Frederick herzberg:hygiene factors and motivation

BySneha bajpai Mba -2nd sem

 Herzberg, a clinical psychologist and pioneer of job enrichment, developed his motivation theory during his investigation of 200 accountants and engineers in the USA.

Herzberg showed that satisfaction and dissatisfaction at work almost always arose from different factors

According to Helzberg, Man has two sets of needs:

As an animal to avoid pain

As a human being to grow psychologically

 Two Factor Motivational Theory People are influenced by two factors: Hygiene factors are needed to ensure an employee does not become dissatisfied. They do not lead to higher levels of motivation, but without them there is dissatisfaction. Motivation factors are needed in order to motivate an employee into higher performance. These factors result from internal generators in employees.

Examples of Hygiene Needs or Maintenance Factors

The organization, its policies & administration Kind of supervision (leadership & management, including perceptions) Relationship with supervisor Work conditions (including ergonomics) Salary

Status
Job security Interpersonal relations

Hygiene Needs
People will strive to achieve hygiene needs because they are unhappy without them, but once satisfied, the effect soon wears off satisfaction is temporary. Parallels with Maslows Hierarchy of Needs Motivational Model

True Motivators
Achievement Recognition for achievement Work itself (interest in the task) Responsibility Growth and advancement

Represents a far deeper level of meaning and fulfillment

Comparison of Satisfiers and Dissatisfiers Factors characterizing events on the job that led to extreme job satisfaction

Contrasting Views of Satisfaction and Dissatisfaction

Criticisms of Herzberg
The Mind/Body Dichotomy - According to Herzberg, humans have a dual nature with each part operating under unrelated principles. A person may dislike part of a job yet still think the job is acceptable overall. Thus no overall measure of satisfaction was utilized. Undirectional operation of needs - There is no justification for a view that physical needs are only negative motivaters or neutral in effect and growth needs are only positive motivaters.

 Lack of parallel between human needs and the motivator and hygiene factors. Thus the theory is inconsistent with previous researches. It ignores situational variables. Incidental Classification System - There are many inconsistencies in Herzbergs classification system. Defensiveness - To protect self-esteem, employees take credit for satisfying events while blame others for dissatisfying events. This would blur the results of the study.

 Frequency Data - The results of Herzberg research is based totally on how often various categories were mentioned. Denial of Individual Differences - It is possible to argue that all people have the same needs, but it is not possible to argue that all people have the same values. It is values that determine the emotional reaction to a job. Too narrow a study - Only accountants and engineers were interviewed for the study

No statistically significant relationship between job satisfaction and job performance - There have been over 50 studies done and none detect a correlation between job satisfaction and job performance. Though he assumed a relation between satisfaction and productivity, but the methodology that he used looked only at satisfaction not at productivity.

Relationship to School Administration

A school environment should meet the basic hygiene needs of students, teachers and staff to avoid unhappiness and dissension. School administrators can help fulfill these needs by: Helping to provide teachers and students with the resources they need (supplies, technology, etc.), Ensuring a safe, clean, inviting work and learning environment Developing and nurturing relationships Providing or advocating for appropriate monetary compensation

Motivators in Education and Business

Achievement Recognition for achievement Work itself (interest in the task) Responsibility Growth and advancement PLUS Shared Vision Collaboration and Communication

THANK YOU.