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American psychologist Frederick Herzberg is regarded as one of the great original thinkers in management and motivational theory. Herzberg set out to determine the effect of attitude on motivation, by simply asking people to describe the times when they felt really good, and really bad, about their jobs. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad. The results from this inquiry 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 century later. He’s especially recognized for his two-factor theory, which hypothesized that there are two different sets of factors governing job satisfaction and job dissatisfaction: “hygiene factors,” or extrinsic motivators and “motivation factors,” or intrinsic motivators. Hygiene factors, or extrinsic motivators, tend to represent more tangible, basic needs—i.e., the kinds of needs included in the existence category of needs in the ERG theory or in the lower levels of Maslow’s hierarchy of needs. Extrinsic motivators include status, job security, salary, and fringe benefits. It’s important for managers to realize that not providing the appropriate and expected extrinsic motivators will sow dissatisfaction and decrease motivation among employees. Motivation factors, or intrinsic motivators, tend to represent less tangible, more emotional needs—i.e., the kinds of needs identified in the “relatedness” and “growth” categories of needs in the ERG theory and in the higher levels of Maslow’s hierarchy of needs. Intrinsic motivators include challenging work, recognition, relationships, and growth potential. Managers need to recognize that while these needs may fall outside the more traditional scope of what a workplace ought to provide, they can be critical to strong individual and team performance. The factor that differentiates two-factor theory from the others we’ve discussed is the role of employee expectations. According to Herzberg, intrinsic motivators and extrinsic motivators have an inverse relationship. That is, intrinsic motivators tend to increase motivation when they are present, while extrinsic motivators tend to reduce motivation when they are absent. This is due to employees’ expectations. Extrinsic motivators (e.g., salary, benefits) are expected, so they won’t increase motivation when they are in place, but they will cause dissatisfaction when they are missing. Intrinsic motivators (e.g., challenging work, growth potential), on the other hand, can be a source of additional motivation when they are available.  If management wants to increase employees’ job satisfaction, they should be concerned with the nature of the work itself—the opportunities it presents employees for gaining status, assuming responsibility, and achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment—policies, procedures, supervision, and working conditions. To ensure a satisfied and productive workforce, managers must pay attention to both sets of job factors. Practice QuestionContribute!Did you have an idea for improving this content? We’d love your input. Improve this pageLearn More Which of the following is a motivational factor according to twoAnswer and Explanation: The correct answer is B. recognition. Recognition is a motivational factor according to Herzberg's two-factor theory. Which of the following is not a motivator according to Herzberg twoMotivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work. Which of the following is a motivational factor according to the husband's twopreventing or reducing dissatisfaction at work is not the same as providing satisfaction. Reason (R) : Under the 'two factor theory'. job satisfaction and dissatisfaction are the two different aspects of work motivation. Which of the following is considered to be a motivator by the motivation hygiene theory?Which of the following is considered to be a motivator by the motivator/hygiene theory? According to the two-factor theory, interpersonal relationships are considered to be motivators. Which of the following is not a motivational factor according to Herzberg's two factor theory?Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work.
What are the motivating factors in Herzberg's two factor theory?This concept puts forward two factors that motivate employees: job satisfaction and job dissatisfaction. While these might seem like opposites, they work together in a cycle. For example, when an employee is unhappy with their job, they may exhibit low performance or consider quitting the company.
Which of the following is not motivational factor?It should be noted that prescribing high repetition practice of a topic is not the factor of motivation. As we know that motivation deals with factors that move or activate the organism.
What is not a motivator according to Herzberg?Hygiene issues, according to Herzberg, cannot motivate employees but can minimize dissatisfaction, if handled properly. In other words, they can only dissatisfy if they are absent or mishandled. Hygiene topics include company policies, supervision, salary, interpersonal relations and working conditions.
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Which of the following is not a motivational factor according to Herzbergs two
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