Job Characteristics and Well-being

Lesson Objective: To be able to discuss Herzberg’s two-

factor theory of motivation.
To evaluate
Herzberg’s theory (A)
To apply Herzberg’s
Progress Line theory to workplace
situations (B)
Describe Herzberg’s
two-factor theory
Poll - (C)
Challenge:
Where are To consider cross-cultural/ cross industry
you now? research (A*)
 Job characteristics and well-being
Herzberg’s two-factor theory of motivation

Herzberg had close links with Maslow, and focused his research on the
characteristics of work and how they impact workers’ motivation.

His research was based on qualitative data from interviews with 203
engineers and accounts in Pittsburgh, USA.

Herzberg discovered that there are some factors which result in satisfaction
(motivators), while other job factors prevent dissatisfaction (hygiene factors).
Hence the two-factor theory!

CHALLENGE - To evaluate Herzberg’s theory (A)

Describe Herzberg’s two-factor theory (C)
 Key Terms
• Motivators – lead to satisfaction and • Hygiene factors – can lead to
contribute very little to job dissatisfaction, but contribute very little to
dissatisfaction. satisfaction.

• These won’t encourage employees to work

• Can encourage employees to work harder but they will cause them to become
harder. unmotivated if they are not present.

• All of the Motivators concern the job • All of the Hygiene factors ‘surround’ the
itself job

Let Herzberg explain his theory to you: (If time)

http://www.youtube.com/watch?v=o87s-2YtG4Y (part 1)
http://www.youtube.com/watch?v=gtYi4102OvU&feature=related (part 2)
• Motivators – lead to satisfaction • Hygiene factors – can lead to
and contribute very little to job dissatisfaction, but contribute
dissatisfaction. very little to satisfaction.

Task – On the worksheet, read through the factors and

categorise them in to Motivators and hygiene factors

Stretch and challenge – Once separated, order the above from most to least important. Be prepared to
explain your reasoning
 Motivators
• Achievement: A job must give an employee a sense of
achievement. This will provide a proud feeling of having
done something difficult but worthwhile.
• Recognition: A job must provide an employee with praise
and recognition of their successes. This recognition
should come from both their superiors and their peers.
• The work itself: The job itself must be interesting, varied,
and provide enough of a challenge to keep employees
motivated.
• Responsibility: Employees should “own” their work. They
should hold themselves responsible for this completion
and not feel as though they are being micromanaged.
• Advancement: Promotion opportunities should exist for
the employee.
• Growth: The job should give employees the opportunity
to learn new skills. This can happen either on the job or
through more formal training.
Hygiene Factors
• Company policies: These should be fair and clear to every
employee. They must also be equivalent to those of
competitors.
• Supervision: Supervision must be fair and appropriate. The
employee should be given as much autonomy as is
reasonable.
• Relationships: There should be no tolerance for bullying or
cliques. A healthy, amiable, and appropriate relationship
should exist between peers, superiors, and subordinates.
• Work conditions: Equipment and the working environment
should be safe, fit for purpose, and hygienic.
• Salary: The pay structure should be fair and reasonable. It
should also be competitive with other organizations in the
same industry.
• Status: The organization should maintain the status of all
employees within the organization. Performing meaningful
work can provide a sense of status.
• Security: It is important that employees feel that their job is
secure and they are not under the constant threat of being
laid-off.
The two-factor theory

You have 4 minutes

• So, the chairs???
You would not have named a chair as a motivating factor,
but the absence of a chair caused dissatisfaction.
 Job Characteristics and Well-being
Lesson Objective: To be able to discuss Herzberg’s two-
factor theory of motivation.
To evaluate
Herzberg’s theory (A)
To apply Herzberg’s
Progress Line theory to workplace
situations (B)
Describe Herzberg’s
two-factor theory
Poll - (C)
Challenge:
Where are To consider cross-cultural/ cross industry
you now? research (A*)
 The 4 States
• There are 4 states that an organisation can find themselves in when it
comes to motivation and hygiene factors according to the model –
can you suggest what they could be?

You have 4 minutes

Hygiene Factors

Motivational
Factors
Hygiene Factors

Low hygiene and low motivation –

Worst situation. Employees are not
motivated to work and they have
complaints.

Motivational
Factors
Hygiene Factors

Low hygiene and low motivation –

Low hygiene and high motivation –
Worst situation. Employees are not
employees are motivated to work but
motivated to work and they have
they have complaints.
complaints.

Motivational
Factors
Hygiene Factors

High hygiene and low motivation – few

complaints but are not motivated

Low hygiene and low motivation –

Low hygiene and high motivation –
Worst situation. Employees are not
employees are motivated to work but
motivated to work and they have
they have complaints.
complaints.

Motivational
Factors
Hygiene Factors

High hygiene and high motivation –

High hygiene and low motivation – few
ideal situation. No complaints and are
complaints but are not motivated
motivated.

Low hygiene and low motivation –

Low hygiene and high motivation –
Worst situation. Employees are not
employees are motivated to work but
motivated to work and they have
they have complaints.
complaints.

Motivational
Factors
Can you suggest a link Between Maslow and Herzberg?

Herzberg
Motivators
Achievement
Recognition
Work itself
Self – Actualisation Responsibility
Advancement
Esteem
Personal Growth
Social Hygiene factors
Supervision
Safety
Working Conditions
Physiological / basic Relationship with peers
Pay
Security
Company Policy
Application of Herzberg
One of the main policies that stemmed from Herzberg’s work is Job Enrichment:

Job enrichment refers to structuring of jobs to involve higher level conceptual thinking
and responsibility so that employees can take decisions that were formerly the
prerogative of superior managers. According to Keith Davis, “Job enrichment means
additional motivators added to the job so that it (job) is more rewarding.

Paul Robertson and Herzberg in 1969 have observed, “It seeks to improve both efficiency
and human satisfaction by means of building into people’s job quite specifically a greater
scope of personal achievement and recognition, more challenging and responsible work
and more opportunity for individual advancement and growth.”.

Thus in brief, we can say that, job enrichment encourages growth and self-actualization.
It increases motivation and improves performance and thus provides more productive
and more lively jobs. The worker or employee has greater job satisfaction. In Job
enrichment programme, an employee decides how the job is performed, planned and
controlled and makes more decision concerning the entire process.
 Job Characteristics and Well-being
Lesson Objective: To be able to discuss Herzberg’s two-
factor theory of motivation.
To evaluate
Herzberg’s theory (A)
To apply Herzberg’s
Progress Line theory to workplace
situations (B)
Describe Herzberg’s
two-factor theory
Poll - (C)
Challenge:
Where are To consider cross-cultural/ cross industry
you now? research (A*)
 Challenge:
To consider cross-cultural/ cross industry research (A*)

• The application of Herzberg's two-factor theory of motivation to job

satisfaction in clinical laboratories in Omani hospitals:
The application of Herzberg's two-factor theory of motivation to job s
atisfaction in clinical laboratories in Omani hospitals - PMC

• Access and read the journal article above. What cross cultural and
cross industry points can you make?

• Any further applications of Herzberg’s Theory?

Some common criticisms of Herzberg’s Motivation Theory include: Take one
and PEEL it!!
Two Factor Theory is subject to bias. For
There is no objective example, when an employee is satisfied
The theory only
way to measure they will give themselves credit for that
applies to white satisfaction. Conversely, when they are
employee satisfaction
collar workers. dissatisfied they will blame external factors.
within the theory.

The theory focuses on improving It doesn’t take an individuals situation or

employee satisfaction. That doesn’t perception into consideration. We have
necessarily translate into increased attempted to address this above by
applying the theory at an individual level.
productivity.