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Managers' Guide to Herzberg's Theory

Herzberg's two-factor theory proposes that there are hygiene factors and motivators that independently influence employee satisfaction and dissatisfaction. Hygiene factors alone cannot motivate employees if present, but can cause dissatisfaction if absent, while motivators such as recognition and opportunities can provide satisfaction. The theory emphasizes the importance of balancing both hygiene and motivator factors to suit employee needs and achieve organizational goals effectively.

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IR Wan
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232 views1 page

Managers' Guide to Herzberg's Theory

Herzberg's two-factor theory proposes that there are hygiene factors and motivators that independently influence employee satisfaction and dissatisfaction. Hygiene factors alone cannot motivate employees if present, but can cause dissatisfaction if absent, while motivators such as recognition and opportunities can provide satisfaction. The theory emphasizes the importance of balancing both hygiene and motivator factors to suit employee needs and achieve organizational goals effectively.

Uploaded by

IR Wan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

The two-factor theory (also known as herzberg’s motivation-hygiene theory) states that

there are certain factors in the workplace that cause job satisfaction while a separate set
of factors cause dissatisfaction, all of which act independently of each other. Discuss.

Herzberg’s two-factor theory explains and studies the factors that play key role in making
the employees of an organization satisfied or dissatisfied about their work and job profiles. The
two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to
creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead
to satisfying workers in the work environment. On the other hand, motivators are the factors that
are related to the nature of the job and play a significant role in providing satisfaction among
workers and leading to higher level of motivation.

Herzberg’s motivation theory is an important theory in organizational behavior that


identifies and examines factors contributing to motivating employees at the workplace. There
should be adequacy of the hygiene factors and managers must ensure that employees are
motivated to work by giving opportunities, recognition, job enrichment, and utilizing their
capabilities to the maximum possible level. It is essential to understand what motivates workers
to give their best at the workplace. Employees evaluate motivation-related factors higher than
those related to workplace hygiene. However, either hygiene factors alone or motivator factors
alone can contribute significantly to eliminating overall dissatisfaction. It is necessary on the part
of managers to blend both the factors well so as to suit the specific as well as the special needs
of the employees of the organization. The pragmatic approach is to create a balance between
the hygiene factors and the motivator factors.

Although, it is not always necessary that motivators keep motivating employees all the
time and hygiene factors cause dissatisfaction. Some of these factors can interchange their
roles as well. Therefore, management is required to take a more pragmatic approach and apply
a combination of both motivational factors and hygiene factors to achieve individual and
organizational goals with efficiency and effectiveness.

Herzberg’s two-factor theory has importance in terms of understanding the basic factors
that drive motivation among employees in the workplace that help them feel connected to the
organization and its goals. Although, the theory was proposed in the era of the industrial age,
yet it is considered as a very useful framework in today’s dynamic business organizations.
Blended approach by managers can lead to better appreciation for responsibility which is
undertaken by every individual at the workplace along-with more involvement and better work
efficiency. In a contemporary business environment, organizations should strive to create an
inductive environment and develop systems that can help employees to overcome problems as
well as help managers to encourage good practices at the workplace in good of both employees
and the organization

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