Herzberg's Motivation-Hygiene Theory
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Kristen Nguyen
Herzberg’s Motivation–Hygiene Theory
NR 5874: Strategies for Sustainability
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- Kristen NguyenNR5874: Strategies for SustainabilityHerzberg’s Motivation–Hygiene TheoryJuly 8, 2021
- Herzberg’s Motivation–Hygiene Theory
- OVERVIEW
- When would you use this Herzberg's Motivation-Hygiene Theory?
- This theory is typically used to develop organizational structures and motivate employees. In a perfect world, employees would show up to work motivated every day to perform at their peak potential. However, motivation levels are impacted and determined by many factors such as the tasks we face, sentiments of the workplace, how we feel about our colleagues, and things happening outside of work. Herzberg’s Motivation-Hygiene Theory (also known as the Two Factor Theory) provides insights to motivation factors that are within the control of the organization.
- Let me elaborate...Motivation is considered intrinsic elements that can lead to satisfaction; intrinsically motivated employees tend to outperform extrinsically motivated employees because they don’t need external factors to drive them.Movement is classified as extrinsic elements that compel employees to achieve tasks, such as external threats or benefits like monetary reward. Herzberg defines movement as “kick in the ass” or “KITAs” which includes bonus incentives, wages, other fringe benefits, fines, performance improvement plans, or threats of being reprimanded.
- OVERVIEW
- There are three critical distinctions in Herzberg’s Motivation–Hygiene Theory:1. Motivation & movement2. Motivation factors & hygiene factors3. Job enrichment & job enlargement
- OVERVIEW
- I see...So motivating factors are like recognition, rewarding (meaningful and stimulating) nature of work, personal growth, career advancement, achievement. The upper levels of Maslow’s Hierarchy of Needs means self-actualization and esteem.And hygiene factors include company policies, wage/salary, relationship with colleagues/managers/subordinates, working conditions, stability, and security. The lower levels Maslow’s Hierarchy of Needs mean physiological needs and safety.
- Motivating factors produces greater job satisfaction, can be sustained long-term, and satisfies upper levels of Maslow’s Hierarchy of Needs. Hygiene Factors, also known as de-motivating factors, are mainly concerned with the work environment or conditions and lower levels of Maslow’s Hierarchy of Needs.
- OVERVIEW
- Yes, exactly. The last distinction is between job enrichment and job enlargement. Job enrichment refers to vertical job restructuring such as opportunities for career growth, greater responsibility, achievement, and recognition.Job enlargement is merely increasing quantity of tasks and/or providing variety of tasks.
- OVERVIEW
- It’s important to evaluate both motivation and hygiene factors when you’re planning work processes. Motivating and hygiene factors exist independently from each other. First, you should address hygiene factors to eliminate elements that are contributing to workplace dissatisfaction. After eliminating dissatisfaction, you’re now in a better position to create conditions for satisfaction with motivating factors.Here's an example, you’re a senior–level executive at an interior design company. You first eliminate any hygiene factors that are causing low morale and dissatisfaction in the workplace. You update outdated policies that require overtime for promotion eligibility, and you allow employees to update their office equipment to support ergonomic needs.Now, you provide your employees with opportunities for continuing education to promote personal and career growth, you entrust them to be responsible for larger projects and recognize any of their achievements. Once you’ve done this, you’ve put into practice Herzberg’s Motivation–Hygiene Theory to help improve job satisfaction in your workplace.
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