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MOTIVATION HYGIENE THEORY
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If a job cannot be designed to use an employee's full abilities, then the firm should consider automating the task or replacing the employee with one who has a lower level of skill. If a person cannot be fully utilized, then there will be a motivation problem.“
Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility
Herzberg's Conclusions
The job should have sufficient
challenge to utilize the
full ability of the employee
Motivation – Hygiene Theory
Motivators
Also known as Job Satisfiers
Motivators lead to job satisfaction and higher levels of motivation.
These factors are neutral if they are not activated.
Hygiene Factors
Job Dissatisfiers
Hygiene Factors are the factors that help prevent dissatisfaction.
They do not lead to higher levels of motivation but dissatisfaction exists without them.
The Theory
Herzberg interviewed employees
They were asked as to what pleased and displeased them about work.
He concluded that:
“the factors which motivate people at work are different to and not simply the opposite of the factors which cause dissatisfaction
”These results led to two categories
Job Satisfiers
Job Dissatisfiers
The Theory today
Diagrammatic
Representation
The theory is being used in Web based design
They have used to the two-dimension system to allow web users to rate the things that create satisfaction and dissatisfaction
The theory was also used to help identify the satisfiers and dissatisfiers for e-learning programs in order to optimize the learning experience.
Pros and Cons of the Theory
Pros:
It recognizes that true motivation comes from within a person and not from carrot and stick incentive.
Cons:
Critics 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.
Job satisfaction does not necessarily imply a
high level of motivation or productivity.
Future of the Theory
Introduction
Frederick Herzberg, performed studies
to determine the factors that caused
satisfaction and dissatisfaction for
employees.
He published his findings in his book,
The motivation to work, in 1959.
THANK YOU
The theory lacks in the understanding of the inter-relations between some of the motivators and demotivators