The psychologist Fredrick Herzberg asked the same question in the s and 60s as a means of understanding employee satisfaction. These results form the basis of Herzberg’s Motivation-Hygiene Theory (sometimes known as Herzberg’s Two Factor Theory). Motivation-Hygiene Theory. Unzufriedenheit war ein Resultat der Hygienefaktoren. Herzberg entwickelte diese Motivationstheorie während seiner Untersuchung von Buchhaltern und. 8. März Gründe der rückläufigen Leistungsbereitschaft; Hygienefaktoren = Unzufriedenheit wird beseitigt; Motivatoren = Zufriedenheit wird gesteigert.

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Frederick Herzberg – Wikipedia

Motivation Hygiene applies Everywhere Herzberg’s 2 Factor theory need not confine to work situations only. Insbesondere sollte die Frage beantwortet werden: Organizational Behavior and Human Performance. Hygiene factors, also called hygienefaktorwn, are the factors that cause to dissatisfy or demotivate the employees of an organization.

Bachelorarbeit, die am Unlike Herzbbergwho offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds. In the current crisis, it’s important to keep your innovation effort at a high level. Learn more about Amazon Giveaway.

Two-factor theory

The two-factor theory also known as Herzberg’s motivation-hygiene theory and dual-factor theory states that there are certain factors in the workplace that cause job satisfactionwhile a separate set of factors cause dissatisfaction. Just analyze an interactional session between two individuals. Frederick Irving Herzberg April 18, — January 19, [1] was an American psychologist who became one of the most influential names in business management.

If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions. Retrieved November 18, Retrieved December 9, In Herzberg stated that his two-factor theory study had already been replicated 16 times in a wide variety of populations including some in Communist countries, and corroborated with studies using different procedures that agreed with his original findings regarding intrinsic employee motivation making it one of the most widely replicated studies on job attitudes.


However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. Articles with attributed pull quotes All articles with specifically marked weasel-worded phrases Articles with specifically marked weasel-worded phrases from December All articles with unsourced statements Articles with unsourced statements from December Promotion-focused versus Prevention-focused Employees.

However, despite the effect on output, employees’ job satisfaction for example, measured by Herzberg’s theory is important for retention, which is critical in professions that experience shortages. The two-factor theory developed from data collected by Herzberg from interviews with engineers and accountants in the Pittsburgh area, chosen because of their professions’ growing importance in the business world.

This appears to parallel Maslow’s theory of a need hierarchy. The other half would be to increase satisfaction in the workplace. Thus, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization.

Maslow Vs Herzberg Essay

Maslow did so in the context of developmental psychology. Auf Grund dieser Charakteristika werden sie als Hygienefaktoren bezeichnet. Eine weitere Bezeichnung ist die der Kontextfaktoren, da die Faktoren, die Einfluss auf die Unzufriedenheit besitzen eher dem Arbeitsumfeld zu zuordnen sind.

Both these theories are yerzberg about the ways of increasing the motivation levels of employees. Zufriedenheit und psychologisches Wachstum sind ein Resultatsfaktor der Motivationsfaktoren.


Herzberg’s theory challenged the assumption that “dissatisfaction was a result of an absence of factors giving rise to satisfaction. Examples of Two Factor Model. In other words, an individual’s expectation or estimated probability that a given behavior will bring a valued outcome determines their choice of hegzberg and the effort they will devote to these means.

Two Motivation Factors As the analysis considered both hygiene factors as well as motivation factors, it is very relevant to present day organizations Retrieved February 20, In order to remove dissatisfaction in a work environment, these hygiene factors must be eliminated.

According to Herzberg, hygiene factors are what causes dissatisfaction among employees in the workplace. Herzberg started his research on organizations in the s.

Withoutabox Submit to Film Festivals. Hines tested Hygienevaktoren two-factor motivation theory in New Zealand, using ratings of 12 job factors and overall job satisfaction obtained from middle managers and salaried employees. Promotions and recognition fulfill the esteem needs and finally, interesting and challenging job opportunities fulfill the self-actualization needs of an employee.

Stratification and Herzberg I wonder how well Hertzberg translates to an organisation with flat structures and little upward mobility? Civility and Respect towards Employees Research on Civility by Christine Porath revealed that the 20, respondents employees from all over the world ranked “respect” as the mo Get fast, free shipping with Amazon Prime. But, again there are other elements in the work environment which may e Here in Uganda, the oldest national university Makerere has been close