Herzberg’s Two Factors Theory of Motivation

The central concept of Herzberg’s Two Factors Theory is that factors which contribute to the job
satisfaction are motivators and the factors contributing to job dissatisfaction are hygiene factors which
do not provide any motivation.

Factors in Herzberg’s Two Factors Theory

Herzberg identified two sets of distinct factors. They are known as intrinsic factors and extrinsic factors
1. Intrinsic factors or Motivation Factors: Intrinsic factors exist within the job. They relate to the
job content. They occur at the time of performing the job. They relate to the positive feeling
about the job. Thus, they provide job satisfaction. Hence, they provide strong motivation. They
are called motivational factors. These factors are needed to keep high levels of job satisfaction
and job performance. Some motivation factors are:
 Achievement

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  Recognition
 Advancement
 Work
 Possibilities of growth
 Responsibility
2. Extrinsic factors or hygiene factors: They are related to the conditions under which job is
performed. Therefore, they are environmental centred. They relate to the job context. They
occur after the work is completed. They are identified as job dissatisfiers and are associated with
the negative feeling of the employees. They do not provide any growth in the productivity of the
employee. Therefore, they provide no motivation. The presence of these factors at a satisfactory
level prevents job dissatisfaction, but they do not provide motivation to the employees. This is
the reason that the theory is also known as two factors or duel factor theory. It is also called as
motivation-hygiene theory. Some of the hygiene factors are:
 Company Policy and Administration
 Technical Supervision
 Inter-personal relations with Supervisor
 Inter-personal relations with Peers
 Inter-personal relations with Subordinates
 Salary
 Job Security
 Personal life
 Working Conditions
 Status

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