This lesson describes frederick herzberg's two-factor theory, which is based on the idea of how hygiene factors and satisfiers or motivators are used to provide satisfaction to employees in work. The herzberg motivation theory focuses predominantly on job enrichment – think of ways you can empower, delegate, enhance job roles to keep people interested and stimulated a good tool to help in this is the situational leadership model or our flexible leader e-course.
Frederick herzberg (1923-2000), clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory herzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors. Based on herzberg’s theory it is important for managers to realise that by removing a source of dissatisfaction from the business you will not necessarily increase motivation in your workforce and, by doing something to increase motivation you will not necessarily reduce dissatisfaction in your business. The two factor theory by frederick herzberg explains the motivation and performance of employees using hygiene factors and motivation factors learn how to increase employee satisfaction and take away dissatisfaction he conducted his research by asking a group of people about their good and bad experiences at work he was surprised that.
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. It draws attention to job design and makes managers aware that problems of motivation herzberg’s theory of motivation 6 may not necessarily be directly associated with the work problems can often be external to the job (herzberg, 1968.
Herzberg’s two-factor theory of motivation in 1959, frederick herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory according to herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. Or do they want security, good relationships with co-workers, opportunities for growth and advancement – or something else altogether these results form the basis of herzberg's motivation-hygiene theory (sometimes known as herzberg's two factor theory) recognizing people's contributions creating work that is rewarding and that.
Keep up the good work after spending countless hours interviewing employees about what made them feel both good and bad about their jobs, herzberg applying herzberg's two-factor theory. 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 bedrock of good motivational practice nearly half a century later.
Motivation - herzberg (two factor theory) workers motivated to work harder by motivators eg more responsibility, more interesting work, more praise for good work workers can become de-motivated if hygiene factors are not met eg pay, working conditions, relationships with colleagues. The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work they will blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship.