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Herzberg's theory concentrates on the importance of internal job factors as motivating forces for employees. He designed it to increase job enrichment for employees. Herzberg wanted to create the opportunity for employees to take part in planning, performing, and evaluating their work. He suggested to do this by: [4] [5] [10]
An alternative motivation theory to Maslow's hierarchy of needs is the motivator-hygiene (Herzberg's) theory. While Maslow's hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate from factors leading to poor job satisfaction and employee turnover.
Frederick Irving Herzberg (April 18, 1923 – January 19, 2000 [1]) was an American psychologist who became one of the most influential names in business management. [ 2 ] [ 3 ] He is most famous for introducing job enrichment and the Motivator-Hygiene theory .
The employees who cannot join may even feel jealous towards participants. Poor performance: As a result of lack of preparation and heavier workload, some employees may not perform as efficient as prior to job enrichment. These employees may actually work better in a non job-enriching environment. By not doing as well as desired, they may feel ...
Shortly after Herzberg's Two-factor theory, Hackman and Oldham contributed their own, more refined, job-based theory; Job characteristic theory (JCT). JCT attempts to define the association between core job dimensions, the critical psychological states that occur as a result of these dimensions, the personal and work outcomes, and growth-need ...
Frederick Herzberg's motivator-hygiene theory, first published in 1959, argues that an employee's job satisfaction or dissatisfaction is influenced by two distinct sets of factors and also that satisfaction and dissatisfaction were not at opposite ends of the same continuum but instead needed to be measured separately. The two sets of factors ...
Herzberg's Two-Factor Theory also analyzes motivation in terms of lower and higher needs. Herzberg applies it specifically to the workplace and distinguishes between lower-lever hygiene factors and higher-level motivators. Hygiene factors are associated with the work environment and conditions.
Once basic needs are met, individuals are motivated by higher-level needs, such as belongingness and esteem. In the context of OCB, employees who feel a sense of belonging and recognition are more likely to engage in discretionary behaviors that benefit the organization. [7] Another relevant theory is Frederick Herzberg's Two-Factor Theory. [8]