Welcome To Herzbergs Theory

WELCOME TO
HERZBERGS
THEORY
HERZBERG’S THEORY OF MOTIVATION:
Herzberg’s motivation theory is one of the content theories of

motivation. These attempt to explain the factors that motivate
individuals through identifying and satisfying their individual needs,
desires and the aims pursued to satisfy these desires. This theory of
motivation is known as a two factor content theory
HISTORY OF HERZBERG’S THEORY:
• Frederick Herzberg was an American psychologist who created the motivation

theory.
• Frederick Herzberg (1923-2000) was a clinical psychologist and is one of the major
writers in management and motivational theories. Frederick Herzberg was one of the
most influential management teachers and consultants of the post-world war II. His
approach focuses on content theories and explains specific things that motivate an
individual at work. Frederick Herzberg is recognized by his book The Motivation to
Work (1959) and by the Two Factor theory .
TWO-FACTOR THEORY OF HERZBERG:
• The theory comprises two factors: motivation and hygiene.

Motivation factors, such as a sense of achievement and
responsibility, aim to inspire and engage employees. Hygiene
factors, such as salary and working conditions, are necessary for
employees to maintain satisfaction in the workplace.
HERZBERG’S MOTIVATORS:
• Achievement : The send of accomplishment at the end of a project or

task
• Recognition for accomplishment :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
• Interesting work : Tasks are stimulating and keep them interested
• Responsibility :The opportunity to take on bigger project roles,
more duties, and higher levels 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.
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 fields
• 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
the organization.
• Company reputation : The reputation of an organization outside
of the company walls, such as with suppliers and business partners.
EXAMPLE OF THE TWO-FACTOR THEORY :
• You work for a graphic design company as a senior executive. To reduce employee
unhappiness, you may eradicate any hygiene factors related to poor morale. For instance,
based on your research results, you may decide to make physical and ergonomic
improvements to workspaces, create a collaborative workplace culture, offer competitive
salaries, and structure jobs so that each employee feels like they’re performing meaningful
work.
• After addressing hygienic factors, you work to improve each employee’s job happiness. To do
this, you give your employees a broader diversity of tasks, increase their responsibilities, and
acknowledge their accomplishments. Once you can accomplish this, you might have effectively
used the theory to help increase job happiness, decrease dissatisfaction, and possibly even
increase productivity in your workforce
HERZBERG’S THEORY NEEDS:
• A factor is responsible for job dissatisfaction. The absence of such
a factor would not mean job satisfaction but it might be called no
job-dissatisfaction. Thus, this theory is based on two type of
factors. They are factors leading to job satisfaction and factors
leading to job dissatisfaction. According to Herzberg’s motivational
factors are responsible for job satisfaction. Hygiene or
maintenance factors are responsible for job dissatisfaction .
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

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WELCOME TO

Herzberg’s motivation theory is one of the content theories of

• Frederick Herzberg was an American psychologist who created the motivation

• The theory comprises two factors: motivation and hygiene.

• Achievement : The send of accomplishment at the end of a project or

• Salary and benefits:How well an employee’s basic needs are

• The two factor theory, also known as the motivation-hygiene theory

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