HCM 433 MANGEMENT AND ORGANIZATIONAL BEHAVIOUR.pdf

The first group of factors (the dissatisfiers) will not motivate people in an organization; yet
they must be present, or dissatisfaction will arise. The second group or the job content factors,
Herzberg found to be real motivators because they have the potential of yielding a sense of
satisfaction. Clearly this theory suggests that managers should follow a two-step approach to
enhancing motivation. First they must ensure that hygiene factors-working conditions, clearly
stated policies- are acceptable. This practice will result in an absence of dissatisfaction. Then they
must offer motivation factors- recognition, added responsibility- as means of improving
satisfaction and motivation.
Research suggests that although two factor theory works in some professional settings, it is not as
effective in clerical and manufacturing settings (Herberg’s research was limited to professional –
accountants and engineers only). In addition, one person’s hygience factors may be another
person’s motivation factor. For example, if money represents nothing more than pay for timed
worked, it may be a hygiene factor for one person. For another person, however, money may be a
motivation factor because it represents recognition and achievement.
Percentages frequency
LOW
HIGH
40 30 20 10 0 10 20 30 40
Achievement
Recognition
Work itself
Responsibility
Advancement
Company polios Administration
Supervision
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