According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. These do not lead to positive satisfaction for long-term.
He wanted to find out how attitude affected employees motivation.
He did this by asking people to describe work situations that made them feel really good about their jobs and situations in which they felt bad about them.
He found that there are certain characteristics that can be aligned with job satisfaction and other characteristics that are consistent with job dissatisfaction. Some of the characteristics present when people were satisfied with their jobs included recognition, achievement, advancement and growth.
For people that were dissatisfied, the consistent attributes were company policies, supervision, salary and work conditions. Motivating Employees The characteristics of job dissatisfaction are called hygiene factors.
Even when they are eliminated or remedied, people will not necessary be motivated to do better at their jobs. To motivate your employees, you should focus on the factors of satisfaction like recognition, responsibility and achievements.
According to this theory, there are two steps to motivate employees. The first step is to eliminate job dissatisfaction and the second is to create conditions that lead to satisfaction.
Poor company policies should be eliminated along with ensuring competitive wages and job security. Employees should be given opportunities for advancement, be recognized for their work and give more responsibilities to help motivate them. While the theory has its detractors, it has been used successfully in developing employee motivation in companies for over half a century.
Applying this theory systematically can help create motivated employees that will help a company succeed.The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction.
Also, the managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better.
Jun 14, · Herzberg's Two-Factor Theory is a great way to understand the sources of employee motivation. By applying the theory, you too can create a motivating grupobittia.comon: Keilasatama 5, Espoo, Uusimaa. The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.
Find out what factors motivate and demotivate your people. These results form the basis of Herzberg's Motivation-Hygiene Theory (sometimes known as Herzberg's Two Factor Theory).
Published in his famous article, "One More Time: How do You Motivate Employees," the conclusions he drew were extraordinarily influential, and still form the .
The two-factor theory (also known as Herzberg’s motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.
The Two-Step Approach. The Two-Factor Theory includes two types of factors that affect how motivated or satisfied an employee is at work.
These are comprised of hygiene factors and motivator factors.