Herzberg’s Two-Factor Theory of Motivation In 1959, Frederick Herzberg, a scientist proposed a two-factor theory/ motivator- hygiene theory There are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION Herzberg classified these job factors into two categories: MOTIVATIONAL FACTORS Recognition, Sense of achievement, Growth opportunities, Responsibility, Meaningfulness of work HYGIENE FACTORS Pay, Company Policies, Fringe benefits, Physical working conditions, Status, Interpersonal relations, Job security

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION Limitations of Two-Factor Theory Overlooks situational conditions Herzberg’s theory is more focusing on satisfaction (and not on productivity) Theory’s reliability is uncertain No comprehensive measure of satisfaction was used Some parts are being biased The theory ignores blue-collar workers

HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION Implications of Two-Factor Theory Managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction Managers must ensure that works are stimulating and rewarding to workers Jobs must utilize employees’ skills to the maximum level