Herzberg’s two factor theory

Theory of motivation

1. ZANZIBAR INSTITUTE OF FINANCIAL ADMINISTRATION (ZIFA) GROUP NO. 1 & 2 PRESENTATION TOPIC : HERZBERG’S TWO FACTOR THEORY

2. 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.

3. 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

4. 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).

5. 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.

6. 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.

7. 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

8. 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.

9. Determinants of Job Satisfaction are Motivator Factors: Work itself, responsibility Recognition Achievement Advancement Personal Growth Promotion

10. 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

11. 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 .

12. Herzberg’s two-factor theory

13. 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.