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Arab British Academy for Higher Education
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He published his findings in the 1959 book The Motivation
to Work
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Herzberg found that the factors causing job satisfaction
(and presumably motivation) were different from those causing job dissatisfaction
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He called the satisfiers
motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that
they are considered maintenance factors that are necessary to avoid dissatisfaction but
that by themselves do not provide satisfaction
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Factors Affecting Job Attitudes
Leading to Dissatisfaction
Company policy
Supervision
Relationship w/Boss
Work conditions
Salary
Relationship w/Peers
Leading to Satisfaction
Achievement
Recognition
Work itself
Responsibility
Advancement
Growth
Herzberg reasoned that because the factors causing satisfaction are different from those
causing dissatisfaction, the two feelings cannot simply be treated as opposites of one
another
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Similarly, the opposite of dissatisfaction is no dissatisfaction
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First, there are
physiological needs that can be fulfilled by money, for example, to purchase food and
shelter
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co
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From the above table of results, one observes that the factors that determine whether
there is dissatisfaction or no dissatisfaction are not part of the work itself, but rather, are
external factors
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, the process of providing incentives or a
threat of punishment to cause someone to do something
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Implications for Management
If the motivation-hygiene theory holds, management not only must provide hygiene
factors to avoid employee dissatisfaction, but also must provide factors intrinsic to the
work itself in order for employees to be satisfied with their jobs
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According to Herzberg:
The job should have sufficient challenge to utilize the full ability of the employee
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If a job cannot be designed to use an employee's full abilities, then the firm should
consider automating the task or replacing the employee with one who has a lower
level of skill
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Critics of 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
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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 and not from KITA
factors
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