This paper discusses the Herzberg theories of motivation also known as the two factor theory, or motivator-hygiene theory. Intending to discuss how the theory was developed, how reliable it is in the work place today, and if it plays a role in the motivation of people in the workforce. Introduction
Frederick Herzberg developed his theory after Maslow’s theory of a need hierarchy. It seems parallel to Maslow’s in that Herzberg’s states that individuals strive to attain higher psychological needs. Individuals seek recognition, responsibility, and the nature of the work itself rather than take a safer more comfortable job that does nothing for their psyche. There is a difference in Maslow and Herzberg’s theories with that being that in Herzberg’s theory the motivator and the hygiene do not both need to be present for a person to be satisfied in their job (Garner, 1977). The Herzberg theory is in two parts, the first part being the factors that contribute to job satisfaction and rarely to job dissatisfaction also called motivators. The second set of factors being hygiene’s which contribute to job dissatisfaction more frequently than to job satisfaction. Hygiene factors that lead to dissatisfaction are company policy, supervisors, work conditions, salary, relationship with boss, and relationship with co-workers. The factors that lead to dissatisfaction are all external factors and have nothing to do with the job itself. Motivating factors that lead to satisfaction are achievement, responsibility, growth, recognition, work itself, and advancement. These motivating factors all come from within a human being and are internal factors (Personnel Psychology, 1973). Herzberg’s two factor theory could also resemble intrinsic and extrinsic motivation. It would show intrinsic (motivators) factors that cause a person to be satisfied with their job and it shows extrinsic (hygiene) factors that cause a person to work...