Thus, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization.
In Herzberg stated that his two-factor theory study had already been replicated 16 times in a wide variety of populations including some in Communist countries, and corroborated with studies using different procedures that agreed with his original findings regarding intrinsic employee motivation making it one of the most widely replicated studies on job attitudes.
However, factors by itself cannot motivate people to work. Provide effective, supportive and non-intrusive supervision. All of these actions help you eliminate job dissatisfaction in your organization. Create Conditions for Job Satisfaction: This theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in unpleasable dissatisfaction.
The separation of satisfaction and dissatisfaction has been shown to be an artefact of the Critical Incident Technique CIT used by Herzberg to record events. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work.
The characteristics associated with job dissatisfaction are called hygiene factors.
The crux of the Two-factor Theory of motivation therefore, is that managers should be concerned about both the satisfying and dissatisfying factors. This approach to the study and understanding of motivation would appear to have certain conceptual advantages over other theories: If you want to motivate your team, you then have to focus on satisfaction factors like achievement, recognition, and responsibility.
His emphasis on content factors shifts the focus from traditional concept, where money was viewed as the most potent factor for work motivation. When they exist, motivator factors actively create job satisfaction. Ensure that wages are competitive. The problem is that many employers look at the hygiene factors as ways to motivate when in fact, beyond the very short term, they do very little to motivate.
Fourth, it relates motivation to ability: According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions.
Now you have to turn your attention to building job satisfaction. Providing opportunities for achievement. Unlike Maslow, who offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds.
Providing opportunities to advance in the company through internal promotions.Two-factor theory fundamentals: 2. 1 Research by Herzberg: Attitudes and their connection with industrial mental health are related to Abraham Maslow’s theory of motivation.
His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration. The article “Herzberg’s Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism” by Lundberg et al () discusses the question if Herzberg’s Theory of motivation is still valid with the aid of an empirical test on seasonal workers in.
Herzberg’s two-factor theory of motivation () explains and studies the factors that play a key role in making the employees of an organisation satisfied or dissatisfied with their work and job profiles. Herzbergs Theory Of Motivation Management Essay.
Print Reference this. Disclaimer: This theory is also known as the two-factor theory. Herzberg’s motivation-hygiene theory is developed by Professor Frederick Irving Herzberg in year (Herzberg, ).
There is no significant relationship between opportunities for advancement. Some tests of Herzberg's theory are more likely to produce support than others.
This was confirmed in a study of London bus crews.
However it can be argued that there is more than one valid test of Herzberg's two-factor theory, though some of these are likely to produce contradictory results. Is there a valid test of Herzberg's two-factor theory?
GODFREY GARDNER Department of Behaviour in Organisations, University of Lancaster; on study ieavefrom the Department of Psychology, University of Melbourne There are several ways of stating Herzberg's two-factor theory of motivation and each version can be tested in various ways.Download