Motivation Theory by Herzberg

The motivation theory by Herzberg is relevant for leaders and managers. We have discussed the two factors related to motivation and job satisfaction: hygiene and motivator factors are discussed in detail.

What is motivation

Motivation is the process of stimulating and driving individuals to pursue and sustain goal-oriented behavior. It is a process by which we fulfill our basic as well as social and intellectual needs. Our motivation may stem from external or internal factors. For instance, an inherent quest for knowledge may push us to read more books. On the other hand, the desire for money may pull us to persist at a boring job.

Thus, different individuals may be driven by different factors. These factors drive us to perform a particular task. For example, the motivation for studying may be to gain knowledge or get a good job or both for different people.

Herzberg’s Research

Herzberg’s initial proposition was that satisfaction and dissatisfaction regarding jobs were influenced by very different factors. Hence, the two are not opposite poles of the same continuum. Consequently, dissatisfaction is not the opposite of satisfaction and vice versa.

In simple terms, the opposite of satisfaction is the lack of satisfaction whereas the opposite of dissatisfaction is lack of dissatisfaction. They carried this work forward and developed the two-factor theory of motivation. Employees must meet the two needs discussed below in order to experience job satisfaction.

Two Factor Theory of Motivation

Herzberg and colleagues conducted extensive research on job motivation and satisfaction. They found that there are two categories of factors that influenced job satisfaction and motivation. The first was the need for growth and actualization, later referred to as the motivation factors and the second was the need to avoid unpleasantness, later known as the hygiene factors.

Hygiene Factors

The factors essential to meet the basic requirements of human beings are called hygiene factors. Consequently, Herzberg described these factors as those that are extrinsic to the job. Therefore, such factors are present in the external job environment. The hygiene factors are essentially those which are responsible for extrinsic motivation.

Motivator Factors

According to Herzberg, these are intrinsic job factors that satisfy the esteem and actualization needs of employees. For instance, achievement, recognition, doing a good job. The motivator factors are those that are responsible for intrinsic motivation.

Which is more important?

Herzberg claimed that both the needs are important. His original research question was what leads to job satisfaction and what causes dissatisfaction. He found that meeting the motivator factors lead to job satisfaction whereas meeting the hygiene factors lead to the absence of dissatisfaction. Hence, we can say that both of them are equally important.

Imagine a scenario where your work is meaningful and appreciated by all but your office is next to a construction site where there is a lot of dust and loud noise. Will you be satisfied in the job?

Now imagine an alternative scenario. You sit in a very comfortable and peaceful office but your work is not meaningful and you are not able to perform well. Will you experience job satisfaction?

Implications for Motivation Theory by Herzberg

Herzberg developed the motivation theory in the context of the workplace. Hence, it is highly relevant for managers and leaders.

Firstly, providing a healthy physical environment will eliminate potential antecedents of dissatisfaction. Most organizations can easily do so because it does not require a lot of critical thinking.

Secondly, organizations must understand that pay is not the sole contributor of job satisfaction. Contrarily, it is one of the hygiene factors. Hence, they need to think beyond money and integrate policies that provide autonomy, control and a sense belonging to employees.

Thirdly, organizations need to have a very carefully drafted recruitment and placement policy. Most of the time, employees are dissatisfied because there is a lack of person-job fit. Caution during hiring will help reduce this.

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