Who is responsible for the motivation theory that proposes the determinants of job satisfaction are not the same as those that determine job dissatisfaction?

1. Career development
2. Herzberg's Theory: A Guide for Boosting Employee Motivation

By Indeed Editorial Team

Updated August 24, 2022 | Published September 25, 2020

Updated August 24, 2022

Published September 25, 2020

Related: Employee Motivational Speech: The Failproof Formula

In this video, Jenn, a certified career coach, will share a winning, 5-step strategy for connecting with your audience and motivating them to achieve the task at hand.

Motivating employees can help create a pleasant and productive workplace and increase job satisfaction. Herzberg's two-factor motivation theory identifies factors that inspire professionals to complete high-quality work. Understanding and implementing the two-factor theory can help you deliver supportive management to members of your team. 

In this article, we define Herzberg's motivation theory, list the steps for using it in a work environment and provide an example of the theory in action.

Related: 35 Examples of Motivation in the Workplace

What is the Herzberg theory?

Also known as Herzberg's motivation-hygiene theory, the two-factor theory or the dual-factor theory, the Herzberg theory states that certain elements within a workplace lead to job satisfaction, while others lead to dissatisfaction. Herzberg developed the theory to understand an employee's attitude better and drive toward the job.

He interviewed employees about what pleased and displeased them at work, studying both their good and bad experiences. He theorized that an individual's job satisfaction depends on two types of factors: motivators and hygiene factors.

Motivating factors

Here's a list of factors that can cause satisfaction:

• Achievement: Individuals who have a strong drive to set and accomplish goals, enjoy working alone, are willing to take calculated risks and want to receive regular feedback on their accomplishments and progress have a desire for achievement. This motivates them to succeed in the workplace.

• Recognition: Offering recognition not only makes employees feel accomplished and appreciated, but it also reinforces good performance and encourages employees to continue repeating the actions that led to the high performance. The more a workplace positively recognizes an employee's behavior, the more likely they are to repeat these behaviors and remain motivated.

• The work itself: Employees who believe that their work is important and that their tasks are meaningful are more likely to be motivated to do well.

• Job advancement opportunities: Ensuring employees understand a clear plan of progression within their position in the workplace can instill motivation to work toward a promotion, which can ultimately increase employee productivity.

• Growth opportunities: Employees often feel more motivated at work when there are ample opportunities for growth and professional development. Giving employees opportunities to increase their skills and become more efficient in their positions instills a sense of accomplishment and pride that acts as a strong motivator for employees.

Hygiene factors

Here's a list of factors that can cause dissatisfaction:

• Relationship with peers: Encouraging camaraderie among team members can contribute to greater job satisfaction. 

• Company policies: This can cover initiatives to promote a healthy workplace, such as mask wearing and social distancing.

• Physical workspace: Some aspects of a physical working environment include its size and facilities, such as an on-site gym and updated furniture.

• Working conditions: This element includes the formal terms that the company hires its staff members, such as the rate of pay, contract of employment and length of the workday.

• Salary: Companies can offer competitive salaries and benefits to maintain high employee satisfaction.

• Status: As an employee, performing meaningful work can provide a sense of status.

• Job security: Employees may also feel more satisfied with their jobs when they feel secure in their positions.

• Supervision: Autonomy enables employees to perform their tasks as they deem fit.

Related: Factors of Motivation: Understanding What Motivates Employees

How to use the Herzberg theory

Follow these steps to implement the two-factor Herzberg theory:

1. Evaluate the workplace

Evaluate morale in your work environment to help you identify motivating and hygiene factors. Observe how employees interact with one another and find a correlation between their attitudes and the quality of work they produce.

For example, if you noticed the option to telecommute increased productivity, then you can conclude that company policy is a hygiene factor. Pinpointing what influences your team's motivation can help you customize an improvement plan to best benefit the company you represent.

2. Address hygiene factors

Create a plan to address hygiene factors that impact the workplace. For example, you can revisit company policies and contemplate how you can change them to meet employees' needs.

Consider implementing training programs for managers to learn how to supervise team members effectively and support them during projects. You can also assess the organizational budget to see if increasing salaries are possible. Review your communication patterns with the workforce to better assure them about the security of their jobs. 

Related: How To Deal With Job Dissatisfaction

3. Reinforce motivators

Make the motivating factors more prevalent in the workplace to boost satisfaction among employees. For example, you can promote training and development opportunities to show employees the company is committed to their professional growth.

Consider offering internal employees the chance to seek higher-level positions before expanding the job search externally. You can also design a protocol for acknowledging an individual's achievements publicly.

Related: How To Improve Employee Morale and Job Satisfaction

What are some criticisms of the Herzberg theory?

While the Herzberg theory can help you create greater job satisfaction in the workplace, it has limitations. It's subject to bias, since employees may focus on aspects of their jobs they like when the work environment is pleasant, and external factors can have a greater impact when challenges arise. Each employee may perceive the workplace in a unique way, so the application of the theory may be most effective on an individual level.

Related: Maslow's Hierarchy of Needs: Applying It in the Workplace

Example of the Herzberg theory

Consider this example situation using the Herzberg theory:

You're a senior executive at a graphic design firm. Your goal is to decrease dissatisfaction, so you address hygiene factors, including work conditions, autonomy and job security. You make physical improvements to the office so employees have access to the latest design software and dual-monitors to showcase their work. The PTO policy allows employees to take unlimited vacation time, and you allow employees to telecommute or come to the office depending on their preferences.

Now that you've acknowledged dissatisfaction, your aim is to increase every employee's job satisfaction. You credit employees when the company receives positive feedback from clients. You also openly discuss how their designs have boosted clients' brand awareness and product sales, which shows employees that their work is meaningful.

Which theory of the motivation do you believe is best for describing a person who derives satisfaction in his/her work environment?

Which motivational theory suggests that events that enhance perceptions of competence improve intrinsic motivation?

Which of the following is not a motivator factor according to Herzberg's two factor theory?

What theories of motivation would be characterized as content perspectives quizlet?