Frederick Irving

Herzberg

Alex Cowley, Ana Dougall, Micaela

Redondo
 Biography
 18 April 1923, Massachusetts - 19 January 2000, Salt
Lake City
 Introduced job enrichment and motivator-hygiene
theory
 “One more time, How do you motivate employees?”-
1968
 Petrol sargent at a concentration camp and talks to
other Germans living created an interest in
motivation.
 Research on workplace while teaching as a professor
of psychology
Motivation and Satisfaction
 The things that make people motivated and
satisfied on the job are different from the
things that make them dissatisfied.
 Forget praise, forget punishment, forget cash.
You need to make their jobs more interesting.
Motivator-Hygiene Theory
 Satisfaction: Result of motivator factors. Help
increase satisfation, but have a little effect on
dissatisfaction.
 Dissatisfaction: Result of hygiene factors. If
absent or inadequate cause dissatisfaction.
Their presence has a little of effect on long-
term satisfaction.
Motivator Factors
 Achievement
 Recognition
 Work itself
 Responsability
 Promotion
 Growth
Hygiene Factors
 Company policy and administrator
 Supervision
 Working Conditions
 Interpersonal relations (co-workers)
 Salary
 Status
 Job Security
Motivation vs Hygiene
 Of all factors contributing to job satisfaction, 
81% were motivators.
 Of all factors contributing to job dissatisfaction 
about their work, 69% involved hygiene 
element.
Factors affecting job attitudes
Job Enrichment
 Turn employees effort into performance:
 Providing adequate resources for each employee to
perform well
 Creating a supportive corporate culture
 Free flow of information
 Freedom
 Adequate recongnition
 Skill improvement opportunity
 Job variety
 Re-engineer the job process
Job Enrichment
 Link employees performance directly to reward:
 Clear definition of reward
 Importance of performance and reward
 Right reward if employees perfromes well
 Reward not given needs explanation

 Employee wants reward:

 Ask them
 Use surveys
Summary
 Both motivation and hygienic factors are
important for high performance.
 Treat people as best as you can so they have
a minimum of dissatisfaction
 Use people so they get achievement,
recognition for achievement, interest
resopnsability, and opportunity for
advancement and growth.
Forget praise, forget
punishment, forget
cash. You need to
make their jobs more
interesting