Frederick Herzberg's Motivator-Hygience Theory Essay

Frederick Herzberg's Motivator-Hygience Theory Essay

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Frederick Herzberg is renowned for the development of his Motivator-Hygiene theory. His theory stands on the ground that employees need to get satisfied with their job and avoid job dissatisfaction. For this purpose Herzberg recommends focusing on hygiene factors to avoid job dissatisfaction and focus on motivation factors to stimulate job satisfaction. In such a way, employees achieve job satisfaction and positive performance.

2010
Introduction
Traditionally, the effectiveness of employees’ performance was one of the primary concerns of managers and theorists who researched issues related to management and who developed management theories. Views on the effectiveness of employees’ performance and its improvement vary consistently. The variety of theories has been developed to stimulate the improvement of effectiveness and productivity of employees through the implementation of new methods offered by different theorists. In this respect, job satisfaction has proved to be one of the key factors that determine the effectiveness of employees’ performance. At the same time, many researchers failed to understand the full scope of factors influencing job satisfaction. In such a context, researches and the Motivator-Hygiene theory developed by Frederick Herzberg are particularly noteworthy. In fact, F. Herzberg develops the idea that there are two groups of factors influencing the job satisfaction and, therefore, effectiveness of work of employees: on the one hand, there are motivator factors, which motivate employees and lead to their job satisfaction, whereas, on the other hand, there are hygiene factors that prevent job dissatisfaction but both groups of factors are essential to maintain positive performance of employees because,...


... middle of paper ...


... job satisfaction. Key hygiene factors are supervision, work conditions, salary, security, and others. Key motivator factors are job itself, advancement, achievement, recognition and responsibility. All the factors are important and both hygiene and motivator factors should be present to keep employees satisfied with their job.

References:
Chyung, S.Y. (2007). Foundations of Instructional and Performance Technology. Massachusetts: HRD press.
Feder, B.J. (2000). “F.I. Herzberg, 76, Professor And Management Consultant”, New York Times, Feb 1, 2000.
Herzberg, F.I. (1987). “One more time: How do you motivate employees?”, Harvard Business Review, Sep/Oct87, Vol. 65 Issue 5, p109-120
Herzberg, F. (1959). The Motivation to Work, New York: John Wiley and Sons.
Herzberg, F.(1976). The Managerial Choice: To be efficient and to be human. Homewood, Ill: Dow Jones-Irwi

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