by John Louie Ramos

Created on: February 08, 2011   Last Updated: February 12, 2011

Frederick Herzberg was a distinguished American psychologist who later became one of the most influential figures in the field of business and human resource management.

Herzberg introduced a content theory that explains how an individual is motivated through what he called a two-system model. Herzberg further detailed his theory of motivation in his book entitled “The Motivation to Work” which was published in 1959.

Needless to say, Herzberg’s works and ideas on human motivation serve as basis for managers and entrepreneurs when dealing and motivating their subordinates.

Basically, Herzberg’s theory of motivation is a two-system model that looks into both the motivating factors and the factors that create dissatisfaction in employees. Herzberg called the motivating factors as “motivators” while opposite to that are the “hygiene factors” that lead to dissatisfaction.

The motivators

The motivators are the elements in the workplace that lead to an employee’s satisfaction. According to Herzberg, the motivators include the personal achievement, the recognition, the work, the responsibility, the advancement in terms of career and personal growth of an employee.

Herzberg pointed out that these things are the ones that motivate an employee to work harder and further improved his skill. Looking at Herzberg’s motivators, it’s quite clear that most of the motivators are founded on psychological grounds and not just on material things and monetary compensation.

More so, the motivators are somehow interrelated to Herzberg’s “Abraham” concept where he suggested that man is motivated by psychological factors relating to personal growth and development.

The hygiene factors

Opposite to the motivators are the hygiene factors. Herzberg pointed out that there are certain elements in both the workplace and the work itself that demoralize an employee. Thus, hygiene factors can negatively affect an employee’s productivity.

These hygiene factors that can lead to an employee’s dissatisfaction include the company’s policy, the supervision, an employee’s relationship with his boss and his peers, the work condition and the salary.

According to Herzberg, hygiene factors are the main determinants of an employee’s dissatisfaction with his current job.

Motivators vs. hygiene factors

In analyzing Herzberg’s theory of motivation, it’s obvious that the motivators and the hygiene factors are not contrasting against each other. More so, each factor fulfills a different and specific need. For instance, a negative increase in a particular hygiene factor won’t necessarily mean a decrease in a motivator.

However, it is still important that each negative increase in a hygiene factor is countered with an increase in a motivator in order to balance things out and avoid the scenario where dissatisfaction outweighs satisfaction.

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