Frederick Herzberg Two-Factor Theory

Building on the work of maslow, psychologist Frederick Hezberg interviewed accountants and engineers working in the pittsburgh vicinity. He asked them to relate situations in which they felt particularly good about their jobs. Analysis of the interview data revealed a distinct pattern. Factors that seemed to make individuals feel satisfied with their jobs were associated with the content of the job. These factors were then lebeled motivators. On the other hand, factors that seemed to make individuals feel dissatisfied were associated with the job context. These were lebeled hygiene factors.

            Herzberg’s two-factor theory argues that hygiene factors are necessary to keep workers from feeling dissatisfied, but only motivators can lead worker to feel satisfied and motivated. The implications for manager are clear; Provide hygiene factors to reduce sources of worker dissatisfaction, and be sure to include motivators because they are the only factor that can motivate workers and lead ultimately to job satisfaction. The two-factor theory has been criticized mainly on the ground that researcher have been unable to obtain the same pattern of hygiene factors and motivators when they use other types of study method. Nevertheless, the theory is significant because it has helped focus managerial attention on the critical need to provide motivators and in doing so, has enhanced our understanding of motivation in the workplace.