+two-factor theory
@Frederick Herzberg
from Herzberg’s Two-Factor Theory Of Motivation-Hygien
Frederick Herzberg and his colleagues, Mausner and Snyderman, developed the motivation-hygiene theory in their book
Influenced by Maslow’s hierarchy of needs, Herzberg concluded that satisfaction and dissatisfaction could not reliably be measured on the same continuum.
He therefore conducted a series of studies to determine which aspects of work environments cause satisfaction or dissatisfaction.
Herzberg and his team investigated fourteen factors that affect job satisfaction and dissatisfaction, examining each factor’s frequency and duration of impact.
Herzberg interviewed thirteen laborers, clerical workers, foremen, plant engineers, and accountants, asking them to describe situations in which they felt exceptionally good or bad about their jobs.
The Two-Factor Findings
In general, respondents who reported feeling good cited intrinsic job elements (such as the wo...self-actualization.Traditionally, job satisfaction and dissatisfaction were viewed as opposite ends of one spectrum (Robbins & Judge, 2013).
Herzberg maintained that the opposite of satisfaction is not dissatisfaction, but rather no satisfaction.
By placing satisfaction and dissatisfaction on two separate continua, Herzberg’s theory allows that employees might be content with certain parts of their jobs yet unhappy with others.
It also suggests that simply removing “dissatisfiers” does not necessarily create satisfaction, but may only bring temporary relief.
These so-called “satisfiers” (motivators) and “dissatisfiers” (the lack of adequate hygiene factors) are dynamic and can vary greatly by individual circumstances.
Depending on a person’s context, some factors may carry more weight than others.
Ultimately, whether dissatisfiers outweigh satisfiers helps predict how interesting or enjoyable employees find their work and their likelihood of remaining in their current roles.