The psychologist Fredrick Herzberg asked the same question in the s and 60s as a means of understanding employee satisfaction. These results form the basis of Herzberg’s Motivation-Hygiene Theory (sometimes known as Herzberg’s Two Factor Theory). Motivation-Hygiene Theory. Unzufriedenheit war ein Resultat der Hygienefaktoren. Herzberg entwickelte diese Motivationstheorie während seiner Untersuchung von Buchhaltern und. 8. März Gründe der rückläufigen Leistungsbereitschaft; Hygienefaktoren = Unzufriedenheit wird beseitigt; Motivatoren = Zufriedenheit wird gesteigert.
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The two-factor theory also known as Herzberg’s motivation-hygiene theory and dual-factor theory states that there are certain factors in the workplace that cause job satisfactionwhile a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzbergwho theorized that job satisfaction and job dissatisfaction act independently of each other. Attitudes and their connection with industrial mental health are related to Abraham Maslow ‘s theory of motivation. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration.
Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. This appears to parallel Maslow’s theory of a need hierarchy. However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work.
Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. This theory suggests that to improve job attitudes and productivityadministrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in dissatisfaction.
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The two-factor theory developed hyvienefaktoren data collected by Herzberg from interviews with engineers and accountants in the Pittsburgh area, chosen because of their professions’ growing importance in the business world. Regarding the collection process:. The proposed hypothesis appears verified.
The factors on the right that led to satisfaction achievement, intrinsic interest in the work, responsibility, and advancement are mostly unipolar; that is, they contribute very little to job dissatisfaction.
Conversely, the dis-satisfiers company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary contribute very little to job satisfaction. From analyzing these interviews, he found that job characteristics related to what an individual does — that is, to the nature of the work one performs — apparently have the capacity to gratify such needs as achievement, competency, status, personal worth, and self-realization, thus making him happy and satisfied.
However, the absence of such gratifying job characteristics does not appear to lead to unhappiness and dissatisfaction. Instead, dissatisfaction results from unfavorable assessments of such job-related factors as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions. Thus, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization.
If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions. According to Herzberg, hygiene factors are what causes dissatisfaction among employees in the workplace.
In order to remove dissatisfaction in a work environment, these hygiene factors must be eliminated. There are several ways that this can be done but some of the most important ways to decrease dissatisfaction would be to pay reasonable wages, ensure employees job security, and to create a positive culture in the workplace. Herzberg considered the following hygiene factors from highest to lowest importance: The other half would be to increase satisfaction in the workplace.
This can be done by improving on motivating factors. Herzberg also further classified our actions and how and why we do them, for example, if you perform a work related action because you have to then that is classed as “movement”, but if you perform a work related action because you want to then that is classed as “motivation”. Herzberg thought it was important to eliminate job dissatisfaction before going onto creating conditions for job satisfaction because it would work against each other.
According to the Two-Factor Theory, there are four possible combinations: Unlike Maslowwho offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds.
Herzberg’s theory concentrates on the importance of internal job factors as motivating forces for employees. He designed it to increase job enrichment for employees. Herzberg wanted to create the opportunity for employees to take part in planning, performing, and evaluating their work. He suggested to do this by: In Herzberg stated that his two-factor theory study had already been replicated 16 times in a wide variety of populations including some in Communist countries, and corroborated with studies using different procedures that agreed with his original findings regarding intrinsic employee motivation making it one of the most widely replicated studies on job attitudes.
Hines tested Herzberg’s two-factor motivation theory in New Zealand, using ratings of 12 job factors and overall job satisfaction obtained from middle managers and salaried employees.
Contrary to dichotomous motivator-hygiene predictions, supervision and interpersonal relationships were ranked highly by those with high job satisfaction, and there was strong agreement between satisfied managers and salaried employees in the relative importance of job factors. Findings are interpreted in terms of social and employment conditions in New Zealand.
Maslow vs herzberg essay
While the Motivator-Hygiene concept is still well regarded, satisfaction and dissatisfaction are generally [ who? The separation of satisfaction and dissatisfaction has been shown to be an artifact of the Critical Incident Technique CIT used by Herzberg to record events. A number of behavioral scientists [ who? The most basic is the criticism that both of these theories contain the relatively explicit assumption that happy and satisfied workers produce more, even though this might not be the case.
However, despite the effect on output, employees’ job satisfaction for example, measured by Herzberg’s theory is important for retention, which is critical in professions that experience shortages.
Another problem however is that these and other statistical theories are concerned with explaining “average” hygienefaktroen, despite considerable differences between individuals that may impact one’s motivational factors.
For instance, in their pursuit of status a person might take a balanced view and strive to pursue several behavioral paths in an effort to achieve a combination of personal status objectives. In other hygiehefaktoren, an individual’s expectation or estimated probability that a given behavior will bring a valued outcome determines their choice of means and the effort they hygoenefaktoren devote to these means.
In effect, this diagram of expectancy depicts an employee asking themselves the question posed by one investigator, ” How much payoff is there for me toward attaining a personal goal while expending so much effort toward the achievement of an assigned organizational objective?
This approach to the study and understanding of motivation would appear to have certain conceptual advantages over other theories: First, unlike Maslow’s and Herzberg’s theories, it is capable of handling individual differences. What the Herzberh Greatest Managers Do by Marcus Buckingham and Curt Coffman, appears to provide strong support for Herzberg’s division of satisfaction and dissatisfaction onto two separate scales.
In this book, the authors discuss how the study identified twelve questions that provide a framework for determining high-performing individuals and organizations. These herzberh questions align squarely with Herzberg’s motivation factors, while hygiene factors were determined to have little effect on motivating high performance. From Wikipedia, the free encyclopedia. For Schachter’s theory of emotion, see two-factor theory of emotion.
The Motivation to Work 2nd ed. Work and the Nature of Man. Richard; Oldham, Greg R. Test of a Theory”. Organizational Behavior and Human Performance. How Do You Motivate Employees? Retrieved December herzebrg, Retrieved December 2, Psychology hygienefakroren Work Today: An Introduction to Industrial and Organizational Psychology 10th ed. Journal of Applied Psychology.
Briefly, we asked hygienefaktorn respondents to describe periods in their lives when they were exceedingly happy and unhappy with their jobs.
Each respondent gave as many “sequences of events” as he could that met certain criteria— including a marked change in feeling, a beginning, and an end, and contained some substantive description other than feelings and interpretations