Herzberg's two-factor theory

 

In 1959, Herzberg, Mausner and Snyderman published the two-factor model of work motivation and developed the motivation-hygiene theory, which was influenced by Maslow’s hierarchy of needs (Jones, 2011). Herzberg created a two-dimensional paradigm of factors influencing people’s attitudes towards work. Initially Herzberg and his colleagues developed a hypothesis that satisfaction and dissatisfaction with a job were affected by two different sets of factors and thus satisfaction and dissatisfaction could not be reliably measured on the same continuum (Herzberg et al., 1959; Stello, 2011). Studies on job satisfaction were conducted to decide which factors in an employee’s work environment caused satisfaction or dissatisfaction.
Herzberg et al. (1959) laid the groundwork for the two-factor theory. Herzberg et al. (1959) assert that motivation and hygiene factors influence job satisfaction and performance. Motivational factors are referred to as satisfiers, whereas hygiene factors are referred to as dissatisfiers. Satisfiers and dissatisfiers are mutually exclusive and have varying effects on workplace motivation. Employees are motivated to work harder and are more satisfied with their jobs when they are satisfied. Dissatisfiers do not cause job satisfaction, their absence results in dissatisfaction. Soliman (1970) further developed Herzberg et al. (1959) theory. He distinguished satisfiers from dissatisfiers as higher-order needs and dissatisfiers from lower-order needs. Zhang & Dran (2000) discovered evidence in website design supporting the two-factor theory. According to the two-factor theory, satisfiers and dissatisfiers each contain a distinct set of factors (Herzberg et al., 1959; Soliman, 1970; Zhang & Dran, 2000). This assumption of the two-factor theory prompted researchers to conduct a thorough examination of online reviews from websites to identify a distinct set of factors contributing to consumer satisfaction and dissatisfaction (Levy et al., 2012; Li et al., 2013).

Video 1: Maslow's Hierarchy of Needs in the Workplace

Source: (Organizational Communication Channel, 2016)

The traditional Herzberg approach represented both job satisfaction and dissatisfaction on the same continuum, but at opposite ends. Later on, satisfaction and dissatisfaction were separated into different sets of categories, each accompanied by distinct set factors. Hygiene factors decreased dissatisfaction, whereas it was the motivators that increased satisfaction. Hence, the updated two-factor theory that claimed satisfaction and dissatisfaction to be determined by different set of factors was reinforced (Brenner, Carmack, & Weinstein, 1971). It must be noted that Herzberg’s theory of motivation derived inspiration from Maslow’s hierarchy of needs (Dartey-Baah & Amoako, 2011). Hygiene factors, fulfilled “the need to avoid unpleasantness” while the motivation factors met “the need of the individual for self-growth and selfactualization” (Alshmemri, Maude, & Phillip, 2017).

Maliban Biscuit Manufactories (pvt) Ltd, a renowned FMCG firm in Sri Lanka, prioritizes employee happiness with its facilities. Most facilities are focused on promoting recognition, status, personal worth, and self-realization, and organizations always prioritize employment environment variables such as policies and working conditions in order to prevent unhappiness. During COVID 19, the company took every care to protect our employees and their families. We also pushed personnel to have a cheerful attitude in high-pressure situations.

Reference

Armstrong, M. & Taylor, S. 2014. Armstrong’s Handbook of Human Resource Man-agement Practice. 13th ed. Ashford Colour press Ltd. London.

Armstrong, M (2006). A handbook of human resource management practice, 10th edn, Kogan Page, Ltd

Adair, John. (2006). Part 2. Maslow and Herzberg, Chapter 6. Herzberg’s motivationhygiene theory. Leadership and motivation. London and Philadelphia: Kogan Page

Alshmemri,M & Maude,P.(2017) Herzberg’s Two-Factor Theory. Life Sci J 2017;14(5):12-16]. ISSN: 1097-8135 (Print)

Ousaf,S.(2020) Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction. The Lahore Journal of Business, 8 : 2 (Spring 2020): pp. 85–128

Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American academy of business, 5(1/2), 52-63