When employees have no dissatisfaction arising from the job environment, they are in a better mode to be motivated. The effect of hygiene and motivational factors may totally be reverse on some other categories of people. Before satisfaction can actually be achieved, there must not be any element of dissatisfaction.
Because once a need is satisfied, it stops influencing the behaviour. It shows the value of job enrichment in motivation. Instead of being motivated and having a sense of achievement, these employees would only be overwhelmed by the work content.
This tells us that the hygiene needs are generally the basic needs of individuals. This is again a criticism sited by experts. Herzberg labelled satisfiers motivators and called dissatisfiers hygiene factors. The motivational factors have a positive effect on job satisfaction and often result in an increase in total output.
This is the first criticism concerning the classification of factors. By identifying the hygiene factors, managers can fulfil the basic needs of employees and remove any element of dissatisfaction.
Maslow was a famous American psychologist who determined that some human needs take precedence over others. Factors and Critical Analysis Article shared by: Critical Analysis of the Theory: These needs, when fulfilled, would give employees satisfaction.
Different individuals might have different needs and thus, different motivators. This could lead to organisational citizenship behaviour and work commitment. Managers can apply the theory to motivate employees by identifying the hygiene and motivation factors. This theory provides valuable guidelines to the managers for structuring their jobs in order to include such factors in the jobs which bring satisfaction.
The motivational factors are intrinsic in nature and the hygiene factors are extrinsic in nature. They were also asked to rate the degree of which their feelings were influenced-for better or worse- by each experience which they described. We have already looked at salary as an example for this dichotomy.
The technique used to identity has been from the critical-incidents method or research, and most of the work here has been done by Herzberg and his students. This includes a sense of achievement when they have performed their jobs satisfactorily.
When employees are happy with their jobs, the general mood improves and so does productivity. If managers fail to identify these types of employees, the theory could backfire if applied.
This way, employees are more wholly satisfied with their job content and job environment. When we look at organizations, they typically have an internal flow process that would determine what sort of feelings an individual would develop toward the factors.
Herzberg failed to recognise the existence of substantial individual differences. Introduction to the Theory: He concluded that job satisfiers are related to job content and job dissatisfiers are allied to job context. There are those who do not conform to the conventional Hierarchy of Needs. These are not motivators, as they maintain a zero level of motivation or in other words, these factors do not provide any satisfaction but eliminate dissatisfaction.
There exist some factors that cannot clearly be classified into hygiene factors or motivational factor. In order to increase the motivation, it is necessary to pay attention to the motivational factors.
This aspect too is not considered in the 2 factor theory. Any increase in these factors will improve the level of satisfaction, thus, these factors can be used for motivating the employees.
As a result they have not been able to obtain the desired behaviour from the employees. Herzberg study was limited to the engineers and accountants. In spite of these criticisms, the 2 factor theory is extremely useful in the design of work.A critical assessment of Herzberg’s theory of motivation accountants and engineers to develop his two-factor theory known as the Motivator-Hygiene Theory.
Herzberg’s Theory as it. application of frederick herzberg’s two factor theory in assessing and understanding employee motivation at work. Frederick Herzberg ( - ) was a US clinical psychologist who later became Professor of Management at the University of Utah.
His 'overriding interest in mental health' stemmed from his belief that 'mental health is the core issue of our times.' This was prompted by his posting to the Dachau Gender: Male. Dec 08, · Herzberg's Two Factor Theory - Criticism In the last byte, we looked at Herzberg's 2 factor theory.
In today's byte, we look at some of the criticisms for the theory. Read this article to learn about the Herzberg’s motivation-hygiene theory, its factors and critical analysis.
Introduction to the Theory: Fredrick Herzberg and his associates developed the MOTIVATION HYGIENE THEORY, commonly known as the two factor theory, in the late s and early s.
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