Skip to content
Home » Herzberg’s Two-Factor Theory of Motivation

Herzberg’s Two-Factor Theory of Motivation

Herzberg’s two-factor theory of motivation is another well-known theory for motivation. Frederick Herzberg, a Psychologist developed this theory which is also mentioned as Dual Factor Theory, Hygiene Theory etc. This theory is developed during 1950’s. The theory was designed based on research conducted by him.

Name of theoryTwo-factor theory of motivation
Developed byFrederick Herzberg,
Year1950
Use/PurposeTo understand the motivational factors of employees

Herzberg surveyed 200 engineers and accountants and he asked mainly two questions to them

1) when did you feel particularly good about your job?

2) When did you feel exceptionally bad about your job?

The result of this survey revealed that the factor that made them feel good did not make them feel bad.

Some of the factors that made them feel good were:-

  • Achievement
  • Recognition
  • Responsibility
  • Advancement
  • Other Similar factors

These are the factors which give Job satisfaction to the employee. So these factors can be considered as Motivators. and these factors create satisfaction if they are present and will not create dissatisfaction if not present.

Some of the factors that make them feel bad were:

  • Organizational Policy
  • Supervision
  • Salary
  • Security
  • Working conditions
  • Other similar factors

These factors are called as hygiene factors that is the presence of which will not act as a motivator but the absence of which will lead to dissatisfaction.

To summarize the theory it can be represented as:

Traditional theory
Satisfaction dissatisfaction
Herzberg Theory
Hygiene Factor
No Dissatisfaction dissatisfaction
Motivators
Satisfaction No satisfaction
To summarize the theory it can be represented as:-
Traditional theory
Satisfaction dissatisfaction
—————————————————————————

Herzberg Theory
Hygiene Factor
No Dissatisfaction dissatisfaction
—————————————————————————
Motivators
Satisfaction No satisfaction
—————————————————————————

Factors of theory
Hygiene: Job Dissatisfaction
Company policy
Administration
Interpersonal Relations
Working Conditions
Salary
Security
Motivators: Job satisfaction

Achievement
Recognition
Work itself
Responsibility
Advancement
Growth
Compare Maslow and Herzberg

When we critically compare Maslow and Herzberg’s motivation theory:

The higher-order needs specified by Maslow are considered Motivators as per Herzberg. And lower order needs are Hygiene factors.

As per Maslow, any need can be a motivator if it is satisfied. But Herzberg says that only higher-order needs can be a motivator.

Maslow’s theory has been sequentially arranged as per the requirement of the need whereas Herzberg’s theory has no such sequence. However, both theories did not speak to or relate individual needs with organizational goals. They fail to link how individual needs can be helpful to achieve organizational goals.