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Hertzberg’s Two Factors Theory - Coggle Diagram
Hertzberg’s Two Factors Theory
Fredrick Hertzberg and his associates have proposed a two factors theory of motivation. According to Hertzberg, the absence of certain job factors tends to make workers dissatisfied. However the presence of these same factors in them does not produce high level of motivation. They merely help avoid dissatisfaction and the problem it creates, such as absenteeism, turnover and grievances. These factors are called maintenance or hygiene factors since they are necessary to maintain a reasonable level of satisfaction.
Maintenance factors (Factor 1) are:
1) Fair company polices and administration
2) A supervisor who knows the work
3) A good relationship with one‟s supervisor.
4) A good relationship with one‟s peers.
5) A good relationship with one‟s subordinates.
6) A fair salary
7) Job security
8) Personal life
9) Good working conditions
10) Status
Motivators or satisfiers (Factor 2) are:
1) Opportunity to accomplish something significant
2) Recognition for significant achievements
3) Chance for advancement
4) Opportunity to grow and develop on the job
5) Chance for increased responsibility
6) The job itself.
Some facts about the two factors:
1) Motivators are job centered
2) Maintenance factors are related working conditions and environmental conditions.
3) Two groups of factors are also known as intrinsic and extrinsic rewards.
4) These two sets of factors are unidirectional.
Merits:
• The theory is supported with considerable empirical data and is included in other research that is supportive of the original hypothesis.
• Recognizes the fact that motivation comes from within the individual as opposed to any external factors.
• The Two Factor Theory Provides practical solutions for organizations.
Demerits:
• Research methodology is criticized.
• Doesn't consider individual personalities with regards to motivating or hygiene factors.
• Doesn't provide a motivational value for each motivator.