Frederick herzberg s motivation and hygiene factors

Hygiene factors are needed to ensure an employee is not dissatisfied. Motivation factors are needed in order to motivate an employee to higher performance.

Frederick herzberg s motivation and hygiene factors

Read our Privacy Policy According to Herzberg, the factors leading to job satisfaction are "separate and distinct from those that lead to job dissatisfaction. This placates your workforce instead of actually motivating them to improve performance.

The characteristics associated with job dissatisfaction are called hygiene factors. When these have been adequately addressed, people will not be dissatisfied nor will they be satisfied.

Despite its wide acceptance, the theory has its detractors. Some say its methodology does not address the notion that, when things are going well, people tend to look at the things they enjoy about their job. When things are going badly, however, they tend to blame external factors.

Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. To apply the theory, you need to adopt a two-stage process to motivate people.

Frederick herzberg s motivation and hygiene factors

Eliminate Job Dissatisfaction Herzberg called the causes of dissatisfaction "hygiene factors. Fix poor and obstructive company policies. Provide effective, supportive and non-intrusive supervision. Create and support a culture of respect and dignity for all team members.

Ensure that wages are competitive. Build job status by providing meaningful work for all positions.

Herzberg - Motivation-Hygiene Theory

All of these actions help you eliminate job dissatisfaction in your organization. Now you have to turn your attention to building job satisfaction. Create Conditions for Job Satisfaction To create satisfaction, Herzberg says you need to address the motivating factors associated with work.

He called this "job enrichment. Things to consider include: Providing opportunities for achievement. Giving as much responsibility to each team member as possible. Providing opportunities to advance in the company through internal promotions.

Offering training and development opportunities, so that people can pursue the positions they want within the company. This theory is largely responsible for the practice of allowing people greater responsibility for planning and controlling their work, as a means of increasing motivation and satisfaction.

To learn more about this, see the Mind Tools article on job enrichment. Key Points The relationship between motivation and job satisfaction is not overly complex. The problem is that many employers look at the hygiene factors as ways to motivate when, in fact, beyond the very short term, they do very little to motivate.

Perhaps managers like to use this approach because they think people are more financially motivated than, perhaps, they are, or perhaps it just takes less management effort to raise wages than it does to reevaluate company policy, and redesign jobs for maximum satisfaction.

You may be horrified by what you find once you start probing bureaucracy, in particular, has a way of spreadinghowever, you may be able to improve things quickly if you put your mind to it. Then find out what they want from their jobs, do what you can to give this to them, and help them grow as individuals.

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Subscribe to our free newsletteror join the Mind Tools Club and really supercharge your career!Topics in management, including motivation and organizational behavior.

NetMBA > Management. Frederick Taylor and Scientific Management A summary of the work of Frederick Taylor, including the famous time and motion studies and Taylor's principles of scientific management. Motivation to Work [Frederick Herzberg] on *FREE* shipping on qualifying offers.

Quality work that fosters job satisfaction and health enjoys top priority in industry all over the world. This was not always so. Until recently analysis of job attitudes focused primarily on human relations problems within organizations. While American industry was trying to solve the unsolvable.

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.

Management > Herzberg. Herzberg's Motivation-Hygiene Theory (Two Factor Theory) To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction.

Executive Summary. When Frederick Herzberg researched the sources of employee motivation during the s and s, he discovered a dichotomy that stills intrigues (and baffles) managers: The.

In , 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.

According to Herzberg, the opposite of.

Herzberg - Motivation-Hygiene Theory