Frederick Herzberg’s two factor model is the assumption

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Herzberg’s two factor model is the assumption that factors of satisfaction
which fulfil people who work, aren’t the same as the elements which in fact dissatisfy
people who work. He had discovered that when individuals were excelling in
their roles and were consistently praised for the labour they were doing, was due
to them already being capable and satisfied of the required skill set and the knowledge
of their role, which would significantly result in them outperforming people
who weren’t satisfied with their job role.

According to Herzberg the two factors that he
had identified were the motivator (satisfaction) and (dissatisfaction) hygiene
factors. The motivator factors are elements which inspire and satisfy
individuals to work harder and the hygiene factor can de-motivate or dissatisfy
employees significantly if they are not present in the organisation. However,
Herzberg had also noticed that even if the hygiene factor was present, it was
not enough on its own to act as a motivator factor to make employees work
harder, thus why he had separated the factors into the two-factor theory.

Motivation factors that influence people at
work, were non-financial methods identified by Herzberg. This included elements
such as: significantly giving more responsibilities to individuals at work so
that their job role was more detailed and satisfactory (acting as recognition
by their managers in the employees’ eyes, thus satisfying the employee),
implementing and creating jobs which were fulfilling or challenging with
rewards both financial and non-financial, and he had also stressed that a key
element would be recognising the achievement of when their employees were executing
their jobs strategically and the contribution they had towards the company’s success
as a whole. (Motivation Theory: Herzberg (Two-Factor Theory), 2017)

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Hygiene factors that satisfy people at work, were recognised mostly as
financial methods by Herzberg. This included essentials such as: Appropriate
wages and financial rewards (pay rise, bonus pay, paid time off) that employees
believe they should be given, suitable working conditions to what employees
expect they should have, and appropriate supervision (lack of guidance and
management, bad decisions being made) and policies (health and safety policies
met) in place to ensure the employees are feeling wanted, safe and satisfied. Herzberg
strictly argued that if these hygiene factors were not put into place ,in the
organisation, it would have the negative effect of being demotivating for its

Categories: Management


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