Review the Hygiene and Motivators in Two Factore Theory of Mativation

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Herzberg's Ii-Gene Theory of Motivation

In 1959, Frederick Herzberg, a behavioural scientist proposed a ii-gene theory or the motivator-hygiene theory. Co-ordinate to Herzberg, there are some job factors that result in satisfaction while there are other chore factors that prevent dissatisfaction. According to Herzberg, the opposite of "Satisfaction" is "No satisfaction" and the opposite of "Dissatisfaction" is "No Dissatisfaction".

Figure: Herzberg's view of satisfaction and dissatisfaction

Herzberg classified these task factors into ii categories-

1. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These practise not atomic number 82 to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction. In other words, hygiene factors are those factors which when adequate/reasonable in a job, pacify the employees and do not brand them dissatisfied. These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. These factors depict the job surround/scenario. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled. Hygiene factors include:

   Pay - The pay or bacon construction should exist appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain. Visitor Policies and authoritative policies - The visitor policies should non be as well rigid. They should be fair and clear. It should include flexible working hours, apparel lawmaking, breaks, vacation, etc. Fringe benefits - The employees should be offered health care plans (mediclaim), benefits for the family members, employee help programmes, etc. Physical Working conditions - The working conditions should be safe, make clean and hygienic. The work equipments should exist updated and well-maintained. Status - The employees' status within the organization should be familiar and retained. Interpersonal relations - The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should exist no disharmonize or humiliation chemical element present. Job Security - The organisation must provide chore security to the employees.

2. Motivational factors- According to Herzberg, the hygiene factors cannot exist regarded every bit motivators. The motivational factors yield positive satisfaction. These factors are inherent to piece of work. These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the chore. Employees discover these factors intrinsically rewarding. The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational factors include:
   • Recognition - The employees should be praised and recognized for their accomplishments by the managers.
   • Sense of accomplishment - The employees must have a sense of achievement. This depends on the job. There must exist a fruit of some sort in the job.
   • Growth and promotional opportunities - In that location must be growth and advancement opportunities in an organization to motivate the employees to perform well.
   • Responsibility - The employees must concur themselves responsible for the piece of work. The managers should requite them ownership of the work. They should minimize command only retain accountability.
   • Meaningfulness of the work - The piece of work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.

Limitations of Ii-Cistron Theory

The two factor theory is not costless from limitations:

1. The two-gene theory overlooks situational variables.
2. Herzberg assumed a correlation between satisfaction and productivity. Just the research conducted by Herzberg stressed upon satisfaction and ignored productivity.
3. The theory's reliability is uncertain. Assay has to exist made by the raters. The raters may spoil the findings by analyzing same response in different manner.
4. No comprehensive measure of satisfaction was used. An employee may discover his job acceptable despite the fact that he may hate/object office of his job.
5. The 2 factor theory is not gratuitous from bias equally it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work. They will arraign dissatisfaction on the external factors such as salary structure, company policies and peer human relationship. Also, the employees volition give credit to themselves for the satisfaction factor at work.
6. The theory ignores blue-collar workers. Despite these limitations, Herzberg'due south 2-Gene theory is acceptable broadly.

Implications of Two-Factor Theory

The 2-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Also, the managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and meliorate. This theory emphasize upon task-enrichment then as to motivate the employees. The job must utilize the employee's skills and competencies to the maximum. Focusing on the motivational factors tin can meliorate work-quality.

Authorship/Referencing - Well-nigh the Author(due south)

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