Herzberg's Motivation-Hygiene Theory

• Maslow's needs approach has been considerably modified by Fredrick Herzberg and his assistances. Their research purports to find a two-factor theory of motivation. In one group of needs conditions, interpersonal relations, salary, status, job security and personal life. These were found by Herzberg to be only dissa...rs* [Page 373] and do not motivators. In other words, if they exist in a work environment in high quantity and quality they yield no dissatisfaction. Their existence would, however, result in dissatisfaction. Herzberg calls them maintenance, hygiene, or job-context factors.
• In the second group, Herzberg lists certain satisfies-and therefore motivators-all related to job content. They include achievement, recognition, challenging work, advancement, and growth in the job. Their existence will yield feelings of satisfaction or no satisfaction (not dissatisfaction). As figure 14-2 indicates, the satisfiers and disratifiers identified by Herzberg are similiar to the factors suggested by Maslow.
• The first group of factors (the dissatisfiers) will not motivate people in an organization; yet they must be present, or dissatisfaction will arise. The second group, or the job-content factors, were found to be the real satisfaction. Clearly, if this theory of motivation is sound, managers must give considerable attention to upgrading job content.
• The Herzberg research has not gone unchallenged. Some researchers have questioned Herzberg's investigation methods, which they said tended to prejudice the results. For example, the well-known tendency of people to attribute good results to their own efforts and to blame others for poor results is thought to have prejudiced Herzberg's findings. Other researchers, not following his methods; have arrived at conclusions that do not support the theory.
● FIGURE 14-2 Comparison of Maslow's and Herzberg's theories of motivation
• Maslow's Needs Hierarchy • Herzberg's Two-Factor Theory
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Self-actualization|>
Esteem or status|>
Affiliation or|
acceptance|>
Security or safety|>
Physiological needs|>
s Challenging work
r Achievement
o Growth in the job
t Responsibility
a Advancement
v Recognition
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c Status
a Interpersonal
F Quality of Supervision

e Company Policy and Administration
c Working
n Job Security
a Salary
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* [ Self-actualization | Esteem or status ] > Motivators
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Fundamentals of Management : Leading / Motivation [BBA 2305]
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