Click here for a 14 day free trial: To learn how Matt creates videos like this one, go here: View additional videos from Alanis Business Academy and interact with us on our social media pages: YouTube Channel: Website: Facebook: Twitter: Google+: Developed in 1959 by psychologist Frederick Herzberg, the Two-Factor Theory of Motivation explains that certain factors in an organizational setting are responsible for producing extreme levels of satisfaction. The managers should give them ownership of the work. Employees find these factors intrinsically rewarding. Provide meaningful work for all positions As a manager, you have to assign responsibilities that are meaningful. The importance given to salary and job security as factors considered while choosing an employer has increased even further compared to 2017, across all work profiles. Eventually, their performance would decrease, thus, reducing the overall growth of the company.
However, an intrusive supervision can be quite annoying for an employee. If this is the situation at the workplace, productivity would reduce. Intrinsic motivators, on the other hand, can provide extra motivation. This holds good even for employee satisfaction and motivation. The psychologist Fredrick Herzberg asked the same question in the 1950s and 60s as a means of understanding employee satisfaction. From a theoretical perspective, Herzberg's motivation theory can be perceived as having similarities to Maslow's Theory of Need with the exception that for Herzberg's theory, the needs aren't placed in a progressive continuum, rather they are divided into two independent factors.
At the top of the pyramid, self-actualization occurs when individuals reach a state of harmony and understanding because they have achieved their full potential. For instance, the absence of responsibility does not lead to dissatisfaction, it is just not a state of satisfaction. He developed the motivation-hygiene theory to explain these results. When a need is met it will no longer motivate the person, but the next need in the hierarchy will become important to that person. These twelve questions align squarely with Herzberg's motivation factors, while hygiene factors were determined to have little effect on motivating high performance. This often has something to do with so-called hygiene factors, such as salary and work conditions. Tip 1: Here we're approaching the subject of motivation in a very general way.
Critics of Herzberg's theory argue that the two-factor result is observed because it is natural for people to take credit for satisfaction and to blame dissatisfaction on external factors. However, there was not a linear relationship between the two sets. Hygiene factors are factors which 'surround the job' rather than the job itself. Herzberg Motivational factors According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivators symbolized the psychological needs that were perceived as an additional benefit. They include responsibility, achievements, growth opportunities, recognition and advancement in career and personal life.
These factors are inherent to work. This theory, also called the Motivation-Hygiene Theory or the dual-factor theory, was penned by in 1959. International Journal of Public Administration. He also believes that although individuals with a need for achievement can make good managers, they are not generally suited to being in top management positions. The job is synonymous to a paycheck. Because of this, satisfaction and dissatisfaction are independent; one does not necessarily increase exactly as the other decreases. Equal treatment All employees should be treated equally, regardless of their gender, age, culture or religion.
These do not lead to positive satisfaction for long-term. It must be equal and competitive to those in the same industry in the same domain. Herzberg considered the following hygiene factors from highest to lowest importance: company policy, supervision, employee's relationship with their boss, work conditions, salary, and relationships with peers. Indians prefer long-term job security over salary: Survey April, 2012: With the market uncertainty, Indian employees are preferring financially healthy companies and long-term job security, a survey says. Job Security- The organization must provide job security to the employees. Organisations and their managers want teams with the best possible performance. It is about striking the balance between sweet and salt without wearing jelly all over your shirt.
Such factors do not actually result in satisfaction, but their absence causes dissatisfaction, that is why, they are known as dissatisfiers. They also seek good quality interpersonal relationships. Employees are very motivated and barely have any complaints. Do away with job dissatisfaction As mentioned above, the factors that lead to dissatisfaction cannot be done away with by simply increasing those that lead to motivation. He questioned people in this regard to know what caused pleasure and satisfaction.
Work-life balance 44% and job security 42% are the other two top criteria for men and women alike while opting for an employer, reveals the Randstad Employer Brand Research, covering 75% of the global economy. Herzberg stressed that there was not a linear but an inverse relationship between the two types of factors. These factors are called satisfiers. They also need to advance their careers. Future of theory The theory lacks in the understanding of the inter-relations between some of the motivators. Other Comparable Motivational Theory : This is another renowned theory in psychology, which is widely accepted and implemented in the modern world. Maslow is best known for his theory, the Hierarchy of Needs.
Apply This to Your Life If you lead a team, take a little time with each of its members to check that they're happy, that they think they're being fairly and respectfully treated, and that they're not being affected by unnecessary bureaucracy. How to apply the Two Factor Theory? I have been looking at this model to assist with understanding the dynamics of anaesthesiologists migration from one working environment to another. Also, the employees will give credit to themselves for the satisfaction factor at work. Poor compensation is a factor that demoralizes employees but proper compensation can make them love their job and feel satisfied. The key factor that differentiates Two-Factor Theory is the idea of expectation. Herzberg labeled these hygiene factors, which include pay, benefits, job security, and friends in the workplace.