Motivation
is one of the most necessary factors in affecting human behaviour and
performance. The level of motivation of an individual or team exerted in their
work task will have an effect on all aspects of organizational performance
(Yusoff et at., 2013). The two-factor theory speaks on the factors related to
an employee that will either leads to the satisfaction of the employee or
dissatisfaction of the employee (Baah and Amoako, 2011). Also, Two-Factor
theory is adapted from Maslow’s Hierarchy of Needs, which stressed the
importance of a method of obtaining extrinsic factors first such as
survivability and then operating up the pyramid towards intrinsic factors such
as self-actualization (Haivas et al., 2014). These factors can be divided into
two main categories in the form of Hygiene Factors and Motivation factors (Owler
and Morrison, 2015).
Motivation factors are based on a worker’s need to achieve personal growth and can lead to greater employee satisfaction. When present in the workplace, they often result in better employee performance (Thomas, 2019).
Hygiene
factors, which is with positive or negative attributes, however, these factors
can only have an effect on the dissatisfaction one feels (Riley, 2005).
Table
1.0 Two Dimensions of Employee Satisfaction
Applying
Herzberg’s Two Factor Theory to Employee Engagement
According
to Herzberg, a manager who wants to increase employee engagement through
satisfaction needs to focus on the motivating factors. A job with several
satisfiers will usually motivate employees, provide job satisfaction, and
prompt effective performance (Gitman et al., 2018). Herzberg also identified
job enrichment as part of his research into motivating growth factors. He noted
that encouraging workers to take on extra job responsibilities helps them feel
trusted and valued. The achievement came in first, followed by possibilities of
promotion and recognition (Young, 2017).
The
organization where I work is one company that uses elements of Herzberg’s
theory to motivate the employees. The company pays clear attention to the
factors that causing dissatisfaction as well as satisfaction. Employees are
more attracted to the motivational factor in the company such as
responsibilities, recognition, growth, promotion opportunities and
achievements. As an example, employees are motivated and encouraged then and
there, and appropriate communication, by involving employees in decision making
and by delegating wherever possible. Surveys are held every year where staff
can provide input on pay rises. This way employees are motivated.
Someway
the organization has partly success in achieving a positive impact on hygiene
factors. The organization has provided basic needs such as a pleasant work
environment, enough platform to build a good relationship with peers and
supervisors, organizing sports and leisure activities. At the same certain
organization policies and salary-related concerns have led the employees to
dissatisfaction.
List of Reference
Baah,
K. and Amoako, G. (2011) Application of Frederick Herzberg’s Two-Factor theory
in assessing and understanding employee motivation at work: a Ghanaian
Perspective, European Journal of Business Management, 3(9), pp. 1-7 [Online].
Available at: https://pdfs.semanticscholar.org/8120/9583968b25d38e08f353aef4004be7cd099c.pdf [Accessed on 13 April 2021].
Gitman,
L. J., McDaniel, C., Shah, A., Reece, M., Koffel, L., Talsma, B. and Hyatt, J.
C. (2018) Introduction to Business. Houston: OpenStax.
Haivas, S., Hofmans, J., and Pepermans,
R. (2014) What motivates you doesn’t motivate me: Individual differences in the
needs satisfaction–motivation relationship of Romanian volunteers. Applied
Psychology, 63(2), pp. 326–343 [Online]. Available at: https://doi.org/10.1111/j.1464-0597.2012.00525.x [Accessed on 13 April 2021].
Owler, K. and
Morrison, R. (2015) What makes work enjoyable and motivating for Learning
Advisors in Aotearoa-New Zealand?. Association of Tertiary Learning
Advisors Aotearoa New Zealand Journal, 1(1), pp.16-33 [online]. Available
at: https://pdfs.semanticscholar.org/99a5/eea366617653d0e957e4bbb3cce0b93c6d7b.pdf [Accessed on 13 April 2021].
Riley, S. (2005) ‘Herzberg’s Two-Factor Theory of Motivation Applied to the Motivational Techniques within Financial Institutions’, Senior Honors thesis, Easter Michigan University, Michigan.
Syptak,
J. M., Marsland, D. W. and Ulmer, D. (1999) Job Satisfaction: Putting Theory
into Practice. FPM Journal, 6(9), pp. 26-30.
Thomas,
J. (2019) Two-FactorTheory: How to create happier employees in 2 simple
steps. [blog entry] 18 November. Toggl. Available from https://toggl.com/blog/two-factor-theory-how-to-create-happier-employees-in-2-simple-steps [Accessed on 15 April 2021].
Young,
J. (2017) Heroes of Employee Engagement: No.03 Frederick Herzberg’s Two
Factor Theory. [blog entry] 29 November. Peakon. Available from https://peakon.com/blog/employee-success/frederick-herzberg-two-factor-theory/ [Accessed on 15 April 2021].
Yusoff,
W. F. W., Kian, T. S. and Idris, M. T. M. (2013) Herzberg’s two factor theory
on work motivation: Does its work for todays environment?. Global Journal of
commerce and management perspective, 2(5), pp. 18-22.
(Kanfer, 1990) stated, that the goals can be achieved only if the motivated employees is working as the same direction as the organization is moving and it wanted to . If not the motivation can only be considered as a useless form of energy.
ReplyDeleteAgreed Pernalla. The motivation of the employee by his supervisor will ensure the behaviour of the employee in the organization. Every employee should be motivated by his manager so that the employee will perform better in the organization to achieve the target (Velmurugan and sankar, 2017).
DeleteI agree with you Nivethini, The organizations, which perform well, have managed to meet the needs of both employee and employer. It has to be win – win deal between both parties. The presence of motivational factors can produce job satisfaction, but their absence leads to no job satisfaction. Therefore, poor hygiene factors can cause job dissatisfaction, while better hygiene factors can reduce dissatisfaction but cannot cause job satisfaction (Herzberg et al., 1959).Therefore the other half of the process is motivation. Motivation factors are related to a person’s job satisfaction and include advancement, the work itself, possibility of growth, responsibility, recognition and achievement (Herzberg, 1966).
ReplyDeleteThank you for your Feedback Gagana.
DeleteThis theory determined that different features cause job dissatisfaction and satisfaction, also the importance of recognizing the employee’s needs and the strengths they identify to satisfy these needs, therefore which can be useful for the outcome of the organization. Managers and practitioners must be aware of the association between employee needs and job satisfaction (Alfayad and Arif, 2017).
Yes and Herzberg (1959) constructed a two-dimensional paradigm of factors affecting people's attitudes about work. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors rather than motivators. as you mentioned that your organization in practicing.
ReplyDeleteExactly Duminda, The motivators are associated with long-term positive effects in job performance while the hygiene factors produce only short-term changes in job attitudes and performance, which quickly fall back to their previous level (Loiseau, 2011).
DeleteI agree with you Nivethini. In addition, Herzberg defined motivation as a self-charging battery where the desire to be motivated should be ignited within the employee and not from the external incentives (Herzberg 1968, as cited in Jones and Llyod, 2005).
ReplyDeleteThank you for the comments Arjun, Herzberg described two sets of factors in deciding employees working attitudes and level of performance, that is Motivation & Hygiene Factors. This theory introduced more factors to measure how individuals are motivated in the workplace( Robbins, 2009).
DeleteYes Nivethini. Even though half a century is gone since Herzberg theory was first proposed, organization leadership is urged to first identify what satisfies or dissatisfies their workforce and initiate change programs to nurturing their job satisfaction and elevating job dissatisfaction which may motivate them for higher productivity and retention besides reducing their exit turnover or its intentions (Malik & Naeem, 2013).
ReplyDeleteExactly Chamara, To understand employee's behaviour at work, managers or supervisors must be aware of the concept of satisfaction and motivation, which will help the employees to do an excellent job in the organization (Schulze and Steyn, 2003).
DeleteAgreed with you NIvethini,and adding with, Vigour is the willingness of the employees to do the “hard” work, having the determination and the willingness to put in the time & effort that is needed to get the difficult work done (Admasachew and Dawson, 2011).
ReplyDeleteYes, Motivation is the most important factor that affects the intention of knowledge sharing of employees (Hau et al., 2013). If there is no motivation, knowledge sharing virtually will not happen in organizations (Stenmark, 2000).
DeleteAgree with you Nivethini. However, critics are arguing that Herberg’s theory of two factor results are observed, because it is more natural to humans to take credits in satisfaction and blame in dissatisfaction on external factors. Furthermore, satisfaction of job does not necessarily indicate a high level of motivation or the productivity (Stello, 2011).
ReplyDeleteAgreed, George and Jones (2005) highlighted the attention Frederick Herzberg paid to motivator needs and to work itself, as the inspiration of job satisfaction. Therefore managers should pay special attention to the important topic of job design and its effect on organizational behaviour and employee motivation.
DeleteAgree with your points adding to those points, (Wren,2011) as employees are the main resources for organizations’ business activities, the issues of employees’ motivation will critically decide organizations’ success. However, in understanding that human needs and preferences will not be the same among each other’s, one set of motivation package designed for an individual or groups may not turn up a same effect on others (Burke, 2007).Motivation Factors are Intrinsic Factors that will increase employees’ job satisfaction; while Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction. Herzberg furthered that full supply of Hygiene Factors will not necessary result in employees’ job satisfaction (Levy, 2015). In order to increase employees’ performance or productivity, Motivation factors must be addressed. Two-Factor Theory is closely related to Maslow's hierarchy of needs but it introduced more factors to measure how individuals are motivated in the workplace. This theory argued that meeting the lower-level needs extrinsic or hygiene factors of individuals would not motivate them to exert effort, but would only prevent them from being dissatisfied. In order to motivate employees, higher-level needs (intrinsic or motivation factors) must be supplied (Spector, 2010). The implication for organizations to use this theory is that meeting employees’ extrinsic or hygiene factors will only prevent employees from becoming actively dissatisfied but will not motivate them to contribute additional effort toward better performance. To motivate employees, organizations should focus on supplying intrinsic or motivation factors (Robbins, 2009).
ReplyDeleteAgreed, Herzberg's theory is mainly responsible for the practice of allowing employees greater responsibility for planning and controlling the work. The tools, motivation and job satisfaction are not overly complex. The issue is many employers and managers look at the hygiene factors as a way to motivate when in fact, beyond the very short term, they do very little to motivate (Baah and Amoako, 2011).
DeleteAgreed with you Nivethini. Studies have identified the mediating role of Herzberg's two factor theory (motivation and job satisfaction) between performance management systems and employee performance which indicates that effective application of herzberg's two factory theory contributes towards improved employee performance (Habib, 2017).
ReplyDeleteAgreed, The employees have some differences in the intrinsic and extrinsic motivation factors. Therefore, organizations should regulate the operations and procedures to satisfy both intrinsic and extrinsic motivation factors of the employees (Fauziah and Tan, 2013).
Delete