Herzbergs 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. According to Herzberg, the opposite of Satisfaction is No satisfaction and the opposite of Dissatisfaction is No Dissatisfaction.
FIGURE: Herzbergs view of satisfaction and dissatisfaction
Herzberg classified these job factors into two categories-
Limitations of Two-Factor Theory
The two factor theory is not free from limitations:
Despite these limitations, Herzbergs Two-Factor theory is acceptable broadly.
Implications of Two-Factor Theory
The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Also, the managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better.
This theory emphasize upon job-enrichment so as to motivate the employees. The job must utilize the employees skills and competencies to the maximum. Focusing on the motivational factors can improve work-quality.
- Good Motivation System
- Classical Theories of Motivation
- Maslows Hierarchy of Needs Theory
- Theory X and Theory Y
- ERG Theory
- McClellands Theory of Needs
- Goal Setting Theory
- Reinforcement Theory
- Equity Theory of Motivation
- Expectancy Theory of Motivation
- Modern Theories of Motivation
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