3. Herzberg's two-factors theory

 

3. Herzberg’s two-factor theory 

(Yusoff et al 2013) stated that Fedrick Herzberg's Two-factor theory has been designed through a  collection of data from two hundred engineers & accountants based on their working environment & feelings. This has been divided into two main factors, named Motivation & Hygiene factors. Motivation factors are intrinsic factors that will increase employee job satisfaction and hygiene factors are extrinsic factors that will prevent any employee’s dissatisfaction. (Yusoff et al 2013).

(Gawel and Joseph. E 1996) states that he has found the main five factors, achievement, recognition, the work itself, responsibility, and advancement. These motivators (satisfiers) were associated with long-term positive effects on job performance while the hygiene factors (dissatisfiers) consistently produced only short-term changes in job attitudes and performance, which quickly fell back to their previous level.

According to this theory, Extrinsic Factors measure less to contribute to employees’ motivation wants. The presences of those factors were just to prevent if there any discontentment incurs in the workplace. Extrinsic factors are also described as context factors that are outside satisfaction granted by people to staff (Robbins, 2009).

Intrinsic factors lead to enhance the level of job satisfaction of employees. These factors contribute to generating the best outcome by intrinsically satisfying themselves with their work output, assigned experience learned, and achieving results (Robbins, 2009). These factors act as long-lasting good results to create positive effects on employees’ performance related to the job role(Yusoff et al 2013).

According to “Herzberg’s two-factor theory, achievement, recognition, work itself, advancement, and growth leads to satisfaction and as hygiene factors, company policy, relationship with the boss, work conditions, mone, work security and peers with subordinates leads to dissatisfaction (Hira and Waqas 2012).

Herzberg’s two factors, how does this theory work in today’s environment?

(Yusoff et al 2013) Two-factor theory is closely related to Maslow’s theory. This theory indicates that hygiene factors of individuals would not motivate but show that they are satisfied. Since to motivate employees high-level needs should be supplied. To motivate employees, organizations should focus on supplying intrinsic or motivation factors (Robbins, 2009).

(Yusoff et al 2013) This theory further proposed that Intrinsic and Extrinsic are interdependent on each other. Extrinsic factors prevent any employee’s dissatisfaction. It will not cause job satisfaction. An adequate supply of Intrinsic factors leads to high performance, inner growth, and productivity. A study by Wan and Tan (2013) among 124 employees from electronic companies in Malaysia revealed that employees have some differences in their intrinsic and extrinsic motivation factors. This implies that organizations should adjust operations & procedures to satisfy these intrinsic & extrinsic factors.    

                                                                                                           

Reference list

Gawel, Joesph, E. (1996)” Herzberg theory of motivation and Maslow’s hierarchy of needs. “Practical Assessment Research, and Evaluator 5(11) 1.

Hira, A., Waqas, I. (2012). A study of job satisfaction and IT’s Impact on the performance in the banking industry of Pakistan. International Journal of Business and Social Science, 3(19)175.

Yusoff, W., Kian T., Idris M. (2013). Herzberg’s two-factor theory on working motivation: Does it work for today’s environment? Global Journal of Commerce & Management Perspective, 2(5) p.19.