Post on 08-Aug-2018
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Frederick herzberg:hygiene
factors and motivation
By-
Sneha bajpaiMba -2nd sem
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Herzberg, a clinical psychologist and
pioneer of job enrichment,developed his motivation theory
during his investigation of 200
accountants and engineers in theUSA.
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Herzberg showed that satisfaction and
dissatisfaction at work almost always arose from
different factors
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According to Helzberg,
Man has two sets of needs:
As an animal to avoid painAs a human being to grow
psychologically
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Two Factor Motivational Theory
People are influenced by two factors:
Hygiene factors are needed to ensure an
employee does not become dissatisfied. They
do not lead to higher levels of motivation, but
without them there is dissatisfaction.
Motivation factors are needed in order to
motivate an employee into higher
performance. These factors result from
internal generators in employees.
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Examples of Hygiene Needs or
Maintenance FactorsThe organization, its policies & administration
Kind of supervision (leadership & management, including perceptions)
Relationship with supervisor
Work conditions (including ergonomics)
Salary
Status
Job security
Interpersonal relations
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Hygiene Needs
People will strive to achieve hygiene needs
because they are unhappy without them, but
once satisfied, the effect soon wears off
satisfaction is temporary.
Parallels with Maslows Hierarchy of Needs
Motivational Model
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True Motivators
Achievement
Recognition for achievement
Work itself (interest in the task)
Responsibility
Growth and advancement
Represents a far deeper level of meaning andfulfillment
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Factors
characterizing
events on the job
that led to extreme
job satisfaction
Comparison of
Satisfiers and
Dissatisfiers
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Contrasting Views of Satisfaction and
Dissatisfaction
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Criticisms of Herzberg
The Mind/Body Dichotomy- According toHerzberg, humans have a dual nature with eachpart operating under unrelated principles. A
person may dislike part of a job yet still think thejob is acceptable overall. Thus no overall measureof satisfaction was utilized.
Undirectional operation of needs - There is no
justification for a view that physical needs areonly negative motivaters or neutral in effect andgrowth needs are only positive motivaters.
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Lack of parallel between human needs and themotivator and hygiene factors. Thus the
theory is inconsistent with previousresearches. It ignores situational variables.
Incidental Classification System - There are
many inconsistencies in Herzbergsclassification system.
Defensiveness - To protect self-esteem,employees take credit for satisfying eventswhile blame others for dissatisfying events.This would blur the results of the study.
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Frequency Data - The results of Herzberg
research is based totally on how often various
categories were mentioned. Denial of Individual Differences - It is possible
to argue that all people have the same needs,
but it is not possible to argue that all peoplehave the same values. It is values that
determine the emotional reaction to a job.
Too narrow a study- Only accountants andengineers were interviewed for the study
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No statistically significant relationship between
job satisfaction and job performance - There
have been over 50 studies done and nonedetect a correlation between job satisfaction
and job performance. Though he assumed a
relation between satisfaction and productivity,but the methodology that he used looked only
at satisfaction not at productivity.
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Relationship to School Administration
A school environment should meet the basic hygiene needs
of students, teachers and staff to avoid unhappiness and
dissension.
School administrators can help fulfill these needs by:
Helping to provide teachers and students with the
resources they need (supplies, technology, etc.),
Ensuring a safe, clean, inviting work and learning
environment
Developing and nurturing relationships
Providing or advocating for appropriate monetary
compensation
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Motivators in Education and Business
Achievement
Recognition for achievement
Work itself (interest in the task)
Responsibility
Growth and advancement
PLUS
Shared Vision
Collaboration and Communication
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THANK YOU.