Herzberg's motivation theory

 

04.Herzberg's motivation theory

 

According to Herzberg's motivation theory, or two-factor theory, there are two main components that an organization can manage to influence workplace motivation and performance.

 

The two factors identified are:

1.    Motivating factors:

Employees should be encouraged to work harder whenever motivating factors are present. They are factors that can be found in the workplace.

 

2.    Hygiene factors:

 

If the hygiene aspect is absent, employees will be discouraged from giving their all at work. Hygiene factors are the conditions that encourage employees to behave in a certain way. (Employee Motivation: The Complete Guide | QuestionPro, 2019)

 

Examples for motivators and hygiene factor

 

 

Motivators	Hygiene Factors
Recognition	Security
Growth	Company policies
Achievements	Salary
The work itself	Work conditions
Responsibility	Manager/supervisor

                        

 

 

 

 

 

 

There are 4 statistics that are following here:

 

1. 01   High hygiene & high motivation

This is the ideal situation for any manager or supervisor being in. All of the employees are excitedly motivated and have few complaints.

 

02   High hygiene & low motivation

 Employees have few complaints in this circumstance, but they are also unmotivated. Employees are highly compensated, yet the work is not particularly engaging. Employees simply pick up their pay stubs and depart.

3. 03   Low hygiene and high motivation

 This is a difficult situation because the employees are both highly motivated and have several grievances. This is an example of a situation like this:

 when the work is extremely appealing but the employees are not compensated in accordance with market standards, this is an example of a situation like this.

04. Low hygiene & low motivation

There's no point in speculating; this is clearly a poor situation. Employees aren't particularly motivated, and there are no hygienic methods in place. (Employee Motivation: The Complete Guide | QuestionPro, 2019)

 

How To Use These are in organization

 

v First and second, fix and change your company's administrative policies. Make sure your human resources department is up-to-date on what other companies are offering and that they are aware of the leadership's expectations. Developing policies with both in mind is a win-win situation for everyone.

 

v Make sure your supervisors are mentors as well as bosses. Each employee should be valued and backed up.

 

v Check to see if the pay, benefits, and bonuses are reasonable. Why would your employees want to take initiative if you don't properly compensate them?

 

v Check to see To improve job satisfaction, make sure that employment is stable and that people believe their work is meaningful. If the pay, benefits, and bonuses are reasonable. Why would your employees want to take initiative if you don't properly compensate them?

 

v Check to see To improve job satisfaction, make sure that employment is stable and that people believe Delegate responsibility to your staff and make them feel appreciated. Respect their personality, pay attention to their input, and take action as needed.

 

v The importance of organizational culture cannot be stressed enough.(Badubi, 2017)

 Reference : 

Badubi, R. M. and Leap Bojan (2017) Theories of Motivation and Their Application in Organizations, Research leap. dx.doi.org. Available at: http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2004 (Accessed: April 18, 2022).

Employee motivation: Definition, types, importance, and ways to improve it | Question Pro (2019) Question Pro. www.questionpro.com. Available at: https://www.questionpro.com/blog/employee-motivation/ (Accessed: April 18, 2022).