Frederick Herzberg’s two factor model is the assumption

FrederickHerzberg’s two factor model is the assumption that factors of satisfactionwhich fulfil people who work, aren’t the same as the elements which in fact dissatisfypeople who work.

He had discovered that when individuals were excelling intheir roles and were consistently praised for the labour they were doing, was dueto them already being capable and satisfied of the required skill set and the knowledgeof their role, which would significantly result in them outperforming peoplewho weren’t satisfied with their job role. According to Herzberg the two factors that hehad identified were the motivator (satisfaction) and (dissatisfaction) hygienefactors. The motivator factors are elements which inspire and satisfyindividuals to work harder and the hygiene factor can de-motivate or dissatisfyemployees significantly if they are not present in the organisation. However,Herzberg had also noticed that even if the hygiene factor was present, it wasnot enough on its own to act as a motivator factor to make employees workharder, thus why he had separated the factors into the two-factor theory.

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Motivation factors that influence people atwork, were non-financial methods identified by Herzberg. This included elementssuch as: significantly giving more responsibilities to individuals at work sothat their job role was more detailed and satisfactory (acting as recognitionby their managers in the employees’ eyes, thus satisfying the employee),implementing and creating jobs which were fulfilling or challenging withrewards both financial and non-financial, and he had also stressed that a keyelement would be recognising the achievement of when their employees were executingtheir jobs strategically and the contribution they had towards the company’s successas a whole. (Motivation Theory: Herzberg (Two-Factor Theory), 2017)Hygiene factors that satisfy people at work, were recognised mostly asfinancial methods by Herzberg. This included essentials such as: Appropriatewages and financial rewards (pay rise, bonus pay, paid time off) that employeesbelieve they should be given, suitable working conditions to what employeesexpect they should have, and appropriate supervision (lack of guidance andmanagement, bad decisions being made) and policies (health and safety policiesmet) in place to ensure the employees are feeling wanted, safe and satisfied. Herzbergstrictly argued that if these hygiene factors were not put into place ,in theorganisation, it would have the negative effect of being demotivating for itsemployees.

 

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