Report on Herzberg’s Two Factor Theory

Herzberg’s Two Factor Theory

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14-Oct-14


Contents
Introduction 1
Herzberg’s Two Factor Theory: What is it? 1
Enthralling Vocation 2
Accountable 3
Giver 3
Individual Development 3
Conclusion 3
Bibliography 4

Introduction

Employees are one of the most fruitful and valuable assets a company can possess and is also a fundamental part of a management process. Many organizations figure out the value of their employees and constantly motivate their employees and make them realize their worth and to do that it is essential to initiate a harmonization in the workplace and maintain it between the organization and its human element which is the employees of the organization. The managers who prove to be dynamic are able to motivate their employees in a better way than most. The constant motivation provided by the company to employees results in a content workforce which works to their fullest capacity and the company gets a higher retention rate due to the loyalty gained from it. Managers at times implement several motivational theories to set a motivational environment in the workplace which will be remaining a perennial source of motivation for everybody in the office. Herzberg’s two factor theory has been proven effective in many cases and analyzing the two factor theory will provide us with a greater insight on one of the most successful motivational theories made for corporate workplaces which has passed the test of time over its effectiveness. (Stello, 2010)
Herzberg’s Two Factor Theory: What is it?

Stimulating people’s lives is essential to people who aspire to become managers and when it comes to motivation, Herzberg was one of the most established theorists on the subject of motivation. He focused on aspects like enrichment of work and he believed that true motivators relied on factors like work recognition, taking responsibility and constant advancement. One of his most well known theories is the two factor motivational theory. This theory is based on a simply captivating and clarifying idea of dividing the concept of motivation into factors of hygiene and motivation and is otherwise recognized as a “two need system” This separation of elements has a core reason behind it of separating factors like discomfort, miscommunication and avoiding unpleasantness. When the employees are already motivated at their workplace in an effective manner, they focus on their personal lives and make it better in way like being fit, create a peaceful and happy atmosphere at home and by doing that, a person is constantly motivated both at his home and his workplace. (Noell, 1976)
The hygiene factors have the potential of demotivating a person by health issues like tiredness, sleeplessness and lethargy and the purpose of the two factor theory is to remove those factors by motivating a person to even focus on his personal life and hygiene by offering gym benefits or developing a healthy workplace where people can work out before or after office. This aspect has a significant effect on how the employee performs at the workplace.
It has also been put forward through the theory by Herzberg that motivators are sometime more effective than the motivational factors themselves. If there is motivation flowing through the work place then an employee doesn’t feel stressed and his/her potential is unleashed and overdoes themselves at times which can be considered one of the best perks or developing a motivated workplace. If the managers become motivators and deploy the message and qualitative steps of the two factor theory then employees will personally feel that the person he/she works under genuinely cares about them and wants them to succeed at both their workplace and personal lives. (House & Wigdor)
The factors which make a motivator successful in his task of motivating the workplace and his employees are:
Enthralling Vocation

The motivator is supposed to be an excellent communicator who gets through to people and convince them to develop good qualities and should have a bit of humbleness to show that he/she cares for the people that work for him/her.
Accountable

In certain events arising at a workplace, a manager has to be both answerable and accountable for his actions and the accountability portion is useful when an employee needs help or wants to explain a situation then if the manager is accountable the employees won’t hesitate to come forward and communicate effectively with the manager.
Giver

A manager has to motivate his employees by rewarding the people who work with zest and achieve superior goals with accolades and benefits. By doing that the employee who has worked with dedication will feel like their dedication has been recognized when it bears fruits of rewards and benefits.
Individual Development

An efficient motivator will invest himself into cultivating a workforce which becomes a family by caring for them and nurturing a spirit of passion for work and a penchant for enriching the togetherness of the workforce.
This theory recognizes the immaculate satisfaction that can be derived from work itself which draws attention to work design and enlightens managers about the issues going on in the workplace. (Amoako & Dartey-Baah, 2011)
Conclusion

Herzberg put forward in his theory that the workforce must be motivated so that they can achieve a sense of job satisfaction but at the same time, he also suggests that an unhealthy workplace will result in demotivated employees and lack of any kind of satisfaction. In conclusion his observational findings about a healthy work culture has enriched the work lives of many employees and has provided job satisfaction and motivation to workplaces. (Yusoff, Kian, & Idris, 2013)
Bibliography
Amoako, G. K., & Dartey-Baah, K. (2011). Application of Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management , 1-8.
House, R., & Wigdor, L. HERZBERG’S DUAL-FACTOR THEORY OF JOB SATISFACTION AND MOTIVATION: A REVIEW OF THE EVIDENCE AND A CRITICISM.
Noell, N. H. (1976). HERZBERG’S TWO-FACTOR THEORY OF JOB SATISFACTION. Virginia: U.S. Department of Commerce.
Stello, C. M. (2010). Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review . Minnesota: University of Minnesota .
Yusoff, W. F., Kian, T. S., & Idris, M. T. (2013). HERZBERG’S TWO FACTORS THEORY ON WORK MOTIVATION: DOES IT WORK FOR TODAYS ENVIRONMENT? . Global Journal of Commerce and management perspective , 18-22.

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March 7, 2018

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