Introduction
One of the most well-known theories of motivation is Herzberg’s two-factor theory, sometimes known as the motivation-hygiene theory. The theory postulates two workplace factors: some foster an environment where employees are satisfied. In contrast, others lead to unhappiness and lower employee morale and motivation.
Managers need to be aware of the factors that motivate their staff to keep professionals effective in their workplaces. For example, in the given case, Emily, a new manager at Glass Industries Inc., found poor working conditions: an old building with inadequate heating and ventilation, tedious tasks, and an often-absent supervisor. The paper is going to apply Herzberg’s motivation-hygiene theory to explain the current behaviour. In addition, it will demonstrate how this theory could be used to motivate employees.
Theory Description
In his theory, Hertzberg asserted that job satisfaction depends on its internal and substantive characteristics, and dissatisfaction is influenced by the job’s external qualities and environment. Based on these findings, all factors impacting human activity at the workplace were separated into hygienic and motivating.
Hygienic or Health Factors
Hygienic factors, or health concerns, refer to the work setting (Mohammed, 2021). The most critical hygienic factors comprise administration policy, comfortable working conditions and schedule, paid holidays, social security, health care, and other social programs financed by the employer. Hygienic factors rarely bring complete satisfaction and do not stimulate human activity. However, if they are absent, this may cause a feeling of irritation among the employees of the organization (Alam, 2021).
Herzberg attributed labor compensation to hygiene concerns as well. Herzberg asserts that businesses that raise compensation in an effort to improve employee motivation will ultimately be disappointed because, soon, high salary rates will be taken for granted by the employees.
Motivating Factors
Motivating factors, otherwise known as motivators, are directly connected to the purpose and character of the working activity. These are regarded as a separate category of demands, which may be referred to as growth needs, and they help increase job satisfaction (Alam, 2021). The primary motivators include public recognition, having the opportunity to grow professionally, a growing degree of responsibility, and interesting and challenging tasks.
Public recognition gives a person a sense of self-respect and self-worth. People like to feel appreciated and needed by their direct supervisors and, generally, the company management (Alam, 2021). Moreover, one should remember that tedious labor does not result in satisfaction and that innovative and diversified tasks, on the contrary, promote professional development (Skiadas, 2020). In addition, career growth and additional responsibility serve as motivators for many people.
Explanation of the Current Behavior
If one employs Herzberg’s motivation-hygiene theory to explain Emily’s concerns about her employees’ well-being, one can see that their possible dissatisfaction with their jobs will directly depend on external factors and the environment. Thus, they may be unhappy about poor heating, air conditioning, and ventilation systems. Moreover, the direct supervisor of the employees does not report to Emily on their progress regularly, which can be another demotivating factor.
The Use of Herzberg’s Theory to Motivate Employees
Diversifying Assignments and Increasing Responsibility
To motivate employees, instead of routine work, they should be given diverse and challenging tasks to show their competence. Employees can also be motivated by high responsibility; their supervisors may delegate some responsibilities to motivate them.
Building Respectful Relationships
If the employees’ relations with their supervisor are built on mutual respect and trust, they will be more motivated to do the work. A supervisor should always provide feedback on the work done and tell the employees how they help to achieve company and personal goals faster. In addition, it would be beneficial if the management learned more about the employees and showed interest in their affairs, thus laying the ground for loyalty and trust in the future.
Training
Training motivates employees, prevents professional burnout, and allows them to maintain interest in the profession for a long time. Therefore, involving them in webinars and mentoring programs would be wise. Their supervisor may invite them to participate in numerous discussions devoted to the professional field to show that the company appreciates their experience. The opportunity to take part in professional online training can also be motivating. Since the employees may be aware of the possibilities of their professional growth, a supervisor’s support and help may be essential to them.
Professional Growth
It is good to draw the employees’ career plans and guide them toward success. A career is built progressively and depends on many factors. However, a supervisor may map the steps the employees should take to achieve promotion in the future. Thus, they would see how each completed work task contributes to their career progress. Apart from that, at a particular stage in the future, some employees may be responsible for overseeing junior staff’s working progress, which would help them feel needed and motivate them.
Conclusion
Thus, if one considers the employees’ work from the perspective of Herzberg’s motivation-hygiene theory, they may be most displeased with hygienic factors such as poor working conditions and inadequate supervisory policy. However, motivating factors should first be considered to increase the staff’s productivity and satisfaction. These factors include increasing responsibility, the ability to advance professionally, and intriguing and challenging work.
References
Alam, S. I. (2021). Herzberg motivation-hygiene fallacy in measuring levels of job satisfaction and dissatisfaction. Research and Review: Human Resource and Labour Management, 2(2), 34-43. Web.
Mohammed, D. S. (2021). Herzberg motivation–hygiene factors and job satisfaction among the technical teachers in Kano state. ATBU Journal of Science, Technology and Education, 9(3), 218-223. Web.
Skiadas, G. (2020). Motivation-hygiene theory: Greek teacher’s attitude towards maintenance factors and motivators in school environment. Scientific Educational Journal, 8(1), 19-37. Web.