Motivation theory – Herzberg

Frederick Herzberg developed the idea that there are two sets of factors at play in human motivation, one controlling job satisfaction while a separate set of factors causes dissatisfaction. In other words, satisfaction is not the opposite of dissatisfaction, the two are independent.

This two-factor theory is correct, it means that managers must work with both sets of factors, not assume that an increase in satisfaction leads to decrease in dissatisfaction.

Herzberg based the idea on interviews with engineers and accountants, from which he noticed that achievement and responsibility led to increased job satisfaction, but when people complained of the reasons for their unhappiness with work they cited a separate group of factors such as administrative practices, working conditions and salary.

This led to the common idea that things in the latter group are hygiene factors – you have to have them but you can’t assume employees will love you for it – while real job satisfaction will come from something else.

Herzberg’s article one more time, how do you motivate employees? is available from the Harvard Business Review or as a Kindle download from Amazon.

For managers who want to improve motivation, the first step might be to eliminate dissatisfaction, then get to work on the motivating factors. Read more on Herzberg and the two-factor theory of motivation.