Herzberg’s Two-Factor Theory

 

Herzberg established two-dimensional model of the factors that influence people's attitudes toward work. Initially, Herzberg and his associates developed a hypothesis that job satisfaction and dissatisfaction were affected by two distinct sets of factors, and thus satisfaction and dissatisfaction could not be constantly measured on the same continuum (Herzberg et al., 1959; Stello, 2011).

According to Herzberg, the elements contributing to job happiness are independent of those causing job dissatisfaction. Managers who work to eliminate the causes of employee dissatisfaction may thereby bring about peace, but not necessarily motivation.

Kreitner & Kinicki (1998) highlight one of Herzberg’s findings, where managers rather than giving employees additional tasks of similar difficulty horizontal loading, vertical loading consists of giving workers more responsibility.

The key tenet of Herzberg's theory was that although some circumstances promote favorable attitudes about work, others promote negative ones. The other hypothesis stated that there were different long-range and short-range sequences of activities elements and effects.(Herzberg et al., 1959; Stello, 2011).

According to Herzberg (1959), motivational factors only serve to increase and improve job satisfaction, whereas hygiene factors serve to decrease job dissatisfaction. The following Image will elaborate the list of Motivators and Hygiene factors

The two causes that influenced job satisfaction were classified into two groups. The first group became known as the motivation factors because it was linked with the need for growth or self-actualization. Achievement, recognition, the work itself, responsibility, advancement, and the possibility of growth were all motivators. The other type of factors, known as hygiene factors, was related to the need to avoid unpleasantness. List of satisfiers and dissatisfiers are shown in below image.


Figure 8 (Source; career guide)

References

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

Kretiner, R., & Kinicki, A. (1998). Organizational Behavior (4 ed.). Boston: Irwin McGraw-Hill

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

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