Two Factor Theory
(Herzberg)

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Motivation Factors, Hygiene Factors. Explanation of Two Factor Theory and KITA of Frederick Herzberg.

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Two Factor Theory?

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Two Factor Theory DiagramAccording to the Two Factor Theory of Frederick Herzberg people are influenced by two factors. Satisfaction and psychological growth are a result factor of motivation factors. Dissatisfaction was a result of hygiene factors. Herzberg developed this motivation theory during his investigation of 200 accountants and engineers in the USA.


The two Factors in the Theory

  • Hygiene factors are needed to ensure that an employee does not become dissatisfied. They do not cause higher levels of motivation, but without them there is dissatisfaction.
  • Motivation factors are needed in order to motivate an employee into higher performance. These factors result from internal generators in employees.

Typical Hygiene Factors

  • Working conditions

  • Quality of supervision

  • Salary

  • Status

  • Safety

  • Company

  • Job

  • Company policies and administration

  • Interpersonal relations

Typical Motivation Factors

  • Achievement

  • Recognition for achievement

  • Responsibility for task

  • Interesting job

  • Advancement to higher level tasks

  • Growth

Combining the hygiene and motivation factors results in four scenarios

  • High Hygiene + High Motivation: The ideal situation where employees are highly motivated and have few complaints.

  • High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. The job is perceived as a paycheck.

  • Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging. However the salaries and work conditions are not OK.

  • Low Hygiene + Low Motivation: The worst situation. Employees are not motivated and have lots of complaints.

Herzberg suggests that often work can be arranged and should be arranged in the following ways:

  • job enlargement
  • job rotation, and/or
  • job enrichment.

Besides The Two Factor Theory, Frederick Herzberg is also known for his acronym KITA, which has been politely translated as a Kick In The Pants! Herzberg said that KITA does not produce motivation. But only movement.




Two Factor Theory Forum (26 topics) Help
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  Workspace Design for Interaction
Many innovative organizations of today have faith that more open spaces triggers personal interactions, performance, creativity and innovation and are building their workspaces according to this believe. However, they often do not have the evidence t...
     
 

Privacy at Work

When it comes to office spaces, organizations are always trying to find a balance between on the one hand public and on the other hand private workspace in order to encourage collaboration. However, public spaces are often criticized as it ass...
     
 

PROs and CONs of Employee Of the Month Programs

A common recommended and used form to increase employees’ motivation and performance is Employee-Of-the-Month (EOM). Such a strategy would boost morale through employee rewards and giving credits to excellent employees.
 
   
 

Is Lack of Of Challenge a Hygiene Factor?

What challenges an employee at any phase in his life is the motivator.
Sometimes, earning more money is seen as a challenge by an employee, depending on his experience and urge to cross a social strata or a barrier.
Sometimes money just wor...
     
 

Using Herzberg's Two Factor Theory in Small Companies

How can you apply Herzberg 2 factor theory in a small company (5-10 employees)?
Any experiences? Does anyone know of a simple set of tools?...
     
 

Scope of Herzberg's Two Factor Theory

This theory need not be confined to any type of business situation. It can be used for interaction between any two individuals to understand how individuals are motivated whenever they interact...
The factors established by this theory are univ...
     
 

How to Keep a Workforce Motivated at Crossroads

Many enterprises transform their structures merging several organisational cultures in cycles.
How can the staff remain motivated when changes are made in the organisations values, collectiveness, consistency etc... In the adage of old wine and...
     
 

Avoid Under and over Motivation

Under motivated as well as over motivated workers both have negative effects in productivity. A balance has to be developed in order for workers to act normally, never discouraged nor disgusted and extremely anxious and expectant of rewards or...
     
 

Money Remains the Primary Motivating Factor!

Never forget: money remains the primary motivating factor of employees....
Here in Uganda, the oldest national university Makerere has been closed due to striking lecturers over poor pay. They don't complain about harassment or poor working envi...
     
 

Strong Motivational Factors Can Overcome Demotivating Factors

Deeply felt internal motivational factors can overcome demotivating factors.
Such positive internal motivational factors could be a strong belief of cause or a smart direction of the organization....
     
 

Motivation Engenders Commitment

Adequately motivated staff are usually more committed to perform optimally.
More often than not, they are happy on their beats which could be due to their being satisfied with the welfare, training and perquisites they are enjoying from their em...
     
 

Additional Hygiene Factors

Though the theory covers many of the reasons, I believe others factors like management style, organization culture, office politics, training standards also should come under the hygiene factor.
Without the proper management of these fact...
     
 

Two Factor Theory 2.0

2 Factor Theory may be applied in any type of organizations and in all levels. But, again there are other elements in the work environment which may effect the motivation of employees and the organization results.
Since knowledge, such as...
     
 

Two Factor Theory Still Holds Today?

I think Herzberg's theory fits hundred percent perfect for present day organizations. Human minds need motivations so often... In the mean time hygiene factors also play a vital part in job satisfaction....
     
 

Application of Two Factor Theory in Non-Governmental Organizations

Is the model applicable in non-government organizations where officers are not receiving remunerations in whatever kind where the pressing concern is how to drive them to perform to their best level?...
     
 

Stress inTwo Factor Theory

Where should we position STRESS in this 2 Factor Theory? Please explain... Thank you......
     
 

Education Motivation

Where does educational motivation fit in?...
     
 

Hygiene and Motivation: Hand and Glove

It may seem not very practical to apply this theory in some parts of the world, like the third world. Going through Herzberg's theory in detail I have just realised it's the best work situation that bears fruit for both employee and employer. I would...
     
 

What are (the Main) Causes of Attrition?

The theory is pretty good, but I am of the view that the underlying reason for a big percentage of people who move on is the boss. Most of the time when an employee leaves his job it's due to the treatment he or she receives from the boss. Treatment ...
     
 

Missing Social Environment Issues

I think that the theory is great, but it does ignore the fact that even with great structure of Motivators and Hygiene factors a company might suffer from social environment issues, such as fairness in setting job tasks, etc.....
     
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Expert Tips - Two Factor Theory Premium
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Drivers and Levers of Employees

Improving Employee Motivation
 
 

Examples of Two Factor Model

Teaching Two Factor Theory
 
 

Satisfaction and Dissatisfaction According to Herzberg

Important Note
 
 

Promotion-focused versus Prevention-focused Employees

Employee Motivation
 
 

Alternate Classifications of Human Needs (Employees, Consumers)

Motivation, Marketing, Human Needs
 
 

Differences in Organizational Commitment Between Paid Workers and Volunteers

Organizational Commitment, Employee Motivation, Non-profit Organizations
 
 

Why Employees Stay: Contextual Factors Influencing Job Embeddedness

Employee Retention, Attrition, Organizational Commitment, Employee Satisfaction
 
 

Family-Work Conflicts (FWC) and Daily Job Performance

Family-work conflicts, Coaching, Mentoring, Job Performance
 

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Employee Motivation

Overview of Content and Process Motivation Theories

Motivation, Needs, Incentives, Goal Setting, Behavior

Social-Exchange Theory and Organizational Support Theory and their Role in Employee Motivation

Initial Understanding of Perceived Organizational Support

Mindfulness and Wellbeing at Work

Wellbeing, Well-being, Mindfulness, Motivation, Employee Commitment Time Management, Coaching

External and Internal Motivation

Motivation

First Introduction to Employee Engagement and Employee Commitment

Initial Understanding of Employee Engagement and Commitment, Start of Training/Workshop

Reasons and Secrets of Employee Retention

Employee Retention, Attrition

Intrinsic Motivation versus Extrinsic Motivation

Initial Understanding of Motivation Types and Consequences

The Employee Commitment Pyramid

Employee Commitment, Employee Motivation

Two Factors Rocket Diagram

Employee Motivation

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Performance Management, Work-Life Balance, HR, Programs

Two Factor Theory Diagram

Employee Satisfaction / Frustration

How to Motivate your Employees: Personal Currency

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Compare with: Maslow Hierarchy of Needs  |  Hawthorne Effect  |  Customer Satisfaction model Kano  |  Theory X Theory Y  |  Competing Values FrameworkExpectancy Theory  |  ERG Theory  |  Cultural Dimensions  |   Leadership Continuum  |  Theory of Needs  |  Managerial Grid


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