ZANZIBAR INSTITUTE OF FINANCIAL

ADMINISTRATION (ZIFA)

GROUP NO. 1 & 2 PRESENTATION

TOPIC: HERZBERG’S TWO FACTOR THEORY

INTRODUCTION

Motivation is one of the most important factors in

affecting human behaviour and performance. The
level of motivation an individual or team exerted in
their work task can affect all aspects of organizational
performance. As mentioned by Project Management
Institute (2008), the overall success of the
organizational project depends on the project team’s
commitment which is directly related to their level of
motivation.
MAJOR THEORIES OF
MOTIVATION
I. Need Approaches:
- Maslow’s Hierarchy of Needs
- Alderfer’s ERG Theory
- Herzberg’s Two Factor Theory
- McClelland’s Learned Needs Theory
II. Cognitive Approaches:
- Expectancy Theory
- Equity Theory/ Social Comparison
- Goal Setting Theory
HERZBERG’S TWO-FACTOR THEORY
Frederick Herzberg’s well known Two-Factor
Theory was designed in year 1959. Based on two
hundred engineers and accountant feedback
collected in the USA regarding their personal
feelings towards their working environments.
Herzberg defined two sets of factors in deciding
employees working attitudes and level of
performance, named Motivation & Hygiene
Factors (Robbins, 2009).
 The theory was based around interviews with
203 American accountants & engineers in
Pittsburgh, chosen because of their professions'
growing importance in the business world by
Herzberg.

 The subjects were asked to relate times when

they felt exceptionally good or bad about their
present job or any previous job, and to provide
reasons, and a description of the sequence of
events giving rise to that positive or negative
feeling.
ABOUT TWO FACTOR THEORY

Two Factor Theory states that

there are certain factors in the
workplace that cause job
satisfaction, while a separate set
of factors cause dissatisfaction.
HERZBERG’S THEORY RESTS ON 2
ASSUMPTIONS
1.) Being satisfied with one’s job is equivalent to being
motivated; “a satisfied worker is a motivated worker”

2.) Job satisfaction and dissatisfaction are separate

concepts with unique determinants based on work
with accountants and engineers
 Satisfaction which is mostly affected by the
"motivator factors". Motivation factors help increase
the satisfaction but aren't that affective on
dissatisfaction.
 Dissatisfaction is the results of the "hygiene
factors". These factors, if absent or inadequate,
cause dissatisfaction, but their presence has little
effect on long-term satisfaction.
DETERMINANTS OF JOB SATISFACTION
ARE MOTIVATOR FACTORS:

 Work itself, responsibility

 Recognition

 Achievement

 Advancement

 Personal Growth

 Promotion
DETERMINANTS OF JOB
DISSATISFACTION ARE HYGIENE
FACTORS:
 Pay Benefits
 Working conditions

 Job Security

 Quality of supervision

 Company policy

 Relationships with co-workers

-Relationship with Boss

-Relationship with Peers
THEORY DISTINGUISHES BETWEEN

 Motivators (e.g. challenging work, recognition,

responsibility) which give positive satisfaction, arising
from intrinsic conditions of the job itself, such as
recognition, achievement, or personal growth, and

 Hygiene factors (e.g. status, job security, salary and

fringe benefits) which do not give positive satisfaction,
although dissatisfaction results from their absence. These
are extrinsic to the work itself, and include aspects such
as company policies, supervisory practices, or
wages/salary .
Herzberg’s two-factor theory
CONCLUSION

Herzberg's theory argue that the two-factor result

is observed because it is natural for people to
take credit for satisfaction and to blame
dissatisfaction on external factors. Furthermore,
job satisfaction does not necessarily imply a high
level of motivation or productivity.
Herzberg's theory has been broadly read and
despite its weaknesses its enduring value is that it
recognizes that true motivation comes from within
a person.