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  • Theory: Her2Bergs Tno Factor

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    nikita kaushik
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    This document summarizes Herzberg's two-factor theory of motivation from 1959. The theory states that there are two factors that influence employee motivation and satisfaction: hygiene factors and motivators. Hygiene factors like company policies, supervision, salary, job security, and work conditions can demotivate employees if absent but do not motivate employees if present. Motivators like achievement, recognition, responsibility, and opportunities for growth can positively motivate employees. The document provides examples of how different combinations of these factors can impact motivation levels. It concludes with discussing how managers can apply this theory to improve employee motivation and performance.

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    This document summarizes Herzberg's two-factor theory of motivation from 1959. The theory states that there are two factors that influence employee motivation and satisfaction: hygiene factors and motivators. Hygiene factors like company policies, supervision, salary, job security, and work conditions can demotivate employees if absent but do not motivate employees if present. Motivators like achievement, recognition, responsibility, and opportunities for growth can positively motivate employees. The document provides examples of how different combinations of these factors can impact motivation levels. It concludes with discussing how managers can apply this theory to improve employee motivation and performance.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    12 views2 pages

    Theory: Her2Bergs Tno Factor

    Uploaded by

    nikita kaushik
    This document summarizes Herzberg's two-factor theory of motivation from 1959. The theory states that there are two factors that influence employee motivation and satisfaction: hygiene factors and motivators. Hygiene factors like company policies, supervision, salary, job security, and work conditions can demotivate employees if absent but do not motivate employees if present. Motivators like achievement, recognition, responsibility, and opportunities for growth can positively motivate employees. The document provides examples of how different combinations of these factors can impact motivation levels. It concludes with discussing how managers can apply this theory to improve employee motivation and performance.

    Copyright:

    © All Rights Reserved
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    of 2

    a t : 3s luly do0 ge D:

    NAME
    NIKITA AUSHIK
    HER2BERGS TNO FACTOR THEORY
    PRN No

    ROLL NO C-30|
    MOTIVATION- HYGEINE DUAL FACTOR THEORYy
    HERZBERS
    (1959)
    +MOTiVATION

    Achiwenment
    Recogultion
    Reagomaipiliy
    -Pronuokiom oppestunitis
    MOTVANoN -fusonal Gvow
    FACTORS
    OMOTIVATON
    Job Inttar
    T O D E M O T / V A T / O N

    Qualliy o upenision
    HY ENE Tob Seuwis
    FACTORSs
    fompamy fblizius

    Relahions wm bossas / pear


    Funge enelils, Vacatíons

    +DEMOTiVATION
    h tuu lantO h o u al tnadn HAzbeng ' mtivation
    huanL Lory and dual tasto o n Otaleo hat i
    Ctaime asto As LM tha u0Akplaco U au
    10 sotatation mhulu a sepeAali t claclbA COwa

    disoalinastiov all a ohich aet indopendantl at Lacn


    a .
    UhL t lacto nluncirg in hia thony at:

    HNGEINEI eXTRINSIC MOTVATORS Lnd to A L n t


    r L tanaihl baauo heecdo. hsaa nned to he
    addIDALd in Suek y that n ouldd n0t
    NAult 1 th naloRLA Lnpleawant utpeiuncto
    and Llings at k. h i saliofaation at huguune
    orio matualEA LMmployata n ha waAk,
    htAD huqun lartoiä ae:
    aaples. hag lauas and A u , AunuatiOn
    omp Cmu patutuy nd odnunlsliation
    Aat:LS July dOAD_ Pag nb:
    3 uLaliiy a intupuaonal ulatiomohios
    nditiono, SFhulinas atjob Saublaction
    6.aualuy SupuvLoLOn .
    MOTIVATORI INTRINSIC FACTORS hiae mwnge vou the wud
    a an indix idual to anlnieue Pusomal auuR. Jab satist-
    astion LAu trou L pLasn0e a nuotivala facos kadlig
    to betR pLul0uMancC
    *ot
    eaamplo: ChallengungI i u l a t u
    3. &ppautuiniy to odvantLmend oApotunuliy
    3. Suar a m o n a l anukil
    . opaibitiiy
    6. Acquiing nueognition Roplicatuorv
    There au combinadiono Passible:
    A Hoh Hyaeun t ligh Notivaton.l deal Sital) tiahlh oivaktd
    wun l e LOmplainlo.
    . High ugine + Lous Motivataom fiw Complainls out not mokvaled.
    a TwAt a paydheec
    C. LoL uugein +uigh Motivatiom MDivation s high; job io exiin
    LOmplains Auch a 0alouy not upto monk
    . LOLO ugin t Loud NOtixation LBorst Síhuahon) Not
    motivatid. Too
    many ComplainlE
    HLZbugS nLor contuntaatbo aM the Impatoauce st
    nteua job fastO AA a nwotiloting taetoas te employeet
    and to ARal ob Lictnnnt.

    APPLICATION DF THE DUAL FACTOR THEORY:


    Aimuwment Jndiidualo inLAey smt to dlD a
    900d
    job. noue to pLaes hin
    tolnls, A actitwable goalo and standando lo tmu
    and make annee he ama. aiuL m gula
    oback.
    Keenanitiom:ake tinne do asknowledge tha employeeh auoá
    and publiely Hhan ilaàtion kell.
    u bonuo.
    t hanaiing the

    AdLkna CAndition: e p
    Kep Lasiliies and 4upmenls uato dal
    wDkspoLe uat Private and aNganDnica.
    RLoonaibiuiu: Let ep LoueLA nd ugh
    d qiuue thum trerdon t o Aauny
    toako Qut UK
    REFENCES( SoURCEs
    00p. esq Ifpm1aa9/1000p6.htwlp Rt-fduik 20/ Hebeg/ 20tuoi
    d/o-1. ptoyumoi 2o/ Pabduuctiine
    .iuiptdia luuiki|Tuwo-faeldu theory
    lgatu. ntt.[piblicatiow [20823s6a

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