GROUP NO.

11 PRESENTATION

TOPIC • HERZBERG'S TWO FACTOR THEORY

Presented by

M23BBAU0428 AYUSH
M23BBAU0265 PARAS GARG
DIVYANSH SINGH
M23BBAU0267
VENKAT DORA
M23BBAU0461.
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 Il. Cognitive
Approaches:
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.

1. The theory was based around interviews with203 American accountants &
engineers in Pittsburgh, chosen because of their professions’ growing
importance in the business world by Herzberg.

2. 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.
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
cause dissatisfaction, but • . Satisfaction- which is mostly affected by the
• "motivator factors". Motivation factors help
their presence has increase the satisfaction but aren't that
little effect on affective on dissatisfaction.
longterm satisfaction. • . Dissatisfaction- is the results of the "hygiene
factors". These factors, if absent or inadequate,
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
. 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
THEORY
. Hygiene factors -(e.g. status, job
security, salary and fringe benefits)
DISTINGUIS
which do not give positive satisfaction, HES
although dissatisfaction results from
their absence. These are extrinsic to the BETWEEN
work itself, and include aspects such as
company policies, supervisory
practices, or wages/salary
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.
Thank you