Herzberg Motivation/Hygiene Theory
Herzberg’s motivation/hygiene theory interpret as the two-factor theory, Herzberg created his theory based on Motivators and Hygiene factors, the themes of the satisfying incidents called as motivator factors & dissatisfying events called as hygiene factors (Sachau,2007).Hygiene factors avoid dissatisfaction, but they do not lead to satisfaction. They are necessary only to avoid bad feeling at work, motivators are the actual factors that motivate employees at work (Hong & Waheed,2011).
Herzberg explained job satisfaction can’t
improve any of hygiene factors & can only improve by increasing the motivators
(Smerek & Peterson,2007).
|
Motivators |
Hygiene
factors |
|
Recognition |
Salary |
|
Achievement |
Company
Policy |
|
Work
itself |
Interpersonal
relations |
|
Opportunity
for advancement |
Working
conditions |
|
Responsibility |
Technical
competence |
The main perception of this theory is the difference between motivation factors and hygiene Factors & these two factors can be impacted on job satisfaction, Hygiene factors are considered less important to job satisfaction than motivation factors, Motivation factors lead to job satisfaction because of ‘the need of the individual for self-growth and self-actualization’(Alshmemri,Shahwa & Mude,2017).
&Regarding
‘satisfiers', Herzberg found that there were five factors of work that bring
about employee satisfaction, namely achievement, recognition, the job itself,
responsibility and advancement. At the other hand of the spectrum, Herzberg identified
formal politics, the management approach, supervision, pay, affairs at work and
working environment as factors that can discourage employees (Badubi.R,2017).
The company which I’m working is highly considering about employee motivation as a leading glove manufacturing organization in the world, all the policies that the company made considering Herzberg Motivators & Hygiene factors along with other important theories, therefore the company named as one of the high payed manufacturing organization in Sri Lanka & all wants to join for the company. employees receive their monthly salaries which align with the industrial benchmarks along with allowances, Further, in general when there are job opportunities that the company has a policy to provide the first chance for existing employees before move for external parties, HR department send “internal job opportunity notices” daily basis, employees who has that skills, knowledge can apply & promote.
Company HR & Lean team regularly arrange quiz competitions department wise to enhance employee knowledge & reduce employee stress. This is another example company has taken to develop employee interpersonal skills & work life balance, doing these all things & motivating employees company achieve financial targets in each financial year.
References,
• Sachau, D. (2017) Resurrecting the Motivation Hygiene Theory: Herzberg and the Positive Psychology Movement. Human Resource Development Review,6(4)377-393.
• Hong, T.T., Waheed, A. (2011) Herzberg’s motivation-hygiene and job satisfaction in the Malaysian retail sector: mediating effect of love money. Asian Academy of Management Journal,16(1)73-94.
• Smerek, R.E., Peterson, M. (2007) Examining Herzberg’s Theory: Improving Job Satisfaction among Non-Academic Employees at a University. Research in Higher Education,48(2)229-249.
• Alshmemri, M., Shahwan -Aki, L., Maude, P. (2017) Herzberg’s Two-Factor Theory. Life Science Journal,14(5).
• Badubi,R.(2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis, International Journal of Innovation and Economic Development,3(3)44-51.
