According to Owler and Morrison (2015), these factors can be divided into two main categories in terms of Hygiene Factors and Motivation factors. They also explain, While the fulfillment of Hygiene features will reduce employee dissatisfaction, at the same time while the fulfillment of Motivation features will increase employee satisfaction and motivation, absence will reduce motivation. However, hygiene factors and motivation factors are self-contradictory, so addressing hygiene factors will not increase employee satisfaction but will reduce employee dissatisfaction and vice versa (Ghazi, Shahzada, and Khan, 2013).
Hygiene features are based on external factors that focus on the scope of work rather than content that focuses on wage fulfillment, corporate policies, management and asset planning, work environment, and human interaction. Hygiene aspects are aligned with the Intrinsic side of the Job's content, focusing on the employee experience in work such as job quality, responsibilities, proper recognition and reward, and success (Owler and Morrison, 2015).
Different views between traditional motivation and Herzberg’s two-factor theory
Source (Chu and Kuo, 2015)
The diagram above of Chue and Koo (2015) illustrates how the aspects of Hygiene and Motivation apply to work with a different state change, from dissatisfaction to dissatisfaction and dissatisfaction and dissatisfaction. For example, an employee will be motivated and will have a sense of satisfaction when given a challenging and meaningful job where his or her success is well known. He will not be satisfied when work is boring, and there is no proper recognition. At the same time, the same employee can be satisfied if he is paid less to work in a resource-poor environment and is constrained by strict organizational policies. However, providing a good environment in which to work will lead to employee dissatisfaction but will not guarantee employee satisfaction.
The conclusion
Herzberg’s vision of two things is a powerful concept where
organizations in today’s digital age can still use their most effective use to
create a culture in which employees are highly motivated. However, it will
always be an act of balancing between cleanliness and motivation when each
organization needs to find its own formula designed to achieve the ideal
environment you love when it comes to the right and unsatisfactory motivation.
References
Baah, K. and Amoako, G. (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, [online] 3(9), pp.1-7. Available at:
pdfs.semanticscholar.org/8120/9583968b25d38e08f353aef4004be7cd099c.pdf .
Accessed 2 Aug. 2023.
Chu, H. and Kuo, T. (2015). Testing
Herzberg’s Two-Factor Theory in Educational Settings in Taiwan. The Journal of
Human Resource and Adult Learning, [online] 11(1). Available at:
www.hraljournal.com/Page/10%20HuichinChu&TsuiYangKuo.pdf. Accessed 2 Aug.
2023.
Ghazi, S., Shahzada, G. and Khan, S.
(2013). Resurrecting Herzberg’s Two Factor Theory: An Implication to the
University Teachers. Journal of Educational and Social Research, [online] 3(4),
pp.445-450. Available at:
pdfs.semanticscholar.org/a49f/86fcea51dc67d89c1a5ae4401062bcfa4242.pdf .
Accessed 2 Aug. 2023.
Owler, K. and Morrison, R. (2015). What
makes work enjoyable and motivating for Learning Advisors in Aotearoa-New
Zealand?. Association of Tertiary Learning Advisors Aotearoa/New Zealand
Journal, [online] 1(1), pp.16-33. Available at: pdfs.semanticscholar.org/99a5/eea366617653d0e957e4bbb3cce0b93c6d7b.pdf.
Accessed 2 Aug. 2023.
Motivating employees, creating a culture, and increasing productivity are not easy to confirm. This is challenging no matter how many methods are used.
ReplyDeleteAn article that thoroughly describes the motivation of employees through Herzberg’s Two-Factor theory. This concept puts forward two factors that motivate employees: job satisfaction and job dissatisfaction. While these might seem like opposites, they work together in a cycle. For example, when an employee is unhappy with their job, they may exhibit low performance or consider quitting the company.
ReplyDeleteBy addressing both hygiene factors and motivators, organizations can create a work environment that not only prevents dissatisfaction but also fosters motivation, job satisfaction, and employee engagement. It's important to regularly assess and adapt these strategies to meet the evolving needs of employees and the organization
ReplyDeleteI think the Herzberg’s two-factor theory makes sense when it comes to motivators. However, it is not very clear to me on how hygiene fits into the puzzle I'm afraid. One question is it the personal hygiene or organisational hygiene that is discussed here? And does hygiene mean cleanliness or about positivity in more abstract terms? If you can clarify that a bit more and show it helps motivation, that would be wonderful. Thank you for sharing this!
ReplyDeleteWe can learn with this post different view Motivation is a force that pushes people to work with a high level of commitment and focus, even if things are going against them. Motivation translates into a certain kind of human behavior. In short, motivation is the driving force behind human actions.
ReplyDelete