The
basis for the development of this theory was a survey done concerning
approximately 200 engineers and accountants belonging to 9 different companies in
USA, to measure the factors that made them satisfied or dissatisfied regarding their
jobs Armstrong and Taylor (2014). This is also known as “the Dual - Factor
Theory” or the “Motivation – Hygiene Theory” (Kumar, 1998).
According
to Armstrong and Taylor (2014) according to this theory there are 2 factors
that has an impact on employees’ satisfaction or dissatisfaction. They are:
1. Motivating
Factors:
These
factors are defined to include intrinsic factors such as the opportunities
given to an employee, the ability of an employee to perform and achieve, the
factors that could derive motivation from the content of the job that an
employee works itself (Armstrong and Taylor 2014).
These
are further defined as, achievement, advancement, work itself, recognition, professional
and personal growth and responsibility. These have a direct impact on the
motivation of the employees which leads to their job satisfaction (Thompson,
1996).
2. Hygiene
Factors:
These
factors are defined to be the conditions for an employee to perform his job. This
including the working environment including the Pay and other benefits (Armstrong
and Taylor 2014).
These
are further defined as factors such as salary, benefits, interpersonal
relations with colleagues and supervisors, degree and level of supervision,
administrative policies of an organization, job security and working conditions
(Thompson, 1996).
In
this understanding employees who have the Motivating Factors or the “Motivators”
are the employees who are satisfied with their jobs and when the factors which
are “Hygienes” and the argument for this theory is that the successful managers
of an organization has a vital role in ensuring the employees are given a safe
and healthy working environment, satisfactory pay and benefits so that the
employees will feel satisfied to perform in their job (Davies, S.J., and
Hertig, C.A., 2008).
Application
of the theory
The
organization that I am currently employed in is a subsidiary of a leading
telecommunication entity in the country. My direct reporting Head of the
Department is also the Deputy Chief Officer of the Organization, who is a legal
professional and the Head of the Human Resource Department. She has a direct
control of the accepted salary scale for the job role I am enlisted in and she
ensures that the standards of the industry in terms of the experience are in par
and that I am provided with a pay which is satisfactory. In terms of the salary
which in this case is a hygiene factor, as an employee I am satisfied. Further the
organization provides other benefits and ensures that my other needs are met in
terms of work environment.
In
application of my scope of the job, the Motivating factor I am not so much
satisfied as she shows an impact to limit my scope to one particular task
without making use of my other skills as she initially promised. My job seems
to be monotonous and without much room for growth and leading to
dissatisfaction. The lack of recognition, credit of successful work not being
recognized and the limitation of scope are the reduction of the motivating
factors.
In
application of the many theories, this theory has more relativity to the
current situation I am in and hence I am in agreement to this theory in
application.
References:
Armstrong, M and
Taylor, S (2014)- Armstrong’s Handbook of
Human Resource Management Practice – 13th Ed –UK - Ashford
Colour Press
Davies,
S.J., and Hertig, C.A., (2008) Security
Supervision and Management – 3rd Ed. – Elsevier Inc.
Kumar, N. (1998) A Genesis of Behavioural Science – New
Delhi – Gyan Publishing House
Thompson, D. (1996) Motivating Others Creating the Conditions
– Princeton – Eye on Education
I agree with you Natasha.I would like to add something for this theory. Hygiene factors are related to ‘the
ReplyDeleteneed to avoid unpleasantness’. Motivation factors lead to job satisfaction because of ‘the need of the individual for
self-growth and self-actualization’. This theory is one of the most commonly used theories in job satisfaction
research (Dion, 2006). By using this theory we can motivate the employees in the organisation.
Thank you Dilusha for your valuable comment. I agree with you. Adding further, Self actualization is a Western Concept that confirms and assures the uniqueness, autonomy, freedom and worth of an individual so that it will enhance and give weight to an individuals responsibility for the behavior of his well being because the ultimate aim of this theory is the growth of the individual to the utmost (Corey G, Corey M and Moratori, 2018).
DeleteWell explained Natasha. I agree with you on the Motivation theory above.If the organization refuse to provide employees with the tools, they believe they need, it’s natural for employees to interpret this as a sign that the organization do not care about employees, which leads them to careless about the company, which hurts the performance (Pepitone & Bruce, 1998).
ReplyDeleteThank you for your valuable comment. I agree with your statement. In addition to the provision of tools, the place of work overall is considered to play a vital role as having an unsatisfactory work place is more prone to be a factor for employees to demotivate in a higher percentage (Maitland, 1995).
ReplyDeleteAgree with your views. The basic premise of the Herzberg’s Two Factor Theory is that if an employer is trying to increase job satisfaction and ultimately job performance for an employee, they need to address those factors that affect one’s job satisfaction. The most direct approach is to work on the intrinsic, job content factors. Giving the employee encouragement and recognition helps them to feel more valued within the company, as well as giving a sense of achievement and responsibility (Riley, 2005).
ReplyDeleteAgree with your views. According to Hyun (2009), Hygiene factors work as extrinsic factors and considered as the main contributor towards fulfilling the basic needs of employees. Further, kit is important to provide adequate extrinsic rewards, specially financial rewards on completion of job to make sure the employees are motivated and as a strategy of retention (Remi, Azeez and Toyosi, 2011).
ReplyDeleteAgreed with your views Natasha, Important subject through all the organizations. In here Herzberg’s consideration is evaluate peoples through motivate factors and demotivate factors. Based on these two aspects people could motivate in proper way. In here let employees to create their own path to planning, Performing and evaluate their works and let company to do avoid their conflicts and wrong procedures that exist within them (Stello, 2011).
ReplyDeleteAs you explained your personal needs, it is obvious that you are in the self esteem level that plays a more prominent role in your motivating behavior. At this stage, it is vital to gain the respect and appreciation from others. Also, as per the Maslow’s theory employees have need to recognize their efforts and accomplished targets. Additionally, the feeling of prestige and accomplishment include the self-esteem and personal worthiness. Employees need to sense that they are worth and their making significance contribution to the organization (Cotton, 2015).
ReplyDeleteAgree with your views. Further, characteristic of hygiene factors are considered as extrinsic and when the hygiene factors are not met it creates dissatisfaction in employees, which would make employee retention and job satisfaction difficult to achieve in an organization as per Furnham and Eracleous (2009).
ReplyDeleteAgree with your views Natasha. Adding more to the content according to Gerson (2006) Motivation can be generated from inside the individual. This is known as intrinsic motivation. For instance, if an individual has a strong desire to achieve some goals or do something in order to accomplish such desire or goals, an individual has to act in some particular way to help him/her reach such desired goals. Intrinsic motivation is a form of self-actualization in which a person needs to accomplish something worthwhile. In other words, it is self generated or self- motivated and is free from financial rewards.
ReplyDeleteAgree with you Natasha. As another application of Herzberg's two factor theory, can be utilized as an important tool in HRM. However, despite the common view, the reputation of one's in an organization and the financial benefits might be second to the intrinsic feelings' accomplishment (Basset-Jones & Lloyd, 2005).
ReplyDeleteAgreed with your view on Herzberg's two factor theory. This theory can be used as a motivational theory in organisations.The extra benefit of using this theory 'it provide and integration of individuals intrinsic and extrinsic motivation factors that is able to ideally cover other motivational theories' (Borkowski, 2011).
ReplyDeleteRobbins (2009) according to the setting of theory, Extrinsic Factors are less to contribute to employees’ motivation need. The presences of these factors were just to prevent any dissatisfaction to arise in their workplaces. Extrinsic Factors are also well known as job context factors; are extrinsic satisfactions granted by other people for employees.
ReplyDeleteTan (2018)intrinsic Factors are the actually factors that contribute to employees’ level of job satisfactions. It has widely being known as job content factors which aim to provide employees meaningful works that able to intrinsically satisfy themselves by their works outcomes, responsibilities delegated experience learned, and achievements harvested.