Herzberg’s Two Factor Theory

Federick Herzberg, an American Psychologist, proposed the Two Factor Theory after conducting a study that included 200 employees from nine different companies. The theory states that two factors or needs must be fulfilled to motivate the employees to perform better. These factors are independent of each other and thus affect behaviours differently. Herzberg’s theory is also known as the motivation-hygiene theory.

What is the two-factor motivation theory by Herzberg?

Herzberg conducted interviews on 200 engineers from nine different companies in the late 1950s which led to the formulation of this theory. First, the employees were asked about their workplace’s good and bad experiences. Then, he and his associates asked questions about the factors that led to the experiences in their workplaces. 

The study’s observation revealed that good and bad elements of workplaces were not the same. But, the baseline was clear. Negative experiences came from dissatisfaction arising from the workplace while good experiences came from job satisfaction and relevant happiness. 

This led to the formulation of this theory. The theory has two major factors, namely the motivation factors that came from the job and hygiene factors relevant to the employees’ working environment.

What are the motivational factors in the theory?

Motivational factors are relevant to the characteristics of the job. The presence of these factors increases efficiency in employees and makes them satisfied. But the absence of these factors does not displease them completely, unlike the hygiene factors. 

Herzberg mentions several motivational factors in this theory. Responsibility, growth, recognition, self-development promotion and other such opportunities are the primary motivating factors concerning a job. The factors act as job enrichment elements and are also known as motivators.

What are the Hygiene Factors in theory?

Hygiene factors, also known as maintenance factors, are essential to keep a working environment healthy. Even though these factors do not satisfy the employees, the absence of these often dissatisfies the employees. 

Company policy, Job security, salary, work status, relationship with superiors and peers, and good working conditions are some of the maintenance factors which are essential to ensure a good working environment. The absence of these factors will bring in dissatisfaction in employees, but their presence will not motivate the employees to work better.

Critical study by Campbell, Haked, Dumette, and Cumette in 1967

There are three objectives or discussions brought in by these researchers in the context of the two-factor theory of motivation by Herzberg. 

• First, they also included the workplace factors that differentiate between job dissatisfaction and satisfaction. 
• The researchers’ second observation was that the study focused on job characteristics that can influence feelings relevant to the job. 
• Finally, they came up with a list of satisfying and dissatisfying features. 

Criticisms of the motivation-hygiene theory

Several researchers criticised the theory stating that factors which lead to overall workplace satisfaction and dissatisfaction in employees are subjective. Many critics also argue that Herzberg’s theory has restricted methodology. In addition to that, several researchers also question the methodology’s reliability. Situational variables are missing in the theory, and Herzberg failed to cover the relationship between productivity and job satisfaction.

How to motivate employees using Herzberg theory?

Here are a few ways to implement and enhance employee motivation in their workplace with the help of the two-factor theory:

• First, employers can provide their employees with more autonomy. The more responsibility an employee has, the more sense of achievement they will feel from their work. 
• The second is by providing timely feedback to the employees. Giving your employees meaningful and constructive feedback for their efforts can motivate them to work better. 
• Lastly, enhancing workplace conditions by improving hygiene factors can help increase employee motivation. Making the workplace clean, safe, and aesthetically beautiful can help increase workplace satisfaction. Providing them with a better workplace environment and more benefits will ensure their head stays in the game and they are motivated towards performing better. 

Conclusion

The two-factor theory, also known as the motivation-hygiene theory or the dual-factor theory, states that there are two sets of factors that cause job satisfaction or dissatisfaction. The factors determine whether the job is satisfying or not, and are divided between motivational and hygiene factors. While hygiene factors are also called maintenance factors, they focus on workplace conditions. There is dissatisfaction but no incentives or satisfaction with hygiene factors. On the other hand, motivational factors are relevant to the job and act as incentives. The absence of these factors doesn’t dissatisfy employees. 

The hygiene factor includes company policies, salary, monetary remuneration, job security, relationship with peers, and supervision. While growth, Recognition, responsibility, and achievement come under motivational factors.