HERZBERGS

THEORY OF
MOTIVATION

Frederick Herzberg
(1923-2000)

An American
Psychologist

One of the great

original thinker in
management &
motivational theory.

His famous article,

"One More Time:
How do You
Motivate
Employees

In 1959 he
developed the TwoFactor theory of
motivation.

TWO FACTOR THEORYHERZBERG

He developed a theory by analyzing the job
attitudes of 200 Pittsburgh accountants &
engineers who were asked whether they felt
positive or negative at workplace & the cause.
According to two-factor
model,
Managers should strive
to provide opportunities
for growth and
advancement,
achievement & job
challenge.

Motivation Factor

Hygiene Factor

HYGIENE FACTORS
Hygiene factors are those job factors which
are essential for existence of motivation at
workplace.
Hygiene factor are associated with the job
context or the environment in which the job is
performed.
These do not lead to positive satisfaction for
long term. But if these factors are absent at
workplace, it will lead to dissatisfaction.

HYGIENE FACTORS
These factors are associated with an
individuals negative feeling about the job.
The hygiene factors symbolized the
physiological needs which the individuals
wanted and expected to be fulfilled.
Therefore, the management can add value
through extrinsic motivation.

HYGIENE FACTORS
PAY OR
SALARY

COMPANY
POLICIES &
ADMINISTRATI
VE POLICIES

FRINGE
BENEFITS

The pay or salary structure should be

appropriate and reasonable.

The company policies should not be too

rigid. They should be fair and clear.
The employees should be offered health
care plans, benefits for the family
members and so on.

HYGIENE FACTORS
WORKING
CONDITION
S

JOB
SECURITY

INTERPERS
ONAL
RELATIONS
HIPS

Working conditions should be safe, clean and

hygienic
Work equipment should be updated and wellmaintained
Organization must be providing job security to
the employees

The relationship of the employees with his

peers, superiors and subordinates should be
appropriate and acceptable

MOTIVATIONAL FACTORS
According to Herzberg, the hygiene
factors cannot be regarded as
motivators.
Associated with an individuals positive
feelings or satisfaction about the job.
These factors are inherent to work.
These factors motivate the employees for
a superior performance.
These factors are called satisfiers. These
factors are said intrinsically rewarding.

MOTIVATIONAL FACTORS

MOTIVATIONAL FACTORS

LIMITATION TWO-FACTOR
THEORY

ADVANTAGES
ADVANTAGES
Motivate employee

DISADVANTAGES
DISADVANTAGES
Standardized scales
satisfaction

To identify broad issues

that need to be

Oversimplifies nature of

addressed or mitigated

job satisfaction

in general
Ensure good
environment and safety Ignore Blue Collar Workers
workplace.

RELATIONSHIP BETWEEN MOTIVATIONAL

FACTOR AND HYGIENE FACTOR

IMPLICATIONS

Aim: to motivate its employees both

by paying attention to hygiene factors
and by enabling satisfiers.
For example, it motivates and empowers its employees by
appropriate and timely communication, by delegating responsibility
and involving staff in decision making.
It holds forums every year in which staff can
be part of the discussions on pay rises.

This shows recognition of the work Tesco people do and

rewards them. Tesco staff can even influence what food
goes onto its restaurant menus.

Employees thus become motivated to make choices that

will increase their use of the restaurants.

CONCLUSION

FEB 2012
a) Discuss Motivation Factor and
Hygiene Factors and for each factor,
illustrate with example the application
of these factors at workplace. (10
Marks)
b) Explain how Herzbergs theory
helps manager to design and
implement reward system. (5
Marks)

Answer
a) Refer to slide 5 11.
b) Herzbergs theory suggests that factors such as
achievement, recognition and responsibility that
are strong motivators. However,
this theory
suggests that employees will be motivated only if
they value certain rewards. Organization culture
must encourage the appreciation of intrinsic
reward for them to be valued and considered
motivational by employees. Herzberg also
suggests that extrinsic rewards are not motivators
but provide only the setting for this intrinsic
reward.