Herzberg’s Two Factor Theory of Motivation The two factor theory is also known by the of Herzberg’s Motivation-Hygeine Theory and it was coined by Frederick Herzberg. The main premise was that he accounted for the fact that job satisfaction and the lack of it – job dissatisfaction acted in independent fashion and did not rest on the other entity. What this means is the fact that job satisfaction could be achieved only if certain factors in the office place remain in line with employee’s aims and thus motivate him endlessly. However the job dissatisfaction has factors which are completely different from what job satisfaction has to offer to us.
Thus the two factor theory looks at the motivational factors as well as hygiene factors. The motivators could include the recognition and responsibility aspects as well as challenging work opportunities and the like while the hygiene factors take into account the job security aspects, status of the employee/worker, his salary and different perks that come along with it.
The way in which Herzberg’s theory has been explained here is pretty true as far as job satisfaction and dissatisfaction are concerned. The two are self explanatory and need little in depth research into it. The rational of having job satisfaction is indeed dependent on the motivational regimes as well as hygiene issues which are more or less geared towards the employee’s personal status and growth in the related professional domains. A manager must make sure that these two aspects – motivation and hygiene of the Herzberg’s two factor motivational theory are adhered to and he must guarantee that his subordinates are happy and motivated on the related fronts, at all times possible. Now what this does is to give a point or two to the manager as to how he can motivate his workers in a proactive fashion as well as get the work done out of his subordinates on a consistent level.
My own personal experience suggests that my manager knows well about my likes and dislikes which I strongly adhere to, as concerns to my personality. He understands my concerns and addresses different issues, as and when I have them. He knows job security is a huge factor for me that will keep on haunting me as long as I am in the job, thus he keeps on assuring me that I will always leave the job out of my own free will and no one else can force me out of it. He keeps me motivated and has twice provided me with bonuses at the end of the six month periods. He has given me a good appraisal and his constant support and encouragement is something that I hold on to tightly on a consistent basis.
As far as my personal point of view is concerned, I completely agree with Herzberg’s two factor motivational theory since I believe the factors which have been discussed here under the theory are true to the very basics. They bring to light issues which continuously irk the employees every now and then and it is good to encourage them at all possible times.
Zerbe, Wilfred J. Emotions in the Workplace: Research, Theory, and Practice. Quorum Books, 2000
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