Herzberg's Theory of Motivation

History

Herzberg's theory of motivation was developed in the 1950s by psychologist Frederick Herzberg

Features

1. Herzberg postulated that there are two types of factors that motivate workers. The first thing was called "motivators." This included rewards such as achievement, recognition and responsibility. The second type was identified as hygiene factors--such as salary, company policies and working conditions.

Herzberg’s Two factors

Hygiene Factors:-

Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include:

Motivators:- Motivator factors are based on

an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort.

Factors Affecting Job Attitudes

Leading to Dissatisfaction

Leading to Satisfaction   

Company policySupervisionRelationship w/BossWork conditionsSalary

Relationship w/Peers

AchievementRecognitionWork itselfResponsibilityAdvancementGrowth

What might the evidence of de-motivated employees be in a business?

Low productivity

Poor production or service quality

Strikes / industrial disputes / breakdowns in employee communication and relationships

Complaints about pay and working conditions

Applying Hertzberg's model to de-motivated workers According to Herzberg, management should

focus on rearranging work so that motivator factors can take effect. He suggested three ways in which this could be done:

- Job enlargement - Job rotation - Job enrichment