Herzberg - factors do not necessarily increase...

Info iconThis preview shows page 1. Sign up to view the full content.

View Full Document Right Arrow Icon
Herzberg's two-factor theory Frederick Herzberg offers another framework for understanding the motivational implications of work  environments. In his  two-factor theory,  Herzberg identifies two sets of factors that impact motivation in the  workplace:  Hygiene factors  include salary, job security, working conditions, organizational  policies, and technical quality of supervision. Although these factors do not motivate  employees, they can cause dissatisfaction if they are missing. Something as simple as  adding music to the office place or implementing a no-smoking policy can make people less  dissatisfied with these aspects of their work. However, these improvements in hygiene 
Background image of page 1
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: factors do not necessarily increase satisfaction. Satisfiers or motivators include such things as responsibility, achievement, growth opportunities, and feelings of recognition, and are the key to job satisfaction and motivation. For example, managers can find out what people really do in their jobs and make improvements, thus increasing job satisfaction and performance. Following Herzberg's two-factor theory, managers need to ensure that hygiene factors are adequate and then build satisfiers into jobs....
View Full Document

Ask a homework question - tutors are online