Herzberg's Motivation Theory

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

Term 6. Equity Theory- seeks to determine whether the distribution of resources is fair (Bell et al., 2014).

“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.

This is a current and topical issue as motivation matters a great deal; Forsyth (2000 p. 2) states that motivation “increases efficiency, effectiveness and productivity” and allows organisations to meet their aims and objectives. Hageman (1992) suggests that motivation is the internal incentive that which brings out pleasure from work; happiness and efficiency are closely connected. This then makes employees desire to do what is required of them.

The Two-Factor Theory of motivation (otherwise known as dual-factor theory or motivation-hygiene theory) was developed by psychologist Frederick Herzberg in the 1950s.

In 1959 Fredrick Herzberg developed the Two-Factor theory, which was designed to analyze the concept that individuals have two sets of needs: avoidance of unpleasantness and personal growth. Studies on job satisfaction were conducted to decide which factors in an employee’s work environment caused satisfaction or dissatisfaction (Alshmemri, Shahwan-Akl & Maude, 2017). Job satisfaction determinants are known as motivators, while hygiene is related to job dissatisfaction and job context. Herzberg proposed that the presence of certain ‘‘motivators’’ (or job factors) internal to the individual (eg,

By definition, motivation is a force that leads us to do something (Kiziltepe, 2008). It can be measured by the commitment of the employee, job satisfaction, engagement, intention to quit (Nohria, Griysberg, & Lee, 2008) and absenteeism (Andrisani, 1978). Motivation can improve the work performance and influence the organizational effectiveness with positivity. It is believed that, the employees are at their best in performing their jobs when they perceived their fundamental needs of satisfaction are being fulfilled. The employees being motivated when their own needs are aligned with the organizational goals. Besides monetary, intangible values like empowerment and recognition are the elements that employees are seeking for to be motivated at the workplace (Fuhrmann, 2006). Thus, it can be said that motivation is a driven factor that can contributes to a better employee’s performance or participation at the workplace. In this study, the motivational theory of Herzberg and Maslow is being used.

As the Herzberg’s duality theory demonstrate simple-general research (1959), but what use is a theory if it is not accurate? Herzberg’s theory asks us to question whether the determinants of job satisfaction lie solely in the job itself (the intrinsic view), or whether satisfaction is the consequence of an interaction between the worker and his/her work environment (Smerek and Peterson, 2007). Findings in Tan and Waheed (2011) and Maidani (1991)’s surveys had showed that both hygiene factors and motivators are sources of satisfactions. On the other hand, the Hackman and Oldham model is basically task oriented, focuses on the job itself. It can be considered as the expansion from the intrinsic motivators that involves elements of job enrichment and job enlargement techniques in skill variety, task identity and task significance. Autonomy and feedback are the two motivating core characteristics found to be motivational contributors. This theory is most useful in carrying out re-design activities (Casey & Robbins,

Herzberg’s approach is called the two-facto theory because it involves two factors: hygiene and motivation. Hygiene factors relate to the condition of work rather than to work itself.

Motivation is the act of stimulating someone or oneself to get a desired course of action or to push the right bottom to get a desired reaction.” Michal, J. Jucius Motivation is a process of inducing, inspiring and energizing people to work willingly with zeal, initiative, confidence, satisfaction and an integrated manner to achieve desired goals. It is a moral boosting activity.

Motivation can be defined as the process that initiates guide and maintains goof oriented behavior. And also Motivation can be said as an inspiring process which makes the members of the team to pull their weight effec¬tively to give their loyalty to the group, to carry out the tasks properly that they have accepted, and generally to play an effective part in the job that the group has accepted.

Motivation is an important thing in our life. without motivation no one can live because it helps anyone to achieve his goals for example if a person in the school or college study to get a good mark in the exam so if his parent motivates him he will spend more hours to study to the exam and he will not only get a good mark but he will get a full mark. So motivation help everyone to study or work hard to achieve his goal. Motivation is the characteristic that helps to achieve the goals of a person and it is the energy that keep everyone going even when they fall. There are many theories for motivation there is two that is good to talk about it.

The last theory being reviewed is the Equity theory by John Stacey Adams and according to Newstrom (2014/2015) is based on that employees tend to evaluate equality by comparing the rewards they receive with their contributions and completed goals and also by comparing this ratio with the ratio of other employees. According to Equity theory (2016) this theory shows that individuals appreciate fair treatment and when employees are treated equally than they are motivated to continue to provide the same standard of fairness.

Herzberg’s theory is important to use in the healthcare world because it gives managers a model to look at to understand factors for job satisfaction and job dissatisfaction. The factors that contribute to

Edmund S. Boe a CPA director at the American Institute of CPA’s discussed the ideas of Herzberg 's motivation-hygiene theory in regards to the future of American business, in the article Job attitudes: The motivation-hygiene theory. The purpose of the article is to show how the future of business in American needs to use Herzberg’s motivation-hygiene theory to not only as a motivational tool for their employees but to also survive a business organization. Boe points out that Herzberg’s theory shows how man has the basic need to understand his place in life. Throughout history it has been discovered that an organization will fail if it does not provide a concept of man that is acceptable to society and create an environment that is conductive to growth. Both animals and humans unlike try to avoid situations or an environment that brings pain. This shows the human need for achievement, the human need to realize his or her own potential. This growth is itemized through Herzberg’s theory. The article presents a checklist, based on Herzberg’s theory, of qualities that business should take in the future. These steps is said to help many organizations to motivate their employees: 1) Knowing more 2) Seeking more relationships 3) Creativity 4) Effectiveness in ambiguous situations 5) Maintaining individuality 6) and Real growth. Herzberg theory shows how employers can effectively use their employee’s without manipulation. Giving employees achievement opportunities, increase in