Two Factor Theory

What is Hertzberg's two-factor theory

This is also known as Hertzberg's hygiene theory or simply hygiene theory

Well, the theory posits that job satisfaction and job dissatisfaction are not exact opposites

that they coexist to some extent, and that there are specific factors of a job that serve the function of creating satisfaction

dissatisfaction, thereby motivating the employee, or factors that create job dissatisfactions and thereby demotivate the employee. Now, these are not the same factors, and even if the same

factors cross over, they have a different function in that motivating or providing a level of job

satisfaction is quite different from creating a level of dissatisfaction. So, with that being said

Here's an image of two arrows showing motivators, which are job satisfaction factors, and hygiene

factors, which are dissatisfaction factors. The arrows pointing up and down indicate whether they create or whether they take away

And within those, it identifies several common types of motivators and hygiene factors

But let's jump into each of these individually. First, hygiene factors. These are those that demotivate or take away from job satisfaction, create dissatisfaction

And Hertzberg said that these are part of the job context. That is they are more related to the environment in which the job is performed rather than what is actually done in the job itself or the nature of the job itself It basically the surroundings It whether it a team environment the type of manager the policies or rules applicable

to carrying out the work, whether it's a dangerous environment, that type of thing

the context around which the work is done. Now the job satisfaction factors are

known as motivators and these are intrinsic to the job. That is they go to

exactly what the job is doing and what it hopes to achieve. These include things like personal

recognition for the individual, that is, filling their personal needs, a feeling of achievement

whether the work itself is engaging and motivating, whether the work feels meaningful or the

responsibilities given to the individual is meaningful, whether they take part in the

planning process and feel a sense of ownership. All of these relate to the individual and how the

job is carried out and what that means for the individual rather than the context surrounding

the activities that make up the job. So with that being said, Hertzberg's theory can be summarized

in two phases. One, job satisfaction and dissatisfaction are completely independent and that there are factors that can create satisfaction and a completely different set of factors that create dissatisfaction

From research, we know that job satisfaction factors, the motivators, tend to create a higher degree of motivation

and thus higher levels of performance within organizations. Thus, it's important for managers or those studying organizational behavior to recognize what are motivating factors for individuals

and what other factors are present, what hygiene factors are present that can create a level of job dissatisfaction