Thirty Second Theories: Herzberg’s Motivator-Hygiene Theory

Two issues are addressed in dealing with employee motivation:

(1) Prevent job dissatisfaction

(2) Encourage Growth

Theory Designer:

Frederick Herzberg

Theory Summary:  There are two factors that affect an employee’s motivation when it comes to completing tasks.  These factors impact whether or not an employee will be energized to perform at a high level or have the opposite affect of lethargy or apathy towards work.

Hygiene Needs:  Address factors that enable individuals to avoid unpleasantness in the work environment.  Examples of hygiene needs are:

• Solid administrative staff that incorporates consistent, fair policies
• Equitable wages
• Job security
• Pleasant and functional work environment (Well lit, tools to complete the job are readily available, etc)

Motivator Needs:  This area involves an individuals desire for personal growth

Exampes of Motivators are:

• Status (often exhibited through promotions or positions within an organization)
• Recognition
• Challenging work
• Personal Achievement
• Growth/a feeling a participating in something that is personally enriching or being involved in a cause that is greater than oneself

Key word:  Escalating zero point-This involves the idea that an employee continually needs a progressive increase in rewards for good performance.  For example if in year one an employee receives one week paid vacation as a reward for good performance and the next year she receives 2 days vacation, while the new increase is indeed more than the previous years total vacation days it is perceived as a “diminished” reward because it is less than the previous years reward.  Thus the “zero” point is continually increasing.  This necessitates the need to design a compensation package that takes into account the employees perception of the reward.

Interesting Fact:  Frederick Herzberg entered City College in New York to pursue his bachelor’s degree at the age of sixteen. He left part way through his studies to enlist in the army. As a patrol sergeant, he was a firsthand witness of the Dachau concentration camp. He believed that this experience, as well as the talks he had with other Germans living in the area was what triggered his interest in motivation. Herzberg went on to pursue a Phd at the University of Pittsburgh.

Publications:  Work and the Nature of Man (1966), The Managerial Choice: To be efficient and to be human (1976), Job Attitudes: Review of research and opinion (1957)

Affiliation: 

Case Western Reserve University (where he established the Department of Industrial Mental Health)

University of Utah College of Business

Related Links: 

Leadership-basics.com
Accel Team
Herzberg on wikipedia