In 1959 Frederick Herzberg developed the Two-Factor theory of motivation. His research showed that certain factors were the true motivators or satisfiers. Hygiene factors, in contrast, created dissatisfaction if they were absent or inadequate. Dissatisfaction could be prevented by improvements in hygiene factors but these improvements would not alone provide motivation.
He
concluded that such factors as company policy, supervision, interpersonal
relations, working conditions, and salary
are hygiene factors rather than motivators. According to the theory, the
absence of hygiene factors can create job dissatisfaction, but their presence
does not motivate or create satisfaction.
Herzberg
showed that to truly motivate an employee a business needs to create conditions
that make him or her feel fulfilled in the workplace.
Limitations of
Two-Factor Theory:
1.
The
two-factor theory overlooks situational variables.
2.
Herzberg
assumed a correlation between satisfaction and productivity. But the research
conducted by Herzberg stressed upon satisfaction and ignored productivity.
3.
No
comprehensive measure of satisfaction was used. An employee may find his job
acceptable despite the fact that he may hate/object part of his job.
4.
The
theory ignores blue-collar workers. Despite these limitations, Herzberg’s
Two-Factor theory is acceptable broadly.