What is motivation ?

Motivation is a Latin word, which

means to move.
According to Stephen P Robbins
motivation is defined as the willingness
to
exert
high
levels
towards
organizational goals
Motivation may be Financial or nonFinancial and Positive or Negative

Herzbergs Two-Factor Theory of

Motivation
In 1959, Frederick Herzberg, a behavioural
scientist proposed a two-factor theory or the
motivator-hygiene theory. According to Herzberg,
there are some job factors that result in satisfaction
while there are other job factors that prevent
dissatisfaction.
These results form the basis of Herzberg's
Motivation-Hygiene Theory (sometimes known
as Herzberg's Two Factor Theory). Published in his
famous article, "One More Time: How do You
Motivate Employees,"the conclusions he drew
were extraordinarily influential, and still form the
bedrock of good motivational practice nearly half a

According to Herzberg, the opposite

of Satisfaction is No satisfaction
and the opposite of Dissatisfaction
is No Dissatisfaction.

MOTIVATIONAL FACTORS
The

motivational factors yield positive

satisfaction. These factors are inherent
to work and motivate the employees for
a superior performance. They are
intrinsically rewarding. Motivational
factors include:
Recognition
Sense of achievement
Growth and promotional opportunities
Responsibility
Meaningfulness of the work

HYGIENE FACTORS
Work

environment & target basic needs

Range from dissatisfaction to no
dissatisfaction
The presence of hygiene cannot lead to
satisfaction or high levels of motivation
Perception that hygiene is an entitlement
Salary
Can it ever be enough?
Benefits
Health care costs, premium sharing
Company policy & administration
Work conditions
Office space, equipment, etc.

Application of Two Factor Theory

Application involves a two-stage process to
motivate people.
Step One: Eliminate Job Dissatisfaction
Herzberg called the causes of dissatisfaction
"hygiene factors."To get rid of them, you
need to:
Fix poor and obstructive company policies.
Provide effective, supportive and nonintrusive supervision.
Create and support a culture of respect and
dignity for all team members.
Ensure that wages are competitive.
Build job status by providing meaningful
work for all positions.

Step Two: Create Conditions for Job

Satisfaction
Herzberg addressed the motivating factors
associated with work in order to create
satisfaction. He called this "job enrichment.
Things to consider include:
Providing opportunities for achievement.
Recognizing people's contributions.
Creating work that is rewarding and that
matches people'sskills and abilities.
Giving as much responsibility to each
team member as possible.
Providing opportunities to advance in
the company through internal
promotions.
Offering training and development

IMPLICATIONS
The Two-Factor theory implies that the
managers must stress upon guaranteeing the
adequacy of the hygiene factors to avoid
employee dissatisfaction.
Also, the managers must make sure that the
work is stimulating and rewarding so that the
employees are motivated to work and perform
harder and better.
This theory emphasize upon job-enrichment so
as to motivate the employees. The job must
utilize the employees skills and competencies
to the maximum. Focusing on the motivational

Limitations of Herzbergs
Theory
The theory overlooks situational variables.
Herzberg assumed a correlation between
satisfaction and productivity. But the research
conducted by Herzberg stressed upon satisfaction
and ignored productivity.
The theorys reliability is uncertain. Analysis has to
be made by the raters. The raters may spoil the
findings by analyzing same response in different
manner.
No comprehensive measure of satisfaction was
used. An employee may find his job acceptable
despite the fact that he may hate/object part of his
job.

THANK
YOU
Roll Nos: 71-80