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Sumary - Motivation-Hygiene Theory

The motivation-hygiene theory, developed by Herzberg, identifies two distinct sets of factors affecting job satisfaction and dissatisfaction. Job characteristics related to the nature of work contribute to satisfaction, while unfavorable job-related factors like company policies and working conditions lead to dissatisfaction. Management should focus on enhancing job characteristics for satisfaction and improving the work environment to reduce dissatisfaction.

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Fernando Cooper
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30 views1 page

Sumary - Motivation-Hygiene Theory

The motivation-hygiene theory, developed by Herzberg, identifies two distinct sets of factors affecting job satisfaction and dissatisfaction. Job characteristics related to the nature of work contribute to satisfaction, while unfavorable job-related factors like company policies and working conditions lead to dissatisfaction. Management should focus on enhancing job characteristics for satisfaction and improving the work environment to reduce dissatisfaction.

Uploaded by

Fernando Cooper
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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MOTIVATION–HYGIENE

THEORY OF MOTIVATION
FERNANDO DE JESUS REYES 23/06/2021

The two-factor, or motivation-hygiene theory, developed from data collected by


Herzberg from interviews with a large number of engineers and accountants in the
Pittsburgh area. From analyzing these interviews, he found that job characteristics
related to what an individual does that is, to the nature of the work he performs
apparently have the capacity to gratify such needs as achievement, competency,
status, personal worth, and self-realization, thus making him happy and satisfied.
However, the absence of such gratifying job characteristics does not appear to
lead to unhappiness and dissatisfaction.

Instead, dissatisfaction results from unfavorable assessments of such job-related


factors as company policies, supervision, technical problems, salary, interpersonal
relations on the job, and working conditions. Thus, if management wishes to
increase satisfaction on the job, it should be concerned with the nature of the work
itself the opportunities it presents for gaining status, assuming responsibility, and
for achieving self-realization. If, on the other hand, management wishes to reduce
dissatisfaction, then it must focus on the job environment policies, procedures,
supervision, and working conditions. If management is equally concerned with
both, then managers must give attention to both sets of job factors.

Attitudes and their connection with industrial mental health are related to Maslow’s
theory of motivation. His findings have had a considerable theoretical, as well as a
practical, influence on attitudes toward administration. According to Herzberg,
individuals are not content with the satisfaction of lower order needs at work.

Herzberg added a new dimension to this theory by proposing a two-factor model of


motivation, based on the notion that the presence of one set of job characteristics
or incentives lead to worker satisfaction at work, while another and separate set of
job characteristics lead to dissatisfaction at work. Thus, satisfaction and
dissatisfaction are not on a continuum with one increasing as the other diminishes.

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