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Herzberg Motivation Theory
Frederick Herzberg, a clinical psychologist by profession, is considered as one of the significant original thinkers in management and motivational theory. Frederick did his undergraduate work at the City College of New York and obtained his graduate degrees at the University of Pittsburgh. |
As the Professor of Management at Case Western Reserve University, he established the Department of Industrial Mental Health. Later, he also taught management at the University of Utah's College of Business.
In order to through light on aspects of motivation and employee outlook, Herzberg conducted detailed research on factors that cause satisfaction and dissatisfaction to employees in any work environment. His effort was published in the form of a book entitled, ‘The Motivation to Work’ in 1959. He coined his findings as the Motivation- Hygiene Theory. The theory projected that there are two different factors that work simultaneously in any job setting. There are aspects that provide satisfaction to employees, which he called ‘motivators’ and there are separate set of factors that can cause dissatisfaction, which were named as ‘hygiene factors’. The word hygiene was used so as to highlight that these factors need maintenance to reduce the level of dissatisfaction.
The Motivation-Hygiene Theory listed six factors each, as reasons for satisfaction and dissatisfaction. It was also stressed upon that these factors were not complementary to each other. The six factors that led to positive effects on the attitude of employees were achievement, recognition, work, responsibility, advancement and growth. On the other hand, factors that result in dissatisfaction include company policy, supervision, relationship with boss, relationship with peers, salary and work conditions. These factors were also called KITA factors. Elaborating on his theory further, Herzberg stated that every human being has two distinct psychological needs; one requires finances to execute the basic requirements of life and the other reflects one’s inner self with the desire of realizing goals and call for growth.
Herzberg argued that not only does one need to take care of the hygiene factors to eliminate dissatisfaction but job enrichment also needs to be provided through intrinsic motivation. For this the job needs to be challenging and each person should be assigned a job in accordance with his or her potential level. If an employee is not utilized to the optimum capability, disinterest is bound to creep into the psyche. It was established that the real motivation comes from one’s inner self and not from the KITA factors.
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