Herzberg’s Two factor theory on employee motivation

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Employees are the key for organization success. How much employees are motivated, will decide the future of the organization. Various people have various motivational factors. Hence same motivational factors will have different effects on different people groups (Tan, 2013). Organization should clearly identify the dissimilarities of employees’ motivational factors and should respond according to them in achieving of organizational goals (Bourgault, et al., 2008). There are various definitions to introduce the motivation. Motivation is something that energized person to act on the something based on satisfying his or her needs (More, et al., 2003).  Fuller et al.(2008) describes motivation is persons’ dedication, hard work and passion to achieve a specific goal which in line with person’s personal goals. Also, motivation can be defined as the willingness to put high level of effort to achieve organizational goals provided that individuals’ goals can be achieved through it (Sraswathi, 2011).


Figure 1.0: Herzberg’s two-factor theory
(Source: Balogh, 2015)

There are two sets of factors introduced to explain employees working attitude and employees job performance. These are named as Motivation and Hygiene factors (Robbins, 2009). Motivation Factors are essential factors in increasing the job satisfaction and motivation of employees while Hygiene factors are essential in reducing the job dissatisfaction (Tan, 2013).Motivational factors refers to the situational factors related to the job employee does, including achievement, recognition, opportunities, growth and responsibility. Hygiene factors are conditions outside the job employee does, caused by the organization itself, including supervision, administration, salary, company policies, working conditions, job security and relationship (Busatlic, 2018).

I am working for a leading multinational organization which produce hand and arm protection equipment to medical and industrial sector. The organization I work for has taken several actions to provide hygiene factors and motivational factors to reduce the job dissatisfaction and improve the motivation of employees. The organization has provided good physical condition to the employees by providing free transport facilities, good canteen facilities and clean and comfortable working environment. Also, organization provide a higher basis salaries and overtimes compared to the others. Even in recent COVID 19 conditions, organization did not impose any pay cuts to employees, but organization has given incentives for the employees who were coming to the work during the curfew time in the country. This has immensely help to increase the job satisfaction and motivation of the employees. The organization has a code of conduct which implements company policies help to create an organization culture of respecting others, transparent and innovation. There are lot of employees in the organization who has an experience more then 20 years with in the organization, hence it is evident that job security is at a higher level in the organization.

The organization I work for has a performance evaluation system which monitors employee’s dedication to the work, job satisfaction and innovative ideas. Also, promotion system has linked to the performance evaluation system. If any new job opportunities came, the organization has internal job opportunity system. Before trying to recruit from the outside, there are opportunities for internal employees for applying these jobs and getting selected. So, there are various opportunities for employees for their personnel growth. Also, the organization has spent on training and development of employees on annually. It is evident form the above, the organization has provided enough hygiene and motivation factors to improve the job satisfaction and motivation as per the Frederick Herzberg’s two factor theory.

As per the research done by Hong & Waheed (2011) in Malaysia, has revealed that working condition is the most significant factor contribute to the job satisfaction among other factors. Respondents of the survey has expressed that the providing good working condition has a great effect of getting job satisfaction and motivation. Also, a research done by Islam et al. (2008) among professional carder who hold degrees, masters and PhD s has revealed that the good working condition is the most important thing in job satisfaction. Hygiene factors are less contributing to increase the employees’ motivation. By fulfilling hygiene factors only job dissatisfaction can be reduced. When hygiene factors are provided employees remain at neutral conditions but not motivated. It is important to provide hygiene factor first to avoid job dissatisfaction and motivational factors to increase the motivation as per the Herzenberg’s theory (Robbins, 2009).

Video 1.0: Motivating employees by using Herzberg’s two-factor theory


(Source:MindToolsVideos, 2018)

References


Balogh, L., 2015. Sport - Culture- Sports Culture The influence of organisational psychological factors on the performance of sport teams and organisations. 1st ed. University of Debrecan: s.n.
Bourgault, M., Drouin, N. & Hamel, E., 2008. Decision-Making within Distributed Project Teams: An Exploration of Formalization and Autonomy as Determinants of Success. Project Management Journal, 39(S1), pp. S97-S110.
Busatlic, S., 2018. Herzberg's Two factor theory of job satisfaction-Comparative study between private and public High School Teachers in Canton Sarajevo. The international journal of Business and Management Research, 8(6), pp. 27-48.
Fuller, M. A., Vlacich, J. S. & George, J. F., 2008. Information Systems Project Management: A process and Team Approach. 1st ed. New Jersey: Pearson Prentice Hall.
Hong, T. T. & Waheed, A., 2011. Herzberg's Motivation-Hygiene Theory and Job Satisfaction in the Malaysia Retail Sector: The Mediating Effect of Love of Money. Asian Academy of Management Journal, 16(1), pp. 73-94.
Islam, R., Hj, A. Z. & Ismail, 2008. Employee Motivation: A Malaysian Perspective. International Journal of Commerce and Management, 18(4), pp. 344-362.
MindToolsVideos, 2018. Motivating Your Team Using Herzberg's Motivators and Hygiene Factors. [Online]
Available at: https://www.youtube.com/watch?v=jnIuBktpwaM
[Accessed 14 6 2020].
More, H., Wegner, F. & Miller, L., 2003. Effective Police Supervision. 3rd ed. Cincinnati: Anderson Publishing Co.
Robbins, S. P., 2009. Organizational Behaviors: International version. 13/E ed. s.l.:Pearson Higher Education.
Sraswathi, S., 2011. A study on Factors that Motivate IT and Non-IT sector Employees: A Comparison. International Journal of Research in Computer Application and Management, 1(2), pp. 72-77.
Tan, S. K., 2013. Herzberg's Two-Factor Theory on Work Motivation: Does it Works for Todays Environment?. Global Journal of Commerce and Management Perspective, 2(5), pp. 18-22.






















Comments

  1. Shenan SirimanneJuly 29, 2020 at 10:44 AM

    The two-factor hypothesis of Job Satisfaction was the aftereffect of a multi year research program on work perspectives started by an award from The Buhl Foundation. There was a dire need at the ideal opportunity for more and better knowledge about the perspectives of individuals towards their occupations because of the pervasiveness of employment disappointment markers, for example, strikes, stoppages, and recording of complaints.(Stello, 2011)

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