Herzberg theory of Motivation
Another popular need-based
approach to motivation is the dual-structure approach developed by Frederick
Herzberg. This is also known as Two-factor Theory. Herzberg developed this
approach after interviewing 200 accountants and engineers in Pittsburg. He
asked them to recall such occasions when they had been dissatisfied and less
motivated. He found that entirely different sets of factors were associated
with satisfaction and dissatisfaction. For instance, an individual who
identified 'low pay' as causing dissatisfaction did not necessarily mention
'high pay' as a cause of satisfaction. Instead, several other factors, such as
recognition or accomplishment, were cited as causing satisfaction.
This finding suggests that
satisfaction and dissatisfaction are at opposite ends of a single scale. Employees
would, therefore, be satisfied, dissatisfied or somewhere in between. Herzberg
argued that attitudes and motivation consists of a dual structure. One
structure involves a set of factors that result in feelings ranging from
satisfaction to no satisfaction. The other structure involves a set of factors
that result in feelings ranging from dissatisfaction to no satisfaction.
Herzberg identified two sets of
factors responsible for causing either satisfaction or dissatisfaction. The
factors influencing satisfaction are called motivation factors or motivators,
which are related specifically to the job itself and the factors causing dissatisfaction,
are called hygiene factors, which are related to the work environment in which
the job is performed.
Motivators
a)
Achievement
b)
Recognition
c)
Advancement
d)
The work itself
e)
The possibility of personal growth
f)
Responsibility
Hygiene or Maintenance
Factors
a)
Company policies
b)
Technical supervision
c)
Interpersonal relations with supervisor
d)
Interpersonal relations with peers
e)
Interpersonal relations with subordinates
f)
Salary
g)
Job security
h)
Personal life
i)
Work conditions
j)
Status
Based on these findings,
Herzberg recommended that managers seeking to motivate employees should first
make sure that hygiene factors are taken care of and that employees are not
dissatisfied with pay, security and working conditions. Once a manager has
eliminated employee dissatisfaction, Hertzberg recommends focusing on a
different set of factors to increase motivation, by improving opportunities for
advancement, recognition, advancement and growth. Specifically, he recommends
job enrichment as a means of enhancing the availability of motivation factors.
Criticism
Although widely accepted by
managers, Hertzberg’s dual structure approach however suffers from certain
drawbacks. Other researchers who measured satisfaction and dissatisfaction
based on different aspects reached very different conclusions. They have also
criticized Herzberg's theory for its inability to define the relationship
between satisfaction and motivation and to pay enough attention to differences
between individuals. Hence, at present Herzberg's theory is not held in high
esteem by researchers in the field of motivation. The theory, however, had a
major impact on managers and has played a key role in increasing their
awareness of motivation and its importance in type work place.
Difference between Maslow’s
Need Hierarchy theory and Herzberg’s motivation Hygiene Theory
1.
Meaning:
Maslow's theory is based on the concept of human needs
and their satisfaction.
Hertzberg's theory is based on the use of motivators
which include achievement, recognition and opportunity for growth.
2.
Basis of Theory:
Maslow's theory is based on the hierarchy of human needs. He
identified five sets of human needs (on priority basis) and their satisfaction
in motivating employees.
Hertzberg refers to hygiene factors and motivating factors in his
theory. Hygiene factors are dissatisfies while motivating factors motivate
subordinates. Hierarchical arrangement of needs is not given.
Maslow's theory is rather simple
and descriptive. The theory is based long experience about human needs.
Hertzberg's theory is more prescriptive.
It suggests the motivating factors which can be used effectively. This theory
is based on actual information collected by Hertzberg by interviewing 200
engineers and accountants.
4. Applicability of Theory:
Maslow's theory is most popular
and widely cited theory of motivation and has wide applicability. It is mostly
applicable to poor and developing countries where money is still a big
motivating factor.
Herzberg's theory is an
extension of Maslow's theory of motivation. Its applicability is narrow. It is
applicable to rich and developed countries where money is less important
motivating factor.
5. Descriptive or Prescriptive
Maslow's theory or model is
descriptive in nature.
Herzberg's theory or model is
prescriptive in nature.
6. Motivators
According to Maslow's model, any
need can act as motivator provided it is not satisfied or relatively less
satisfied.
In
the dual factor model of Hertzberg, hygiene factors (lower level needs) do not
act as motivators. Only the higher order needs (achievement, recognition,
challenging work) act as motivators.