Herzberg’s Two Factor Theory

According to Herzberg’s Two Factor Theory concept, commonly known as the Two Factor Theory, a company may change two things to affect employee motivation at work. These include motivators, which may inspire employees to work harder, and hygiene elements, which, in the absence of motivators, may lead employees to lose motivation.

Herzberg’s Motivation-Hygiene Theory, Two Factor Theory, Herzberg’s Two Factor Theory and Dual Structure Theory are some of the many names for the Herzberg’s Motivation Theory. In 1959, Frederick Herzberg created the Herzberg’s Two Factor Theory model. He conducted over 200 professional interviews to achieve this. During the interviews, the interviewees discussed their work satisfaction at its peak and lowest points.

Two Factor Theory: What is it?

The goal of Herzberg’s Two Factor Theory of Motivation is to understand what drives people at work. This notion may be used to assist you motivate your team to perform at its peak. Motivators and hygiene factors are the two factors that Herzberg named.

1.Motivating Factors

According to Herzberg’s Two Factor Theory Employees work more when motivators are there. They might be discovered inside the task itself.

2. Hygiene Factors

Employee effort will be reduced if cleanliness concerns are not present. Although they surround the profession, hygiene considerations are not part of the job itself. The figure that follows summarizes how motivational and hygienic elements affect people. Be aware that motivators are frequently described as elements for satisfaction whereas hygiene factors are frequently described as issues for discontent.

Factors For Motivating

1. Achievement:

A job must make an employee feel accomplished. This will give you the satisfaction of accomplishing something challenging but rewarding.

2. Recognition:

A job must offer an employee praise and acknowledgement for their accomplishments. Both their peers and their bosses should provide them this praise.

3. The actual work:

The work itself must be engaging, varied, and challenging enough to maintain employee motivation.

4. Responsibility:

Work should be “owned” by the employee. They shouldn’t feel like they are being micromanaged and should take responsibility for finishing it.

5. Advancement:

There should be possibilities for the employee to advance.

6. Growth:

Employees should have the chance to pick up new skills on the job. Either through on-the-job training or more formal education, this is possible.

Factors For Hygiene

1. Company regulations:

These ought to be equitable and transparent to each employee. Additionally, they must be on par with those of rivals.

2. Supervision:

Fair and proper supervision is required. The employee should have as much discretion as is practical.

3. Relationships: 

The acceptance of bullying or cliques must be outlawed. Peers, bosses, and subordinates should get along well and have proper relationships.

4. Work environment:

Equipment and the working environment should be sanitary, safe, and appropriate for the task at hand.

5. Salary:

The compensation scale ought to be equitable and sensible. Additionally, it must be competitive with other businesses in the same sector.

6. Status:

All personnel should remain in their current positions inside the business. Work that is meaningful may give one a sense of prestige.

7. Security: 

Employees need to believe that their jobs are secure and that they are not always in danger of losing their jobs.

 The Four States In Herzberg’s Two Factor Theory

When it comes to the Herzberg’s Two Factor Theory, there are four broad states that an organization or team might experience.

• High Hygiene and High Motivation
•  High Hygiene and Low Motivation
• Low Hygiene and High Motivation
• Low Hygiene and Low Motivation

1. High Hygiene and High Motivation

This is the ideal circumstance, one that every manager should aim to achieve. All workers are driven and have few complaints here.

2. High Hygiene and Low Motivation

Employees have few complaints in this circumstance, yet they lack motivation. When wages and working conditions are competitive yet the work isn’t really fascinating, this scenario is an example. Employees are just present to receive their pay.

3. Low Hygiene and High Motivation

The personnel in this circumstance are very driven, but they also have many complaints. An example of this is when the work is intriguing and stimulating, but the salary and working conditions are below those of rivals in the same sector.

4. Low Hygiene and Low Motivation

It goes without saying that this is a horrible scenario for a group or team to be in. Employee motivation is low, and sanitary standards are not up to par.

Conclusion

Two elements that influence motivation at work are presented by Herzberg’s Two Factor Theory model, sometimes known as the Two Factor Theory.

Herzberg’s Two Factor Theory include motivational and hygiene-related considerations. If hygiene variables are absent, an employee will work less. If motivating elements are present, an employee will be motivated to work harder.

To apply the principle inside your team, begin by taking care of any hygiene concerns. After completing this, you can increase motivation by adding in as many motivational things as you can. Two Factor Theory of Motivation is part of the Models & Theories of Motivations that psychologists started exploring to understand human motivation.

Learn more about the human mind, discover yourself and remain motivated with Evolve! If you liked our article, try the Evolve App to help you move on and focus on your growth. Evolve has a range of guided audios that help you proactively manage stress, reduce anxiety and make mindfulness light and joyful, so you can be balanced at anytime! The Evolve app is now live globally on Android and Apple. Click here to try it for free!

Read More:

Theories and Models of Motivation | Evolve US (evolveinc.io)