Two-factor theory

The two-factor theory (also Motivator Hygiene Theory) by Frederick Herzberg is a content theory of motivation, especially the work motivation. Together with the pyramid of needs of Maslow it is one of the most famous representatives of the content theories of motivation, their common feature is that they offer a classification of the design goals.

As the name says, Herzberg distinguishes exactly two types of factors, on the one factors that are related to the content of the work ( motivators ), and other factors that are related to the context of the work (hygiene factors). The content factors include, for example, to take responsibility or to earn credit; the context factors may be the payment and physical work conditions.

Satisfaction and dissatisfaction present here but not the two extreme manifestations of a property is, but are as two independent properties to look at. The " hygiene factors " ( dissatisfied - not dissatisfied ) and " motivators " (poor - poor) represent these two areas. In theory, both characteristics must be present to experience job satisfaction.

So satisfaction does not necessarily mean the absence of reasons for dissatisfaction are present.

Hygiene factors

Under hygiene factors in Herzberg understands the factors with positive expression prevent the development of discontent, but do not contribute to the satisfaction or create these. These factors are often not noticed or taken for granted. But if they are not present, it perceives this as a defect. The hygiene factors include, in particular:

  • Wages and salaries,
  • Personnel policies, management style
  • Working conditions, including autonomy and support
  • Interpersonal relationships with employees and supervisors,
  • Safety of the work place and
  • Influence on private life.

The concept of the hygiene factor can recognize the essential ideas of the theory. The factors of dissatisfaction should be removed from the human environment, such as health risks from the human environment are removed in medical hygiene to prevent diseases.

As an example, one can argue that dissatisfaction arises when cooperation does not work with others or the corporate structure " impossible " appears. In the event that all of these extrinsic aspects are sufficiently well developed, but there is no satisfaction, but a neutral experience state that is referred to as non - dissatisfaction ( state: disinterest or indifference ). So Cheap hygiene factors not make you happy, they make "only" not unhappy. This approach also explains why make low wages unhappy one but can not increase above the salary limit the motivation and satisfaction of employees.

Motivators

Motivators influence to Herzberg 's motivation for the service itself and come mainly from the work content. So motivators change satisfaction, but their absence does not necessarily lead to dissatisfaction. The quest for growth and self-satisfaction is the focus here. Among the motivators include in particular

  • Performance and success,
  • Recognition,
  • Job content,
  • Responsibility,
  • Advancement and promotion, and
  • Growth.

Interaction of the factors

The combination of hygiene and motivator factors creates four possible situations:

  • High hygiene and high motivation: The ideal situation in which employees are highly motivated and have few complaints.
  • High hygiene and low motivation: Employees do have few complaints, but they are poorly motivated ( mercenary mentality ).
  • Low hygiene and high motivation: Employees are motivated but have many complaints. The job is exciting and challenging, but the working conditions are not so good.
  • Low hygiene and low motivation: The worst situation. Unmotivated employees with lots of complaints.

Some of the motivators can also act as hygiene factors, ie become self-evident. Conversely, hygiene factors are gaining importance and are motivators if they have been missing longer. The classification of individual factors in the group of hygiene factors or motivators thus depends in part also on the specific situation and the background experience of the individual and society at large.

Criticism

The major criticism can be determined by R. Büttner summarized as follows:

  • The results of F. Herzberg were recovered by the method of critical events and can generally replicate only by this method. The results are therefore dependent methods.
  • The assumed (uni ) causal effect of job satisfaction on job performance can not hold empirically.
  • The strict separation of the hygiene of the motivation factors considered empirically as outdated.
  • The protection of self-worth as an alternative possible explanation of the results of Herzberg's was not considered.
  • The emergence of job satisfaction was too strong trivialized.

Empirical studies have also shown that hygiene factors to the satisfaction and ( Lack of) motivators can lead to dissatisfaction ( Semmer and Udris 2007). The little meaningful result to a factor of "income" is due to the fact that it has not broken down in the investigation into the " amount of income " and " Regular and punctual payment of the income ."

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