Frederick Herzberg's "Motivation and Hygiene Factors"
.
PLEASE NOTE: The following information was used with permission from http://www.businessballs.com/herzberg.htm !
.
.
Frederick Herzberg's book 'The Motivation to Work', written with research colleagues B Mausner and B Snyderman in 1959, first established his theories about motivation in the workplace. Herzberg's work, originally on 200 Pittsburgh engineers and accountants, has become one of the most replicated studies in the field of workplace psychology.
.
Herzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been (and still now by the unenlightened) believed.
.
He showed that certain factors truly motivate ('motivators'), whereas others tended to lead to dissatisfaction ('hygiene factors').
.
According to Herzberg, Man has two sets of needs; one as an animal to avoid pain, and two as a human being to grow psychologically.
.
He illustrated this also through Biblical example: Adam after his expulsion from Eden having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham, capable and achieving great things through self-development - the 'motivational' needs.
.
Herzberg's research proved that people will strive to achieve hygiene needs because they they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is temporary. Examples of hygiene needs in the workplace are policy, relationship with supervisor, work conditions, salary, company car, status, security, relationship with subordinates, personal life.
.
True motivators were found to be other completely different factors: achievement, recognition, work itself, responsibility, advancement, and personal growth.
.
People commonly argue that money is a primary motivator. It's not. Surveys repeatedly show that other factors motivate more. For example, a survey by Development Dimensions International published in the UK Times newspaper in 2004 interviewed 1,000 staff from companies employing more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs and no opportunity for advancement - classic Herzberg motivators - 43% left for better promotion chances, 28% for more challenging work; 23% for a more exciting place to work; and 21% and more varied work.
.
.
To learn about Victor Vroom's Expectancy Theory Click Here OR Click Here To go back to the home page!
