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Category: Herzberg’s Two Factor Theory

  • Herzberg’s Two Factor Theory – Criticism

    In the last byte, we looked at Herzberg’s 2 factor theory. In today’s byte, we look at some of the criticisms for the theory.

    While the distinction between the motivational and hygiene factors is interesting to understanding the applicability of motivation theory directly in the design of the organization; there are certain criticisms that have to be noted:

    There exist some factors that cannot clearly be classified into hygiene factors or motivational factor. We have already looked at salary as an example for this dichotomy. It the situational influence that gets the influence defined as a motivational factor or a hygiene factor. This is the first criticism concerning the classification of factors.

    Individual differences like age, sex, social status, education or occupational levels also influence to what extent these factors have an impact. These individual differences are not considered in the theory.

    When we look at organizations, they typically have an internal flow process that would determine what sort of feelings an individual would develop toward the factors. This aspect too is not considered in the 2 factor theory.

    The technique used to identity has been from the critical-incidents method or research, and most of the work here has been done by Herzberg and his students. This is again a criticism sited by experts.

    In spite of these criticisms, the 2 factor theory is extremely useful in the design of work.

  • Herzberg’s Two Factor Theory – 2

    In the last byte, we began looking at Herzberg’s Two Factor Theory and began understanding the Motivation Factors. In today’s byte, we will continue the discussion on Motivation Factors and then understand about Hygiene Factors.

    Continuing on the discussion of Motivation Factors, we would fist begin with identifying a few of these factors – achievement, recognition of achievement, work itself, responsibility, advancement, growth etc. The presence of these factors leads to superior performance in the employees. This input is factored in, when designing the compensation packages for employees. It is not merely the financial benefits that are always offered to employees as a reward mechanism, involving these into the reward mechanism could prove extremely motivating for the employees.

    There is however and interesting dimension of Salary here – salary could be extremely motivation to certain degree; however it is only to a certain level. If the salary is not up to a certain expected mark for the employee, it could in fact be de-motivating – in such a scenario, salary also acts as a hygiene factor! This nature of salary is pretty unique!

    Motivation factors lead to a positive mental health and challenge people to grow, contribute to work environment, and invest themselves in the organization.

    Research has indicated that the absence of these motivational factors will not create dissatisfaction; however it lead to lack of satisfaction. Motivational factors are found to be more important than the hygiene factors, since they directly affect the motivational drive of a person towards completing a job well. When they are absent, the person is de-motivated to perform well and achieve excellence.

  • Herzberg’s Two Factor Theory

    In the last byte, we looked at the summary of the various need theories. In today’s byte, we look at Herzberg’s Two Factor Theory and attempt to understand it better.

    If we look at our job, there are certain situations where we are extremely content and satisfied with the work we do, while there are certain activities which we are extremely dissatisfied with. In fact it is not the complete job itself but certain aspects of it which makes us feel satisfied or dissatisfied with the job. Herzberg studied this to a greater detail and formulated the Two Factor Theory.

    Those work conditions that relate to the satisfaction of the need for psychological growth – are called motivational factors. Those work conditions that relate to dissatisfaction caused by discomfort or pain are called hygiene factors. This classification originates from the observation that, people have two sets of needs – one that relates to avoidance of pain and one relates to the desire for psychological growth. Thus, motivational factors are related to job satisfaction, while the hygiene factors are related to job dissatisfaction.

    We shall initiate a discussion on the Motivational Factors now, which we shall continue in the next byte:

    Herzberg says that job satisfaction is produced by building the motivational factors into a job. This process is called Job Enrichment. Some of these motivational factors are: Responsibility, Achievement, Recognition, Advancement and the work itself. The presence of such factors enhances the performance of an individual.