11.
Explanation
Motivation is a psychological concept that refers to the internal or external factors that drive individuals to take certain actions, pursue specific goals, or behave in a particular way. Motivation is the force that energizes and directs behaviour, influencing the choices people make and their level of effort and persistence in pursuing those choices.
Herzberg’s Two-Factor Theory of Motivation, also known as the Hygiene-Motivation or Dual-Factor Theory, was proposed by Frederick Herzberg in the 1950s. This theory suggests that there are two distinct sets of factors that influence job satisfaction and dissatisfaction, and they are not merely opposites of each other:
1. Hygiene Factors (Maintenance Factors):
- These factors are also known as dissatisfiers or preventers of dissatisfaction.
- Hygiene factors are related to the work environment and conditions rather than the nature of the work itself.
- When these factors are lacking or inadequate, they can lead to job dissatisfaction, but improving them does not necessarily increase job satisfaction. Instead, it prevents dissatisfaction.
- Examples of hygiene factors include salary, working conditions, company policies, supervision, interpersonal relations, and job security.
- The absence of hygiene factors can lead to unhappiness and dissatisfaction, but their presence only results in neutrality; it does not motivate individuals to perform at their best.
2. Motivators (Satisfaction Factors):
- Motivators are factors that are directly related to the job itself and the content of the work.
- These factors are also called satisfiers or true motivators.
- When present and enhanced, motivators can lead to job satisfaction and motivation.
- Key motivators include achievement, recognition, responsibility, opportunities for advancement, the work itself, and personal growth
- According to Herzberg, individuals are motivated by the nature of the work, the sense of achievement, and the opportunities for advancement and personal development.
Herzberg’s theory is often illustrated through what he called the “Two-Factor Continuum” or the “Dual-Continuum Model,” where job satisfaction and dissatisfaction are not considered as opposite ends of the same scale. Instead, they are separate and independent factors.
Implications of Herzberg’s Two-Factor Theory:
- To prevent job dissatisfaction, organizations must focus on improving hygiene factors, ensuring that employees have adequate pay, job security, and good working conditions.
- To motivate employees and increase job satisfaction, organizations should concentrate on enhancing motivators such as providing opportunities for achievement, recognition, and personal growth through the job.
Conclusion: Herzberg’s theory has had a significant influence on management and human resources practices, emphasizing the importance of not only addressing the basics to prevent dissatisfaction but also enhancing intrinsic factors to foster job satisfaction and motivation among employees.