SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY

Gen. Luna Rd., Baguio City

Name of Student:
Leader : MAGNO, Stephie Rose V.
Assistant : MESA, Lilian Cleth I.
Group Members:
LEBANTINO, Francesca
LINGBAWAN, Emily
LIMAYOG, Jallyn-Tzarina
MALONG, Jedaiah Dennise
NAPOLI, Justine Kate
NGADAO, Tricia Mae
PABLO, Henesee
PADILLA, Rhita

Name of Facilitator : Laureano Alexis Mariñas

Subject & Schedule : Leadership Philosophies (Friday 1:00-2:00 pm)
Date submitted : Mar 10, 2023
Academic Paper : Herzberg's Two Factor Theory

During the late 1950’s, Frederick Herzberg, who was considered to be a pioneer in motivation

theory by many interviewed two hundred Pittsburgh engineers and accountants to find out what made

them satisfied and dissatisfied with their job. Herzberg asked the employees essentially two sets of

questions:

1. Think of a time when you felt especially good at your job. Why did you feel that way?

2. Think of a time when you felt especially bad at your job. Why did you feel that way?

From the interview conducted, Herzberg then came about the Herzberg Two Factor Theory,

also known as Herzberg’s Hygiene Theory. In his theory he stated that man has two sets of needs:

Lower level needs as an animal to avoid pain and deprivation, and higher level needs as a human

being to grow psychologically. Some factors in the workplace meet the first set of needs but not the

second and vice versa. The first group of factors he called 'hygiene factors' and the second,

'motivators'.
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Gen. Luna Rd., Baguio City

According to Herzberg, motivators create satisfaction by fulfilling individuals’ needs for

meaning and personal growth. On the other hand, hygiene factors cannot motivate employees but

can minimize dissatisfaction, if handled properly. This simply means that hygiene factors can only

dissatisfy an individual if these factors are absent or managed improperly.

Hygiene factors

Hygiene factors are the elements of a job that satisfy basic needs: security, pay, fairness, and

working conditions. When these needs are met, employees feel comfortable and satisfied with their

roles.

Here are some examples of hygiene factors:

● Salary and benefits: How well an employee's basic needs are met, such as pay and

insurance

● Job security: The amount of control the employer has over keeping the position filled

● Work environment: The amount of stress and travel required, as well as the office

environment (temperature, cleanliness, basic hygiene)

● Job policies: How an employee's day-to-day activities are controlled

● Supervisory practices: How well the employees are managed

● Company policies and administration: The way policies are set up in the organization
 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

● Company reputation: The reputation of an organization outside of the company walls,

such as with suppliers and business partners.

Herzberg motivators

Motivational factors are the key job elements that motivate people to stay and grow in a role. When

these needs are not fulfilled, the project team may become dissatisfied with their jobs. They may want

more challenging roles that allow them to grow professionally, learn new skills, or manage greater

responsibilities.

Here are a few examples of motivators as per Herzberg’s two-factor theory:

● Achievement: The sense of accomplishment at the end of a project or task

● Recognition for accomplishments: Being acknowledged for their work or contributions to

the organization that go above and beyond their job duties, whether that’s through a raise,

promotion, or important assignment.

● Advancement: The opportunity to be promoted within the organization

● Creativity: The ability to think outside the box to solve problems or come up with new

ideas

● Variety: A change in work assignments, projects, or duties

● Independence: The ability to make their own decisions

● Interesting work: Tasks are stimulating and keep them interested

 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

● Responsibility: The opportunity to take on bigger project roles, more duties, and higher

levels of confidentiality

● Accomplishment: The ability to accomplish a given task within the set deadline

● Personal development: The opportunity to upskill by learning new skills, improving existing

ones, and attaining certifications

● Interpersonal relationships: The ability to interact with other employees or clients positively

and build long-term relationships

● Status: Being seen as a leader in the organization, giving orders, and seeing those orders

carried out.

Consequently, only when the hygiene factors are handled properly will then the motivating

factors promote job satisfaction and encourage production. That being the case, in order to

understand how Herzberg’s theory applies to real-world practice, we need to remember that instead

of eliminating hygiene factors in order to create an environment in which employee satisfaction is

possible, we need to change how we handle these so-called hygiene factors. For instance, not all of

your employees will feel a great sense of motivation or satisfaction due to the organization’s policies.

In order to decrease the dissatisfaction in this area, one must make sure that the policies are fair and

apply equally to all. After dealing with hygiene issues, we can now improve motivating factors by

simply encouraging and supporting your employees, taking the time to recognize their achievements,

and/or by rewarding their loyalty and performance through advancement. In a nutshell, only when

hygiene issues are first dealt with, will there be an environment in which employee satisfaction and
 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

motivation are possible.

This idea of Frederick Irving Herzberg immediately became the most requested article in the

Harvard Business Review. Herzberg’s Two-Factor Theory is well established within the organizational

setting. For a fact, it is the responsibility of the leader to ensure hygiene factors among employees

and to implement proper motivation to increase job satisfaction within the company or

organization.The leader or manager, in accordance with the company’s policies or nature of the

working environment, should observe hygiene factors within the workplace. Consequently, hygiene

factors can affect the dissatisfaction and satisfaction morale of the employees depending on how well

the management addresses these factors. Skilled leaders should use the Two-Factor Theory to help

identify and prioritize work culture and practice improvement. To improve employee morale, the

leader or manager should consider the nature of the work and company policies and working

conditions.

According to Herzberg, leaders or managers should consider following three points to ensure

enrichment amongst employees:

A. Job Enlargement

The job should have sufficient challenge to utilize the full ability of the employee

B. Job Rotation

If a job cannot be designed to use an employee’s full abilities, then the company or

organization should consider changing the task or replacing the employee with

someone more capable of finishing the task

C. Job Enrichment

Employees who demonstrate increasing levels of ability (e.g. efficiency), should be

 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

given a higher level of responsibility

Furthermore, Hertbergz theory is valuable in creating ”‘team motivation” for the following

reason:

A. It provides deep insights - Hertzberg's idea sheds more light on how employees view

their work. The internal forces that motivate employees are found by looking inward.

B. It identifies diverse factors - The two-factor theory reaffirms that other factors, such

as organizational rules and procedures, rather than poor work performance are to

blame for a lack of job satisfaction. It emphasizes the manager's function, according to

which managers, supervisors, and/or leaders should encourage, support, and motivate

their teams throughout the course of a mission or project.

C. It encourages unity and diversity - The idea urges managers to be alert to employees

who might find it harder to be satisfied in their jobs. This guarantees that their

complaints are heard and that adjustments are made as needed.

D. It nurtures accountability-driven metrics - It offers a framework for assessing project

success in the workplace as well as job satisfaction and dissatisfaction scores among

employees.

Examining a two-factor theory application in an organization, let's imagine one of your team

members approaches you with a complaint that another member of the team isn't contributing enough

to a project. They disregard job deadlines and correct procedures, and when questioned about their

lack of motivation, they adopt a dismissive attitude. Getting this team member back into the right

frame of mind for the project is a challenge you must overcome. Herzberg's two-factor theory
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Gen. Luna Rd., Baguio City

suggests that this issue can be resolved by taking into account the team members' motivations. To

put it simply, people will act out when they feel like something is missing (i.e., they are dissatisfied) or

when they are confident in themselves (i.e., recognition). It might be time to assess how well the

organization is meeting this hypothetical team member's requirements if we want them to quit acting

out.

Moreover, in the context of the Philippine National Police (PNP), the Herzberg theory could be

applied to improve the motivation and job satisfaction of police officers. The PNP is responsible for

maintaining peace and order, preventing crimes, and enforcing the law in the Philippines. Police

officers face many challenges in performing their duties, such as long hours, high levels of stress, and

exposure to dangerous situations. That is why this theory ensures that police officers are motivated to

perform their duties effectively, whereas in the PNP consider the two factors of Herzberg theory

(hygiene factors and motivators).

Hygiene factors in the context of the PNP could include providing police officers with adequate

training and resources to perform their duties effectively, ensuring that they have access to necessary

equipment and supplies, and providing fair compensation and benefits. These basic needs must be

met to ensure that police officers can perform their duties effectively and with minimal stress.

Motivators in the context of the PNP could include opportunities for career growth and

advancement, recognition and rewards for exceptional performance, and meaningful work that aligns

with the officers' values and interests. These motivators could help police officers feel valued,

satisfied, and fulfilled in their jobs.

Work can often go unnoticed, making it appear redundant. Employees may come to believe
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Gen. Luna Rd., Baguio City

that their contribution is insignificant as a result. Diverse motivations drive individuals to become

police officers: However, it is not always rewarding just to know that one helped someone in need or

stopped a dangerous person from getting away. There are aspects of the job that can make it hard for

the general public to always like them. It is essential to the success of a police department to inform

them that every aspect of the job, no matter how small the task, is important.

To summarize, the two-factor theory is a theory that describes the characteristics of a job that

satisfy basic needs, such as security, income, fairness, and working conditions, as well as the factors

that determine an individual's level of motivation. The second factor is job dissatisfaction, one of the

primary employment components that encourage people to remain and advance within a position.

Herzberg's theory is focused on the attitudes of workers and job satisfaction that led him to

some interesting discoveries. Both motivation and hygiene have a variety of factors and if one of them

is inadequate or lacking, a worker or member of a team might be unsatisfied and have no desire with

their job, leading them to file complaints as one or more of their needs are not being addressed.

Although there isn't one proper means of handling people, each with their own set of requirements,

histories, and expectations, Herzberg's theory provides a good beginning point. They produce

employees that are motivated, productive, and fulfilled by providing an atmosphere that encourages

job satisfaction. Thus, these will contribute to better satisfaction. Yet, a team's leader or manager

must still engage emotionally in their members' relationships by talking to them, thanking them for

their dedication, or sending a card recognizing their hard work. Leaders might also recognize an

employee's innovation or a significant career milestone.

 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

Above all, they must be good leaders by assisting their subordinates in reaching their

maximum potential.
 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

Reference:

Gordon, J. (2022). Herzburg’s Two-Factor Theory (Hygiene Theory) - Explained. The Business

Professor.

https://thebusinessprofessor.com/en_US/management-leadership-organizational-behavi

or/herzburg-two-factor-theory-defined

Iyer, Y. (2022, June 10). Herzberg’s Two-Factor Theory in Project Management. Wrike.

https://www.wrike.com/blog/what-is-herzbergs-two-factor-theory/

Kurt, S. (2021, March 31). Herzberg’s Motivation-Hygiene Theory: Two-factor. Education

Library. https://educationlibrary.org/herzbergs-motivation-hygiene-theory-two-factor/

Syptak, J. M., Marsland, D. W., & Ulmer, D. (1999). Job Satisfaction: Putting Theory Into

Practice. AAFP. https://www.aafp.org/pubs/fpm/issues/1999/1000/p26.html

The World of Work Project. (2021, July 21). Herzberg’s Two Factor Theory of Motivation: A

Simple Summary.

https://worldofwork.io/2019/02/herzbergs-two-factor-theory-of-motivation/

Two Factor Theory - Herzberg’s Motivation Theory. (n.d.). Leadership-Central.com.

https://www.leadership-central.com/two-factor-theory.html

What Makes a Good Leader. (n.d.). The Art of Effective Employee Motivation.

http://www.whatmakesagoodleader.com/Herzberg.html
 SCHOOL OF CRIMINAL JUSTICE & PUBLIC SAFETY
Gen. Luna Rd., Baguio City

GROUP MEMBER TASK

MEMBERS TASK

MAGNO, Stephie Rose V. Powerpoint and Editing and Finalization

MESA, Lilian Cleth I. Importance of the Theory in Organization and

Finalization

LEBANTINO, Francesca Definition and Concept of the Theory

LINGBAWAN, Emily The Proponents and the History

LIMAYOG, Jallyn-Tzarina Application of the theory in PNP Setting

MALONG, Jedaiah Dennise Application of the theory in PNP Setting

NAPOLI, Justine Kate Conclusion

NGADAO, Tricia Mae Concepts of the Theory

PABLO, Henesee Application of the Theory in Leadership

PADILLA, Rhita Conclusion