TWO FACTOR THEORY OF MOTIVATION

PREPARED BY:DIPAL MAJMUNDAr DHWANI BHATT Dilip Solanki

Dharmendra Agrawal

WHAT IS MOTIVATION??? The process that account for an individual’s INTENSITY. Mr. you can buy man’s physical presence at a given place but you can not buy his enthusiasm. You have to earn those things. has rightly remarked. “You can buy man’s time. initiative or loyalty. former chairman of the GENERAL FOODS CORPORATION. . DIRECTION and PERSISTENCE of effort toward attaining goal. CLARENCE FRANCIS.

KEY ELEMENTS OF MOTIVATION Direction Intensity Persistence .

EARLY THEORIES OF MOTIVATION Needs theories  Maslow’s hierarchy of needs  herzberg’s two factor theory ` Process theories Expectancy Theory Goal Setting Theory .

two factor theory Employees dissatisfied and demotivated Providing Hygiene Factors Employees not dissatisfied but demotivated Providing Motivators Employees Satisfied and Motivated .

herzberg’s two factor theory  Herzberg and association conducted a motivational study – 1950  200 accountants & engineers – PITTSBURGH.  Findings of study:- “ THINK OF A TIME WHEN YOU FELT EXCEPTIONALLY GOOD OR BAD ABOUT YOUR JOB. . EITHER YOUR PRESENT JOB OR ANY OTHER JOB YOU HAVE HAD”. PENNSYLVANIA.

ASSUMPTIONS OF TWO FACTOR THEORY TWO DIFFERENT TYPES OF FACTORS INFLUENCE US…HYGIENES & MOTIVATORS THE OPPOSITE OF SATISFACTION IS “NO SATISFACTION” THE OPPOSITE OF DISSATISFACTION IS “NO DISSATISFACTION” ONLY MOTIVATING FACTORS LEAD TO SATISFACTION HYGIENES AT BEST LEAD TO NO DISSATISFACTION .

Dissatisfaction and demotivation Not dissatisfied but not motivated Positive satisfaction and motivation Hygiene Factors •Company policies •Quality of supervision •Relations with others •Personal life •Rate of pay Motivational Factors •Achievement •Career advancement •Personal growth •Job interest •Recognition •Responsibility •Job security •Working conditions .

job is secure….  But these factors only satisfied the workers not motivates the employees. security of job and work conditions – hygienic factors  wages are high and work conditions are satisfactory.  In fact these factors only prevent dissatisfaction and also known as MAINTANACE factors because they maintain a reasonable level of satisfaction in employees.HYGIENIC FACTORS  Wages.  Their morale and efficiency. .not weaken.

TEN HYGIENIC FACTORS  Company policy and administration  Technical Supervision  Interpersonal relation with supervisors  Interpersonal relation with subordinates  Salary  Job security  Personal life  Working conditions  Status .

.  By these factors we can entrusted and motivate the employees when he is accepting some challenges on the job. For Example:when an accounting supervisor may be given a job of installing new computer equipment and he took a pride and was gratified.MOTIVATING FACTORS  Such factors build strong motivation.

SIX MOTIVATING FACTORS Achievement  Recognition  Advancement  Work itself  Possibility of Growth  Responsibility .

 The job design technique of job enrichment is also one of his contribution.  He drew attention to the importance of job content factors in work motivation which previously had been neglected by the managers. .  But in this contribution he fell short of a comprehensive theory of work motivation and due to this his theory was criticised.CONTRIBUTION OF THEORY  There is no doubt that he has contributed substantially to work motivation.

CRITICISM OF THE THEORY  Accepted by some and strongly criticised by others For Ex.  theory doesn’t apply to all categories of employees as research was conducted only on high level of professionals. For Ex.  some of theorist says that the distinction between motivational and hygienic factors are illusory.  Nathan King says that theory is on hypothesis bases and not on a scientifically. VROOM.. Blue collar workers… . For Ex. Female office workers.

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