Herzberg’s Motivation-Hygiene Theory

Clinical Psychologist, Frederick Herzberg, published his first workplace motivation book called The Motivation to Work in 1959. He had an innovative method of research that was different from prior closed question surveys. Herzberg used open question surveys to gain insight on what employees felt about critical workplace working conditions. In addition, the series of interviews gained insight of what the employees thought motivated them.

Herzberg’s Two Factors in Job Motivation

Herzberg introduced two concepts that influenced the role of motivation in the world of management, job enrichment and motivation-hygiene theory. Herzberg showed that satisfaction and dissatisfaction at work almost always arose from different factors. According to Helzberg, people have two sets of needs:

 1. As an animal to avoid pain

2. As a human being to grow psychologically     

 People are influenced by two factors:  

 Work Hygiene Factors = Employees Physiological Needs

Addressing hygiene factors helps to prevent that employees do not become dissatisfied.
Examples of Hygiene Needs or Maintenance Factors:

· Perceptions of management, leadership supervision

· Relationships with peers, supervisor, organization, policies

· Work conditions

· Salary

· Status

· Job security

Herzberg believed that hygiene factors were based on the drive to avoid pain, and the motivators factors were directed towards growth. When hygiene factors are lacking, it leads to employee dissatisfaction.

2. Work Motivators Factors = Employees Psychological Needs

Addressing motivation factors helps motivate employees into higher performance.

Examples of Motivation Factors:
      · Achievement

· Recognition

· Tasks at work

· Responsibility

· Growth

· Advancement

· Stimulating work

Looking for Hertzberg's Model in Your Workplace

Can you see signs of de-motivated employees in your current or past workplace?
 

Herzberg’s Motivation-Hygiene Theory by jen1026r on GoAnimate

Animation Software - Powered by GoAnimate.

Signs Include:

· Low productivity

· Poor attitudes and service

· Poor employee communication

· Complaints about compensation or benefits

Herzberg found that employees are not content with the satisfaction of hygiene factors at work, such as minimum salary levels or comfortable working conditions. Instead, employees wanted gratification of higher-level psychological needs or motivation factors. Employees seek achievements, advancements, recognition, and responsibility.

Hertzberg's Theory to Strengthen Employee Motivation

Hertzberg’s two-factor theory reflects that employers should challenge employees’ skills and allow them to grow in their jobs and career. To remove dissatisfaction, employers should offer job enrichment and the opportunity for employees to grow in the job. Improving just the hygiene factors is a short-term solution to removing dissatisfaction and improving employee motivation. This means that you cannot fully satisfy employees through only addressing hygiene factors. Employers must work on balancing both hygiene and motivator factors in order to remove dissatisfaction and build job enrichment.