HERZBERG’S TWO-FACTOR THEORY

This theory suggests that there are two factors that affects the employee’s satisfaction and
motivation. He believed that if the employees have high levels of both factors, the employees are
more likely to be more engaged and motivated to work.
Two factors that dominates the workplace:
1. Extrinsic (dissatisfier, hygiene) factors
 This factor does not add motivation to the employees, it prevents the employees
from having dissatisfaction.
 Examples of hygiene implementation in the workplace is when a company
removes or improve poor company policies, provide higher salary and job
security.
2. Intrinsic (satisfier, motivator) factors
 These factors give additional motivation and high engagement of employees to
work.
 Examples of implementation of these factors include growth and development
opportunities for employees and making work interesting and engaging.

Combination of two factors

1. High hygiene and high motivation
- This combination will make the employees more motivated towards their work.
2. High hygiene and low motivation
- This combination will still work in the company but not highly motivated to
achieved the expectations of the company.
3. Low hygiene and high motivation
- This combination is not good. The employees are highly motivated but will
definitely look for another job opportunity that will meet their expected working
conditions.
4. Low hygiene and low motivation
- This is the worst motivation. This can result to employees leaving the company
and a very low motivation to do work.
Advantages of Two-Factor Theory
1. Direct focus on employee’s motivation.
2. Companies can solve problems faced by the employees.
3. Monetary factors are the secondary focus.
Disadvantages of Two-Factor Theory
1. External factors are not considered.
2. Employee job satisfaction and their work efficiency are not directly related.
3. Herzberg’s theory does not consider differences in people’s social and cultural
backgrounds.