Herzberg's Two-Factor Theory

Herzberg's Two-Factor Theory Overview

• Developed by Frederick Herzberg, the theory distinguishes between intrinsic and extrinsic factors affecting job satisfaction and dissatisfaction.
• Intrinsic factors relate to the job itself and contribute to job satisfaction.
• Extrinsic factors, termed hygiene factors, are linked to job dissatisfaction.

Distinction Between Factors

• Job satisfaction and job dissatisfaction are influenced by different sets of factors, not opposites on a single spectrum.
• Eliminating hygiene factors prevents dissatisfaction but does not increase motivation or satisfaction.

Hygiene Factors

• Hygiene factors include elements such as salary, work conditions, and company policies.
• While adequate hygiene factors prevent dissatisfaction, they do not contribute to job satisfaction or motivation.

Motivators

• Motivators are intrinsic factors that promote job satisfaction and motivation, such as achievement, recognition, and the work itself.
• Emphasizing motivators is essential for enhancing employee motivation.

Historical Context

• Herzberg's theory gained significant attention from the mid-1960s to early 1980s.
• Despite its popularity, the theory faced criticism for its simplicity and research methodology, suggesting a need for more complex analysis of motivation in the workplace.