Frederick Herzberg’s Two-Factor Theory
He has developed a model in 1959 with the name Herzberg's theory of
motivation, also known as the two-factor theory,
Herzberg’s research conducted on 200 engineers and accountants He
interviewed them to understand what situations made them feel very happy or
very unhappy about their jobs .
proposes that job satisfaction and
dissatisfaction are driven by two independent
sets of factors.
Hygiene factors are external to the job and can cause dissatisfaction if they
are absent or poor, but their presence alone does not lead to satisfaction.
Motivator factors are internal to the job and are what truly drive job
satisfaction and motivate employees.
Hygiene Factors
1. Company Policies
• Rules and policies should be fair and clear.
👉 Example:
If the company has confusing leave rules, employees get frustrated.
Clear policies reduce complaints.
2. Supervision
Supervision means guiding, directing, and supporting employees while they do their work.
It includes:
👉 Giving instructions
• Checking progress
• Helping solve problems
• Providing feedback
• Ensuring employees work correctly and safely
3. Working Conditions
• Clean, safe, and comfortable workplace.
👉 Example:
A factory has poor lighting, no fans, and dirty washrooms → workers are unhappy.
Improving these conditions removes dissatisfaction, but does not create motivation
4. Job Security
• Employees must feel safe about keeping their job.
👉 Example:
A company often lays off workers. Employees feel insecure and stressed.
If the company assures job security, employees feel stable (but still not highly motivated).
5. Interpersonal
Interpersonal means between people.
It refers to how people communicate, interact, and maintain relationships with each other.
In simple words:
👉 Interpersonal = how we talk, behave, and connect with others
6. Salary
• If the salary is too low → employee becomes unhappy.
• If salary is good → employee is not unhappy, but still not fully motivated.
👉Example:
Ravi gets a low salary compared to others. He feels upset and wants to leave the job.
When the company increases his salary, he stops complaining, but still works normally (not extra
motivated)
7. Relationship with Boss
• Employees want respect and support.
👉 Example:
A rude boss makes employees upset and stressed.
A polite boss removes this dissatisfaction.
8. Relationship with Co-workers
• Good teamwork and cooperation.
Example:
If colleagues fight often, the working environment becomes negative.
Friendly co-workers reduce dissatisfaction.
9. Work-Life Balance
• Proper working hours and leave.
👉 Example:
If employees are forced to work overtime every day, they feel unhappy.
Normal working hours remove dissatisfaction.
Motivational Factors (Satisfiers)
Motivation factors are elements in a job that create real
satisfaction, make employees feel happy, and encourage
them to work better.
These factors are internal and related to the nature of the work itself.
👉 When motivation factors are present → employees feel motivated and satisfied
👉 If missing → employees may not feel motivated, but they won’t be unhappy like with hygiene
factors.
1. Achievement
Employees feel motivated when they complete tasks successfully.
👉 Example:
A worker finishes an important project and feels proud of their success.
2. Recognition
Appreciation for good work increases motivation.
👉 Example:
The manager praises Riya in front of the team for her excellent performance.
3. Responsibility
Giving employees more control, ownership, or charge of tasks motivates them.
👉 Example:
A supervisor allows an employee to make decisions independently.
The employee feels trusted and works harder.
4. Advancement / Promotion
Opportunity to grow in position or career motivates employees.
👉 Example:
An employee gets promoted to team leader.
They work with more enthusiasm.
[Link] Itself (Motivator)
Work Itself refers to the nature of the job, meaning how interesting, meaningful, and enjoyable
the actual work tasks are.
In Herzberg’s Theory, Work Itself is a Motivation Factor because:
👉Example:
A teacher designs their own lesson plans and teaching methods.
This autonomy makes the work fulfilling.
👉 Work Itself = The job is interesting, meaningful, and uses your skills.
When the job itself is enjoyable, employees feel naturally motivated
6. Personal Growth and Learning
Chances to learn new skills or develop professionally increase motivation.
👉 Example:
The company sends employees for training programs.
They feel excited to improve their abilities.
Managerial Implications
Managerial implication refers to the practical actions that managers must take based on
theories or findings. It guides managers on how to improve performance, motivate employees,
and make better decisions.
1. Herzberg’s Two-Factor Theory
Managers should:
• Improve hygiene factors (salary, working conditions, supervision)
• Add motivators (recognition, growth, responsibility)
➡️This helps increase motivation and reduce dissatisfaction.
2. From Motivation Theory
Managers should:
• Set clear goals
• Reward good performance
• Give employees autonomy
➡️Employees work better.
3. In Decision-Making
Managers should:
• Collect correct information
• Compare options
• Choose the best solution
➡️Improves business decisions.
4. In Leadership
Managers should:
• Communicate clearly
• Support team members
• Resolve conflicts
➡️Creates a positive work environment.
5. In Training & Development
Managers should:
• Identify skill gaps
• Provide training programs
• Encourage continuous learning
➡️Increases employee performance.
Criticisms of Herzberg’s Two-Factor
Theory
Method Herzberg’s theory is criticized because the research
method was biased, the same factor can act as both a motivator
and hygiene factor, and the theory does not apply to all types of
jobs. It also assumes job satisfaction always leads to better
performance, which is not always true. Used Was Not Reliable
1. Method Used Was Not Reliable
Herzberg used the interview method, and people often
➡️take credit for success
➡️blame others for failures
This makes the results less accurate.
2. Same Factor Can Motivate and Dissatisfy
Herzberg separated factors into hygiene and motivation,
but in real life:
➡️Salary, promotion, and recognition can be BOTH motivators and hygiene factors.
3. Theory Not Applicable to All Jobs
It works better for professional and skilled jobs,
but not for:
• factory workers
• routine labor jobs
• low-skill jobs
4. Job Satisfaction ≠ Job Performance
Just because a person is satisfied, it does not always mean they will perform better.
5. Over-Simplification
Work motivation is complex.
Herzberg simplified it into only two groups, which is not always true.
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Frederick Herzberg
