Herzberg Two Factor Theory

It is related to Abraham Maslow’s theory of motivation and is also called the two-factor theory. It states that there are two types of people: those who act independently and those who act in concert with others and with other people. [Sources: 0]

Herzberg and his model suggest that the two-factor theory of motivation affects people in different modes. These findings have implications for the study of human behavior and the role of the brain in human psychology. [Sources: 0, 10]

To understand employees “attitudes and motivations, Frederick Herzberg claimed to have conducted an investigation to determine which elements of an employee’s work environment caused satisfaction or dissatisfaction. The hygiene factor was completely linked to dissatisfaction at work, and hygiene quality declined. Within this working framework, he discovered a connection between the hygiene factors and the satisfaction of the employee with his working environment. [Sources: 10]

He argued that there are two factors an organization can adjust to influence motivation in the workplace. If they are not there, the employees are unmotivated and are not encouraged to work harder. [Sources: 5]

Friedrich Herzberg developed the so-called theory of work motivation, which he called Herzberg’s motivation theory or “two-factor theory.” The Herzburg motivation theory model has various names, including the Herzberg motivation theory, the two-factor theory and the three-factor model. [Sources: 5, 6]

The theory of the two factors is based on the idea that motivation can be divided into “hygiene factors” and “motivation factors.” A number of hygiene factors are linked to workplace dissatisfaction, but these factors have no motivation value if they exist and cannot currently be the basis for dissatisfaction. [Sources: 6]

The theory of the two factors is a simplification of the true relationship between motivation and dissatisfaction. Several studies have shown that people are motivated by a number of factors that are in themselves rewarding, such as satisfaction with their own work, and these are linked to results that result directly from work. [Sources: 7]

This dissatisfaction is attributed to obstacles presented by company policy and superiors rather than to shortcomings. The satisfaction and motivation of employees can be important factors in determining whether they decide to take up a job and how long they stay in the job. [Sources: 1, 7]

Herzberg’s two-factor theory, also known as Herzberg’s two-factor theory or two-factor theory of job satisfaction, emerged from his work in 1959. He posited that people’s job satisfaction depends on a number of factors that fall into two categories: dissatisfied (also called motivators) and satisfied, also called the hygiene factor. [Sources: 1]

His results formed the basis for his motivation and hygiene theory, sometimes called Herzberg’s two-factor theory. The conclusions he drew were extraordinarily influential, and still form the basis of good motivational practice nearly half a century later. One thing to note: Satisfied and dissatisfied are not the exact opposite of his theory. This famous article was published in the Journal of the American Psychological Association (JAPA), a professional psychology journal. [Sources: 1, 8, 9]

Herzberg’s results showed that certain job characteristics were associated with job satisfaction, while other factors were associated with job dissatisfaction. [Sources: 8]

This theory looks at the necessity of the motivation concept from a different functional perspective and analyzes how motivation can be effectively implemented. This theory is also known as the Herzberg theory of two factors, which was developed in 1959. All rights reserved, except for copyrights and other intellectual property rights in this article. [Sources: 3, 8]

Theory revolves around two types of factors that can be found in the workplace: one creates job satisfaction, the other generates dissatisfaction and reduces employees “morale and drive to work. Frederick Herzberg formulated the theory of two factors, or two – factor theory, and argued that job satisfaction or dissatisfaction in the workplace is influenced by various factors. Poor working conditions are probably a source of dissatisfaction, but excellent working conditions lead to correspondingly higher satisfaction rates due to higher professional recognition, better pay and benefits, and better working conditions. [Sources: 2, 3]

Herzberg’s theory of two factors is based on two types of factors: the factor that can lead to workplace dissatisfaction is called “hygiene,” while the factors that cause satisfaction are called motivators. [Sources: 2, 7]

The factors that are more satisfactory (motivating) consist of a combination of two factors: the hygiene factor and the motivation factor. [Sources: 7]

The psychologist Frederick Herzberg developed his two-factor theory, also known as the two-factor theory, after interviewing a large number of employees of his Pitsburg company in the 1950s. The specific contents of the theory of work motivation were developed by the well-known management theorist and psychologist Friedrich von Mises. After interviewing more than 200 auditors and engineers of a Pitburg company in 1950, he developed the basis for his theory and developed it into his “two-factor theory,” also known as “motivation – hygiene theory.” [Sources: 4, 7]

Herzberg’s theory differs from similar theories in that he theorizes that job dissatisfaction and job satisfaction are caused by two independent groups of factors. The theory is that there are certain factors in the work environment that lead to job satisfaction. Eliminating the factors that lead to job dissatisfaction leads to job satisfaction, while satisfaction with the job is determined by a number of other factors. [Sources: 4]


[0]: http://drrandifredricks.com/herzbergs-two-factor-theory-motivation/

[1]: https://www.7pace.com/blog/two-factor-theory-hiring-engineers

[2]: https://www.britannica.com/topic/two-factor-theory

[3]: https://www.managementstudyhq.com/herzbergs-two-factor-theory-of-motivation-and-hygiene.html

[4]: https://www.europeanceo.com/business-and-management/herzberg%E2%80%99s-two-factor-theory-still-holding-strong/

[5]: https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/

[6]: https://thepeakperformancecenter.com/performance-dynamics/maximizing-human-performance/herzbergs-two-factor-theory/

[7]: https://www.iedunote.com/two-factor-theory

[8]: https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm

[9]: https://courses.lumenlearning.com/wmintrobusiness/chapter/reading-two-factor-theory/

[10]: https://www.bmindstoday.com/herzberg-s-two-factor-theory-of-motivation/

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