Using Herzberg's Two Factor Theory in Small Companies

Applying Herzberg Theory in Small Companies
Erika Iquina, Student (University), Philippines
It needs to be studied in order for us to know whether group size affects employees' motivation.
At our organization, I have observed that employees tend to be more productive and more organized when working with a smaller number of employees because everything runs more smoothly and is easier to manage.

Applying Theory of Herzberg in Small Companies
Hafeeza Maxy Self, Student (University), Malaysia
Sure you can use it, but the population is small as small companies have just a few employees.
Therefore it's easier for managers to observe their employees and to detect their tasks.
But their satisfaction will still depend on individual characteristics. Some can cause certain employees to be satisfied with their work.

Motivation in Small Business Management
Edward Ramos, Professor, United States
Small businesses can utilize Herzberg's motivational theory, however it becomes an issue of strategy, which many small businesses don't have. The key is to be small but act big in the way strategy is pragmatically implemented.
What type of management strategy is the business using-if one at all? Many small businesses I have worked for are task oriented and management's power comes from positional power only. Little thought is given towards employee satisfaction, either on the hygiene level (decreasing dissatisfaction) or motivational level (increasing satisfaction).
There are a few companies that embed hygiene factors first- making sure the wage, environment, and benefits are perceived as values, and then incorporate motivational factors like management style, a focus on individual, team, and company strengths, human development and future value- but they are few. In either case, being small but acting big is the key to attending to these factors.

Herzberg in Small Businesses
W Atkinson, Management Consultant, United Kingdom
Often the issue with small companies is that they haven't got the hygiene factors in place because everyone thinks the motivators are more important.
One company didn't have a desk for an employee 3 months after they joined. Also they had not allowed them to carry out a numerous parts of the role for which they were qualified.
No amount of motivators would bring that situation around and they left shortly afterwards.
Whilst the motivators can keep people delivering results the foundation of their engagement with the business will be on very shaky ground and they are likely to leave when the opportunity arises.