File Name: herzberg two factor theory advantages and disadvantages .zip
The theory is an educated attempt at trying to answer the age-old question: what helps employee motivation?
- Herzberg’s Two Factor Theory of Motivation
- Implications, Limitations & Suggestions of TWO-Factor Theory of Motivation
- Pros and Cons of the Motivational Theories
American psychologist Frederick Herzberg is regarded as one of the great original thinkers in management and motivational theory. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad.
Herzberg’s Two Factor Theory of Motivation
American Frederick Herzberg to was one of the most influential management teachers and consultants of the postwar era. One problem with this approach is that respondents generally associated good times in their jobs with things under their personal control, or for which they could give themselves credit. Bad times, on the other hand, were more often associated with factors in the environment, under the control of management. He concluded that job satisfiers are related to job content and job dissatisfiers are allied to job context. Herzberg labelled satisfiers motivators and called dissatisfiers hygiene factors. Maslow was a famous American psychologist who determined that some human needs take precedence over others.
If you ask people about their job conditions and environment than chances are that only 1 or 2 people would say that they are satisfied with their company and overall environment of the company. Herzberg theory of motivation tries to address employee problems by focusing on factors which give satisfaction as well as dissatisfaction to the employees working in the company. According to Herzberg theory there are two types of factors one set of factors are called motivators which include things like recognition at workplace, opportunities for growth in company and so on while other sets of factors are called hygiene factors which include factors like general working conditions in the company, interpersonal relations with colleagues, salary and so on. According to this theory, the best possible scenario is when a company has high motivators and high hygiene factors which ensure that employees of the company are highly motivated towards the work and have fewer problems with the company. In order to understand more about this theory, one should look at the advantages and disadvantages of Herzberg theory —. The first and foremost advantage of this theory of motivation is that it lays emphasis on motivation coming from within the employees themselves rather than focusing on other external factors.
A research study was conducted by Frederick. Herzberg of Case-Western reserve University and associates. This study consisted of an intensive analysis of the experiences and feeling of Engineers and accountants in 9 different companies in Pittsburg area, U. Herzberg concluded that there were two categories of needs essentially independent of each other affecting behavior indifferent ways. His findings are that there are some job conditions which operate primarily to dis-satisfy employees when the conditions are absent, their presence does not motivate them in a strong way.
Implications, Limitations & Suggestions of TWO-Factor Theory of Motivation
Herzberg developed the two-factor theory of motivation from an outline learned in nearly 4, interviews. Herzberg in his model suggested that the two-factor theory of motivation impacts people in various modes. However, the Two-factor theory remains a valuable reminder that all jobs have two significant features;. To eliminate potential job dissatisfaction, it is at all times a very important to correct poor job content through;. To maximize job satisfaction, it is a responsibility of management to constantly building satisfier factors into job content through;.
Pros and Cons of the Motivational Theories
What makes people do what they do? What motivates them to make changes? Motivational theories try to explain why people make the decisions that they make, while providing some explanation for how they can motivate themselves and others to improve their behaviors. Each theory is unique.
Herzberg's Two-Factor Theory, also sometimes called the Motivator-Hygiene Theory, postulated that employee satisfaction was based on two sets of factors: Motivators, which when present would lead to increased job satisfaction, and Hygiene factors which create job dissatisfaction if they are absent. Factors he included in motivators were things like recognition, opportunity for advancement, interesting and challenging work, and responsibility.