Dual factor theory of motivation. How to Use Herzberg’s Two 2022-10-25
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The dual factor theory of motivation, also known as the Two Factor Theory or the Motivation Hygiene Theory, was developed by psychologist Frederick Herzberg in the 1950s. According to this theory, there are two types of factors that influence an individual's motivation: hygiene factors and motivators.
Hygiene factors refer to the basic needs and conditions that must be met in order for an individual to be satisfied with their work environment. These factors include things like salary, working conditions, supervision, and job security. If these needs are not met, an individual may experience dissatisfaction and reduced motivation. However, meeting these needs alone is not enough to motivate an individual; they must also have motivators present in order to feel truly motivated and engaged in their work.
Motivators, on the other hand, are the factors that drive an individual to work harder and achieve more. These factors include things like recognition, responsibility, advancement, and personal growth. When these motivators are present, an individual is likely to feel motivated and engaged in their work.
According to the dual factor theory, both hygiene factors and motivators are important for maintaining motivation in the workplace. If an individual's basic needs are not met, they will likely feel dissatisfied and demotivated. However, simply meeting these needs is not enough to truly motivate an individual; they must also have the opportunity to grow and develop in their work in order to feel truly engaged and motivated.
One practical application of the dual factor theory is in the area of employee management. By understanding the factors that drive employee motivation, managers can create work environments that meet the basic needs of their employees while also providing opportunities for growth and development. This can help to increase employee motivation and engagement, leading to improved performance and productivity.
Overall, the dual factor theory of motivation is a useful framework for understanding the factors that influence an individual's motivation. By taking into account both hygiene factors and motivators, individuals and organizations can create work environments that are conducive to motivation and success.
If the working environment is poor and employees are surrounded by toxicity, job dissatisfaction will increase. These factors are company policy and administration, technical supervision, interpersonal relationship with supervisors, interpersonal relationship with peers, interpersonal relationship with subordinates, salary, job security, personal life, working conditions, and status. The analysis of the responses derived from this approach is highly subjective. How to Use The Model There is a two-step process to use the Two Factor Theory model to increase the motivation of your team. These factors are called motivators or satisfiers. Since both extrinsic and intrinsic factors are not fulfilled, employees will be dissatisfied and unmotivated. By identifying stressors and motivators, managers can identify the factors they need to eliminate and improve for better job satisfaction.
When an employee works with positive and strong interpersonal relations, job dissatisfaction is decreased. They provide a background on which people work. While motivational factors like promotions, rewards, etc. The practising managers practise this theory in motivating their subordinates. Herzberg Two Factor Theory: Disadvantages Herzberg's theory does not consider differences in people's social and cultural backgrounds - People have different priorities, meaning that they are motivated by different factors. But, because they are used to receiving the same salary, it does not necessarily motivate them to work better. When employees are given adequate responsibility and authority, their job satisfaction levels increase as they feel that the employer trusts their decisions.
The two sets of factors work independently of each other. Therefore they are also called Hygiene factors including company policy and administration, supervisory practice, working conditions, salary and wages and interpersonal relationship on the job. ADVERTISEMENTS: They mentioned features intrinsic to the job. Reported good feelings, on the other hand, were generally associated with the surroundings or peripheral aspects of the job- the job context. As organizations shifted away from focusing on mass-production and toward innovation, new theories of motivation, such as those based in behaviorism, evolved Bassett-Jones and Lloyd, 2005. Autonomy is one of the biggest factors of motivation.
Critics also claim that this theory is method-bound. Mental Hygiene, 45, 394-401. However, a negative or stagnant status leads to a decrease in employee satisfaction and distress or demotivation to continue working. Adequate equipment and resources. He made scientific achievement in this regard. Managers then employ positive factors and eliminate negative factors in the workplace for enhanced job performance. Companies can solve problems faced by employees - The company can focus on solving the dissatisfaction problems of employees.
What are hygiene factors? The study was about extremely good or bad work experiences of people, it does not provide the comprehensive view about actual condition. He went to different organisations, ran multiple surveys and experiments, and finally drew the theory. For example, your company gives employees more autonomy and flexibility. It reduces boredom and Empowerment program. Those factors are essential to keep the employees motivated. However, if the job is complicated or employee engagement is low, the level of job satisfaction decreases.
These factors are necessary to maintain at a reasonable level of satisfaction in employees. Herzberg's 2-factor theory helps managers understand the workplace's major factors as satisfiers and dissatisfiers. Absence of these will not lead to dissatisfaction but a lesser degree of satisfaction. Developing a workforce where employees get an appropriate source of motivation and a growing work environment often brings out their best performance. Thus, the presence of these factors such as a salary, job security, good working condition, status, etc will not motivate people in an organization.
Two Factor Theory of Motivation and Satisfaction: An Empirical Verification
These motivators, according to Herzberg, are intrinsic to the job and lead to job satisfaction because they satisfy needs for growth and self-actualization Herzberg, 1966. Ensure there are no major salary disparities between employees doing similar jobs. Attempting to address the controversy over whether monetary compensation is a motivating poor hygiene factor, the researchers used a questionnaire to ask 144 mid-level managers about what factors influenced their job satisfaction most. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled. Low Hygiene and High Motivation With high motivation and low hygiene conditions, the employees are extremely motivated to work but have issues because the salary is not good. Ensuing the study, Herzberg inferred that there are two factors of motivation- i Hygiene factors and ii Motivational factors.
Both fail to handle the question of individual differences in motivation. Herzberg identified thirteen different motivation and hygiene factors that affect job satisfaction and dissatisfaction separately. Herzberg conducted a study by asking the question: What do people want from their jobs? Related: Critical Evolution of Two-Factor Theory Two-Factor Theory has been criticized on the following grounds: »The theory is based on a small sample of 200 accounts and engineers which is not representative of the workforce in general. Once you have done this, you can boost motivation by putting in place as many motivating factors as practical. Maintenance factors mostly are related to environment, outside the job. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction.