Application of Herzberg's Theory in Workplace

 

Evaluate the Workplace

Evaluate morale in your workplace to assist you in identifying motivating and hygiene factors. Examine how employees interact with one another and find a correlation between their attitudes and the quality of their work. For example, the ability to telecommute increased productivity, and conclude that company policy is a hygiene factor. Identifying what influences of motivation can help to customize an improvement plan that will benefit to   the Organization.

Address hygiene factors

Make a plan to address hygiene issues in the workplace. For example, can reconsider company policies and consider how to modify them to meet the needs of employees. Consider implementing training programs for managers to learn how to effectively supervise and support team members during projects. Examine the organization's budget to see if salary increases are possible. Examine communication patterns with employees to better reassure them about the safety of their jobs.

Reinforce Motivators

Increase the presence of motivating factors in the workplace to increase employee satisfaction. Promote training and development opportunities, for example, to demonstrate to employees that the company is committed to their professional development. Consider offering internal employees the chance to seek higher-level positions before expanding the job search externally. E.g ; design a protocol for acknowledging an individual's achievements publicly

 

 References

Herzberg, F., Mausner, B., & Snydermann B. (1959). The motivation to work. New York:

Stello, C. M. (2011). Herzberg’s two-factor theory of job satisfaction: An integrative literature review. Journal of Education and Human Development, 1-32.Wiley.

 

Comments

  1. Derrick WilliamDecember 9, 2022 at 9:45 PM

    The two-factor model of motivation developed by Herzberg (1957, 1966) was based on an investigation into the sources of job satisfaction and dissatisfaction of accountants and engineers who were asked what made them feel exceptionally good or exceptionally bad about their jobs. According to Herzberg, this research established that there were two factors that affected feelings of satisfaction or dissatisfaction. Motivating factors or ‘satisfiers’ relate to the job content and consist of the need for achievement, the interest of the work, responsibility and opportunities for advancement.

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  2. Divangi CoorayDecember 16, 2022 at 11:48 PM

    Thank you Derrick. Agreed for your comment. Furthermore, Two-Factor Theory is closely related to Maslow's hierarchy of needs, but it introduced more factors to measure how individuals are motivated in the workplace. This theory argued that meeting the lower-level needs (extrinsic or hygiene factors) of individuals would not motivate them to exert effort but would only prevent them from being dissatisfied (Robbins, 2009).

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