In the context of Herzbergs motivation-hygiene theory is considered as a motivation factor
Frederick Herzberg (1923-2000), a clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory. Show Two Factor Theory and SignificanceHerzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been believed. In 1959 Herzberg wrote the following useful phrase, which helps explain this fundamental part of his theory: "We can expand ... by stating that the job satisfiers deal with the factors involved in doing the job, whereas the job dissatisfiers deal with the factors which define the job context. " Graphs of Herzberg's Theory and FindingsFor a graphical presentation of this principle, see:
The 2008 diagramis based on the total percentages of 'First-Level' factors arising in Herzberg's 1959 research of high and low attitude events among 200 engineers and accountants, encompassing short and long-duration feelings. While Herzberg's overall conclusions were clear and consistent, the statistics from Herzberg's study can be interpreted in many different ways in their finer details, because of the depth and layering of Herzberg's survey methodology and analysis.
Herzberg considered the following perspectives to be important:
These different perspectives obviously provided (and still provide) endless ways to analyse and present the results, although as stated already the main conclusions remain consistent. The purpose of the diagram (either version) is to illustrate how Herzberg's research showed that certain factors truly motivate ('motivators'), whereas others tended to lead to dissatisfaction ('hygiene factors'). According to Herzberg, people have two sets of needs; one as an animal to avoid pain, and two as a human beings to grow psychologically.
Implications of Herzberg's ResearchHerzberg's research proved that people will strive to achieve 'hygiene' needs because they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is temporary.
Examples of Herzberg's 'hygiene' needs (or maintenance factors) in the workplace are:
Herzberg's research identified that true motivators were other completely different factors, notably:
Note. Herzberg identified a specific category within the study responses which he called 'possibility of growth'. This arose in relatively few cases within the study and was not considered a major factor by Herzberg. When referring to 'growth' or 'personal growth in terms of Herzberg's primary motivators, 'growth' should be seen as an aspect of advancement, and not confused with the different matter of 'possibility of growth'. What are the motivation factors according to Herzberg's theory?One of the most popular approaches is Herzberg's two-factor theory. This concept puts forward two factors that motivate employees: job satisfaction and job dissatisfaction. While these might seem like opposites, they work together in a cycle.
What is meant by hygiene factors in Herzberg's theory?The hygiene factors definition includes parts of the workplace experience that are extrinsic. Hygiene factors do not necessarily add to job satisfaction. In Herzberg's theory, hygiene factors guard against job dissatisfaction. They are also sometimes described as job dissatisfiers.
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