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
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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.
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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
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Accessed 2 Aug. 2023.
