Herzberg's Theory Of Motivation

Introduction Motivation seeks to bring our the best in other people and that is the basis for effective motivation. Therefore, a motivational leader views people with value and aspires to draw out the optimum level of enthusiasm from team members. Motivational principles seek to develop people in order to reach their fullest potential and thus, when properly applied, motivation will create positive results within an organization. Furthermore, understanding the types and theories of motivation is essential to unleashing the power of motivation within an organization.

Motivation

Motivation is crucial to any organization. Accordingly, many leaders have sought to describe what is motivation. Dr. Bartel (2016) describes motivation as, “The human force that initiates, guides and sustains goal-oriented

Herzberg’s theory shares similar notion of self-actualization. A key difference is in the area of whether or not basic needs of individuals are able to change, as with Maslow’s hierarchy. Herzberg’s theory contends that basic needs are “relatively fixed and immutable” (Adair, 2009, p. 81). In addition, Herzberg’s theory stressed a dichotomy between factors that led to satisfaction and the factors that led to dissatisfaction. Herzberg contends, “Because the factors causing satisfaction are different from those causing dissatisfaction, the two feelings cannot simply be treated as opposites of one another” (“Herzberg’s motivation-hygiene theory,” 2010, par. 3). In this claim, Herzberg argues that dissatisfaction is not the opposite of satisfaction. In addition, there are motivators that lead to satisfaction, and the absence of these motivators does not lead to dissatisfaction; rather, it leads to no satisfaction. Thus, according to Herzberg’s theory, it is essential to pursue motivational factors that lead to satisfaction, while avoiding those factors that lead to