Given below are two statements : One is labelled as Assertion [A] and the other is labelled as Reason [R].
Assertion [A] : According to Herzberg. preventing or reducing dissatisfaction at work is not the same as providing satisfaction.
Reason [R] : Under the 'two factor theory'. job satisfaction and dissatisfaction are the two different aspects of work motivation.
In the light of the above statements. choose the correct answer from the options given below :
- Both [A] and [R] are true and [R] is the correct explanation of [A]
- Both [A] and [R] are true but [R] is NOT the correct explanation of [A]
- [A] is true but [R] is false
- [A] is false but [R] is true
Answer [Detailed Solution Below]
Option 1 : Both [A] and [R] are true and [R] is the correct explanation of [A]
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Herzberg's Motivation Theory [Two Factor Theory]
- According to Herzberg, the factors leading to job satisfaction are "separate and distinct from those that lead to job dissatisfaction."
- Therefore, if you set about eliminating dissatisfying job factors, you may create peace but not necessarily enhance performance.
- This placates your workforce instead of actually motivating them to improve performance.
- The two-factor theory [also known as Herzberg's motivation-hygiene theory and dual-factor theory] states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.
Therefore, Both [A] and [R] are true and [R] is the correct explanation of [A]
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True motivation comes from achievement, personal development, job satisfaction and recognition."
- Frederick Herzberg
Herzberg's motivation-hygiene theory argues that the two factors, motivation and hygiene, can cause either employee satisfaction or dissatisfaction. According to Herzberg, the different combinations of the two factors can lead to various outcomes in the workplace. Let's take a look.
Herzberg's Theory in Business
Herzberg's theory is the motivation theory called Herzberg's motivation-hygiene theory or Herzberg's two-factor theory.
Herzberg's theory includes two factors which are motivation and hygiene. The motivation factors are aimed to motivate and engage employees in the workplace. These factors include a sense of achievement, responsibility and interest in work.
On the other hand, hygiene factors are maintenance factors that employees expect to receive in every workplace. Hygiene factors do not necessarily add additional motivation but the absence of them can cause dissatisfaction for employees. Hygiene factors include salary, working conditions, policies, supervision, etc.
The independent factors can cause employees satisfaction or dissatisfaction at the workplace depending on their presence.
A high presence of motivation factors will satisfy employees and a high presence of hygiene factors will prevent employees from being dissatisfied.
The different combinations of motivation and hygiene factors influence employees' level of motivation and engagement towards work. These combinations are:
Herzberg Two Factor Theory: High hygiene and high motivation
This is the combination that will make employees highly engaged and motivated towards their work.
Herzberg Two Factor Theory: High hygiene and low motivation
This combination will mean that the employees will still be going to work in the company and achieve set targets to keep their job. However, employees will not be motivated to achieve targets beyond the set expectations.
Herzberg Two Factor Theory: Low hygiene and high motivation
This is not the best situation for employees to be in. Even though employees may be motivated, if the minimum working conditions are not met employees may look for another job with better working conditions.
Herzberg Two Factor Theory: Low hygiene and low motivation
This is the worst combination. This can result in high staff turnover and high work dissatisfaction.
Fig. 2 - Herzberg's two factor theory model
Example of Herzberg's motivation-hygiene theory
This section will provide an example of how Herzberg's motivation-hygiene theory can be adapted and implemented in the workplace.
In the workplace, hygiene factors can be used to eliminate employees' dissatisfaction with work. Adding and improving hygiene factors may not necessarily lead employees to more motivation but it can lead to better performance and lower staff turnover.
In practice the improvement of hygiene factors in the workplace will look like this:
Removing or improving poor business policies
Show respect to all employees regardless of their position
Offer higher or competitive salaries
Implement effective and supportive supervision for all employees
Improve working conditions
Provide job security
Additionally, organizations should focus on improving employees' motivation factors suggested by Herzberg. As these are the factors that will lead to employee satisfaction, motivation and engagement towards work.
In practice the implementation and improvement of motivation factors will look like this:
- The organization provides more growth and development opportunities for its employees
- Recognition of employees achievements and hard work
- Giving employees more responsibilities than they can handle
- Assign employees to duties that they enjoy and that are fitted with their skills and experiences
- Make work interesting and engaging so that employees are motivated towards it
Advantages and disadvantages of Herzberg's theory
This section will cover the advantages and disadvantages of Herzberg's motivation-hygiene theory.
Herzberg Two Factor Theory: Advantages
Fig. 3 - Advantages of Herzberg's theory
Direct focus on employees motivation - Herzberg's theory is focused on factors that cause motivation and prevent dissatisfaction for employees individually rather than concentrating on external factors. This means that by implementing Herzberg's motivation-hygiene theory organizations can improve employees' motivation and working environment directly, this will motivate employees to work more efficiently and lower the staff turnover rate.
Companies can solve problems faced by employees - The company can focus on solving the dissatisfaction problems of employees. This is because Herzberg's theory provides multiple factors that can cause dissatisfaction such as the absence of hygiene factors as well as factors that cause motivation. By eliminating factors that cause dissatisfaction and implementing satisfactory factors will make employees more motivated towards work.
Monetary factors are the secondary focus - Other theories such as Taylor's theory or managers may consider monetary benefits as a primary motivator. However, Herzberg found that monetary benefits may not be as motivational as other factors. In Herzberg's theory salary is named as a hygiene factor. Low salary may leave employees dissatisfied, on the other hand, a higher salary may not necessarily make employees more motivated towards work. Herzberg includes motivation factors other than monetary benefits such as promotion, recognition, interest in work and advancement. These factors according to Herzberg's theory will make employees more engaged and motivated to work than monetary benefits.
Herzberg Two Factor Theory: Disadvantages
Herzberg's theory does not consider differences in people's social and cultural backgrounds - People have different priorities, meaning that they are motivated by different factors.
Some people may enjoy having a lot of responsibility at work, for others, it may cause dissatisfaction and increased stress. Moreover, some people may value a higher salary than a promotion at work.
Fig. 4 - Disadvantages of Herzberg's theory
Herzberg's theory does not take that into account that people are motivated by different factors.
External factors are not considered - Herzberg's theory does not consider external factors that may have an impact on employees motivation. For example, the competitor's company may pay higher salaries to its employees in similar positions. If the organization does not consider improving this factor it can make employees dissatisfied and decrease their motivation towards work.
Employee job satisfaction and their work efficiency are not directly related - Even though all the factors of Herzberg's theory are highly implemented such as a combination of High hygiene and High motivation factors, companies can not reassure that employees will become more productive and efficient towards their work . To put it simply, the theory does not provide a direct guide on how to make employees more productive.
What is Herzberg's maintenance theory?
Herzberg's maintenance theory is the part of Herzberg's two-factor theory that focuses on maintenance/hygiene factors.
These factors do not directly motivate employees but they prevent dissatisfaction and maintain a certain level of motivation for employees. The absence of these maintenance factors can cause employees' dissatisfaction.
The maintenance/hygiene factors include:
Company policy
Effective supervision
Good professional relationships between employees and employers
Interpersonal relationships with colleagues
Salary
Job security
Working conditions
status
Herzberg suggests that maintenance factors should be followed in every workplace to create a suitable working environment for employees. Without these factors, employees will be dissatisfied and there may be a high staff turnover.
Herzberg Two Factor Theory - Key takeaways
- Herzberg's theory can be named in two different ways: 1] Herzberg's motivation-hygiene theory 2] Herzberg's two-factor theory.
The main principles of Herzberg's theory are motivation and hygiene factors. Motivation factors are aimed to engage and motivate employees, while hygiene factors do not necessarily motivate employees but the absence of these factors can cause dissatisfaction for employees.
The best combination of factors in Herzberg's theory is high hygiene and high motivation factors which indicates their high presence and the worst combination is low hygiene and low motivation factors which indicates their low presence.
The business example of implementation of Herzberg's theory is to improve hygiene factors by providing job security and to improve motivation factors by providing more growth and development opportunities for employees.
The key advantages of Herzberg's theory are direct focus on employee motivation, the company's ability to solve problems faced by employees and monetary benefits Considered as a secondary source of motivation. The key disadvantages of Herzberg's theory are: Herzberg's theory does not consider differences in people's social and cultural backgrounds and external factors are not considered. Additionally, Herzberg's theory does not consider that employee job satisfaction and work efficiency are not directly related. s ability to solve problems faced by employees and monetary benefits considered as a secondary source of motivation.
The key disadvantages of Herzberg's theory are: Herzberg's theory does not consider differences in people's social and cultural backgrounds and external factors are not considered. Additionally, Herzberg's theory does not consider that employee job satisfaction and work efficiency are not directly related. s ability to solve problems faced by employees and monetary benefits considered as a secondary source of motivation. The key disadvantages of Herzberg's theory are: Herzberg's theory does not consider differences in people's social and cultural backgrounds and external factors are not considered. Additionally, Herzberg's theory does not consider that employee job satisfaction and work efficiency are not directly related.