Herzberg's contentious seminal studies on
motivation at work still hold true today.

Design/methodology/approach – The arena in which the theory is investigated is

work-based suggestion schemes, and the question considered is “What motivates
employees to contribute ideas?” The paper begins by revisiting the literatures that
form the basis of motivation theory and, in particular, the furore surrounding the
work of Fredrick Herzberg.

Findings – The results are derived from a survey providing over 3,200 responses.
They suggest that money and recognition do not appear to be primary sources of
motivation in stimulating employees to contribute ideas. In line with Herzberg's
predictions, factors associated with intrinsic satisfaction play a more important part.

Originality/value – The paper demonstrates that, despite the criticism, Herzberg's

two-factor theory still has utility nearly 50 years after it was first developed.
REFLECTION:

Over the past years, a number of organization used Herzberg’s two factor theory in motivating
their employees. But, controversies whether the theory is still applicable to present time, setting and
standards have emerged because organizations and the workers who work in them have experienced
major changes over the past half century. There is more intense competition because of globalization,
demographic shifts, and technological advancements. From the journal, a big question goes “Does
Herzberg's motivation theory have staying power?”

The aim of the study was to revisit the work of Herzberg, et al. to consider its validity and
efficacy when applied to the contemporary organizational situation. From the study, their findings
suggested that monetary reward do not appear to be the primary source of motivation to stimulate
employee to contribute ideas. Instead, factors associated with intrinsic satisfaction such as recognition,
sending a staff to trainings and workshops as sponsored by the employers for growth and advancement
play a more important part, and that is in line with Herzberg’s theory. In conclusion, the paper
demonstrates that, despite the criticism, Herzberg's two-factor theory still has utility nearly 50 years
after it was first developed.