ZANZIBAR INSTITUTE OF FINANCIAL

ADMINISTRATION (ZIFA)

GROUP NO. 1 & 2 PRESENTATION

TOPIC: HERZBERG’S TWO FACTOR THEORY

INTRODUCTION

Motivation is one of the most important factors in

affecting human behaviour and performance. The

level of motivation an individual or team exerted in

their work task can affect all aspects of organizational

performance. As mentioned by Project Management

Institute (2008), the overall success of the

organizational project depends on the project team’s

commitment which is directly related to their level of

motivation.

MAJOR THEORIES OF

MOTIVATION

I. Need Approaches:

- Maslow’s Hierarchy of Needs

- Alderfer’s ERG Theory

- Herzberg’s Two Factor Theory

- McClelland’s Learned Needs Theory

II. Cognitive Approaches:

- Expectancy Theory

- Equity Theory/ Social Comparison

- Goal Setting Theory

HERZBERG’S TWO-FACTOR THEORY

Frederick Herzberg’s well known Two-Factor

Theory was designed in year 1959. Based on two

hundred engineers and accountant feedback

collected in the USA regarding their personal

feelings towards their working environments.

Herzberg defined two sets of factors in deciding

employees working attitudes and level of

performance, named Motivation & Hygiene

Factors (Robbins, 2009).

The theory was based around interviews with

203 American accountants & engineers in

Pittsburgh, chosen because of their professions'

growing importance in the business world by

Herzberg.

The subjects were asked to relate times when

they felt exceptionally good or bad about their

present job or any previous job, and to provide

reasons, and a description of the sequence of

events giving rise to that positive or negative

feeling.

ABOUT TWO FACTOR THEORY

Two Factor Theory states that

there are certain factors in the

workplace that cause job

satisfaction, while a separate set

of factors cause dissatisfaction.

HERZBERG’S THEORY RESTS ON 2

ASSUMPTIONS

1.) Being satisfied with one’s job is equivalent to being

motivated; “a satisfied worker is a motivated worker”

2.) Job satisfaction and dissatisfaction are separate

concepts with unique determinants based on work

with accountants and engineers

Satisfaction which is mostly affected by the

"motivator factors". Motivation factors help increase

the satisfaction but aren't that affective on

dissatisfaction.

Dissatisfaction is the results of the "hygiene

factors". These factors, if absent or inadequate,

cause dissatisfaction, but their presence has little

effect on long-term satisfaction.

DETERMINANTS OF JOB SATISFACTION

ARE MOTIVATOR FACTORS:

Work itself, responsibility

Recognition

Achievement

Advancement

Personal Growth

Promotion

DETERMINANTS OF JOB

DISSATISFACTION ARE HYGIENE

FACTORS:

Pay Benefits

Working conditions

Job Security

Quality of supervision

Company policy

Relationships with co-workers

-Relationship with Boss

-Relationship with Peers

THEORY DISTINGUISHES BETWEEN

Motivators (e.g. challenging work, recognition,

responsibility) which give positive satisfaction, arising

from intrinsic conditions of the job itself, such as

recognition, achievement, or personal growth, and

Hygiene factors (e.g. status, job security, salary and

fringe benefits) which do not give positive satisfaction,

although dissatisfaction results from their absence. These

are extrinsic to the work itself, and include aspects such

as company policies, supervisory practices, or

wages/salary .

Herzberg’s two-factor theory

CONCLUSION

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. Furthermore,

job satisfaction does not necessarily imply a high

level of motivation or productivity.

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.