Herzberg’s Two-Factor Theory

Introduction

The Two-Factor Theory or Motivation-Hygiene of Herzberg, Dartey-Baah and Amoako (2011)  splits Maslow’s hierarchy of needs into higher and lower level necessities, just as “job satisfaction” and “hygiene” determinants, correspondingly. This above theory says on work satisfaction elements, i.e., achievement, growth and advancement, recognition, and responsibility, are the only real basic objects, that denote a more significance, accomplishment, and then consequently converts to fulfillment plus maintainable enthusiasm. Moreover, extrinsic “maintenance” elements or hygiene wants, like, safety, wage, rapport through superiors plus juniors, working situations, rules, then management actions, while can perform as demotivators when they are not satisfied, after requirements are fulfilled, their needs will rapidly diminish (Wiley, 2008; Cardoso, Dominguez and Paiva, 2015).

                            Table 01: Summery of the factors in Herzberg’s theory

Motivation Factors	Hygiene factors
Advancement	Interpersonal relationship
Work itself	Salary
Possibility of growth	Policies and Administration
Responsibility	Supervision
Recognition	Working conditions
Achievement

                                    Source – Alshmemri, Shahwan-Akl and Maude (2017)

Different between motivation and hygiene factors are the main concepts behind the two-factor theory.

 

Motivational Factors and Construction Industry

In the two-factor theory, motivation is the factor most strongly connected with job satisfaction and to increase the job satisfaction motivational factors should be improve. According to two – factor theory, motivation factors are essential to the job and gain positive attitudes to the job, because they satisfy the ‘need for growth or self-actualization’(Lam and Tang, 2003).

• Advancement

Advancement is defined as upward and position of the employee in the workplace. Promotion is the positive advancement. failure to receive expected promotions and demotion are negative advancement (Ruthankoon and Ogunlana, 2003).

Example – If planning engineer becomes senior planning engineer or project manager of the construction project, it is a positive advancement. But if engineer have more experience and knowledge but still a site engineer or site supervisor it’s a negative advancement.

• Achievement

Positive achievement is achieving a specific success. completing a difficult task on time, solving a job-related problem and seeing positive results works are the examples. failure to make progress at work and poor decision making on the job are the examples for the negative achievements (Alshmemri, Shahwan-Akl and Maude, 2017).

Example – No progress of work, failure in decision making and construction schedule delays are the negative achievements. Construction engineer finished the project on schedule and solve the difficult technical problem are the positive achievements.

• Recognition

When employees receive rewards for reaching goals of their job and produce high value work. criticism and blame for the works are the negative recognition. Supervisors and subordinates may give the recognition (Funso, Sammy and Gerryshom, 2016).

• Responsibility

This includes responsibility and authority in relative to the job. gaining satisfaction from being given the responsibility and freedom to make decisions. Not allow to make decisions, had to ask for approval from the project manager or supervisors before doing works (Alshmemri, Shahwan-Akl and Maude, 2017).

Example – The Procument manager have the responsibility to select the suppliers. But if Procument manager not allow to select the suppliers and had to get approval from project manager is the bad event.

• Work itself

According to Funso, Sammy and Gerryshom (2016), This includes job tasks and assignments of the work, its positive or negative effect upon employees. Task is easy or difficult, interesting or boring can affect to the satisfaction and dissatisfaction of the employee.

Example - If senior planning engineer appoint to simple construction supervision work it’s a bad event for employee. If engineer appoint to the assistant project manager it made him feel challenge.

• Possibility of growth

Actual possibilities to employee personal growth and promoted at the workplace are includes to this. Such as professional growth, chances to learn new skills, learn new techniques and gaining professional knowledge (Ruthankoon and Ogunlana, 2003).

Example – construction engineer appoints to new technological construction work and it is an opportunity to learn new techniques, it’s a positive growth to employee.

 

Hygiene Factors and Construction Industry

Hygiene Factors are correlated with reducing the job dissatisfaction. This lead to preventing job dissatisfaction (Chileshe and Haupt, 2010).

• Interpersonal Relations

This is limited to personal and working relationship between worker and superiors, subordinates. This include social discussions and working related actions during the work time or break time.

• Working Conditions

This includes the physical environmental on the job, comfortable or uncomfortable facilities. Such as amount of work space, tools for work, ventilation and safety. The good working conditions make employee satisfy (Alshmemri, Shahwan-Akl and Maude, 2017).

Example – At the construction sites the workers should have the safety equipment’s such as helmets, boots, safety jackets. And also, necessary tools for the works and reasonable work space. Most of the time construction machineries are working very nearby the workers. Workers should have the enough safety space to do their works, that’s make workers dissatisfy.

• Salary

According to Alshmemri, Shahwan-Akl and Maude (2017), this includes all compensations, such as salary or wages increases or decreases.  

Example – most of construction companies have proper policies regarding salary and bonuses. If employee did more tasks than company expected, companies will increase salaries and bonuses.

• Supervision

This associated with fairness or unfairness, competence or incompetence of the supervisor or supervision. A good supervision is important gaining the employees satisfaction.

Example – If worker is appointing to do the critical work of the construction project there should be safety engineer, site engineer and site technical staff for proper supervision.

 

                                            Video 02: Herzberg two factor theory

                                                

                                                    Source – Abdulkadir Channel (2016) 

Herzberg’s theory for Construction Companies

According to the Ruthankoon and Ogunlana (2003) Herzberg’s theory not entirely applicable to the construction industry. In construction industry motivational factors are responsibility, advancement, possibility of growth, and supervision. Hygiene factors are site safety, job security, working conditions, and relationship with other organizations. Work itself, company’s policy and administration, Recognition, interpersonal relations contributed to both satisfaction and dissatisfaction. Achievement is a motivation factor for engineers but it is a bi-polar factor for site workers.

The construction companies’ major factors that should be considered are interpersonal relations and salary. Construction companies have strong contributions to satisfaction and dissatisfaction. Project managers should create strong relations among project members. Such as nice discussions with subordinates, solving problems among subordinates and create an environment for teamwork. Managers should support construction engineers and workers to learn new techniques and skills to increase job satisfaction. Companies should consider about employees to prevent dissatisfaction. Relationship with other organizations is also an important area for consider. Because contractor, consultant, and designers consider this factor as a cause of dissatisfaction, that impact to decrease in project performance. Also, it avoids negative relationships among project organizations (Funso, Sammy and Gerryshom, 2016; Ruthankoon and Ogunlana, 2003; Chileshe and Haupt, 2010).

References

Abdulkadir, N., 2016. [Online]

Available at: https://www.youtube.com/watch?v=CIhJ0Ggf8_w

 

Alshmemri, M., Shahwan-Akl, L. and Maude, P. (2017) ‘Herzberg’s two-factor theory’, Life Science Journal, 14(5), pp. 12–16. doi: 10.7537/marslsj140517.03.Keywords.

Cardoso, P., Dominguez, C. and Paiva, A. (2015) ‘Hints to Improve Motivation in Construction Companies’, Procedia - Procedia Computer Science, 64, pp. 1200–1207. doi: 10.1016/j.procs.2015.08.513.

Chileshe, N. and Haupt, T. C. (2010) ‘The effect of age on the job satisfaction of construction workers’, Journal of Engineering, Design and Technology, 8(1), pp. 107–118. doi: 10.1108/17260531011034682.

Funso, A., Sammy, L. and Gerryshom, M. (2016) ‘Application of Motivation in Nigeria Construction Industry: Factor Analysis Approach’, International Journal of Economics and Finance, 8(5), p. 271. doi: 10.5539/ijef.v8n5p271.

Herzberg, F., Mausner, B. and Snyderman, B. B. (1959) The Motivation to Work. second, John Wiley, New York. second.

Jarkas, A. M., Radosavljevic, M. and Wuyi, L. (2014) ‘Prominent demotivational factors influencing the productivity of construction project managers in Qatar’, International Journal of Productivity and Performance Management, 63(8), pp. 1070–1090.

Lam, S. and Tang, C. (2003) ‘Motivation of survey employees in construction projects’, 5(1), pp. 61–66.

Ruthankoon, R. and Ogunlana, S. O. (2003) ‘Testing Herzberg’s two-factor theory in the Thai construction industry’, Engineering, Construction and Architectural Management. doi: 10.1108/09699980310502946.

Wiley, C. (2008) ‘What motivates employees according to over 40 years of’.

 

 

 

Maslow's hierarchy of needs

Introduction

Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow "A theory of Human Motivation" in Psychological Review. There is little scientific basis to the theory: Maslow himself noted this criticism (Bob, 2009). His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. He then created a classification system which reflected the universal needs of society as its base and then proceeding to more acquired emotions. Maslow's hierarchy of needs theory categorizes the needs of individuals into a pyramid of physiological, safety, social, self-esteem, and self-actualization, in ascending order of prominence (Mullins, 2005). The concept is created on the basis, which people stay inspired through the need towards satisfy their desires, as well as asserts which the low-level need should exist contented prior to touch the following advanced level need. After requirement was pleased, it is not anymore, an inducement or stimulus. However, it will significant for conveying, which no individuals are motivated from similar desires. Then, different persons, at any time, may be inspired by totally dissimilar dynamics, and therefore it is essential to know and distinguish the necessity level at which people are functioning, so that such requirements can be used as stimuluses. ( Bowen et al., 2008).

Figure 1: Maslow's hierarchy Pyramids

Source - (Bob, 2009)

Levels of Hierarchy

 According to Bob (2009), five categories of needs described as follows,

·         Physiological

The basic minimum requirements driven by id for Maslow management are physical needs. These basic human needs include food and water, adequate rest, clothing and shelter, health, and fertility. Maslow says that these basic bodily needs must be met before people can move on to the next level of fulfillment (Shanks, 2019).

Safety Needs

Next among the minimum requirements are safety. Safety requirements include protection from violence and theft, emotional and social stability, health, and financial security (Ball, 2019).

Belonging Needs

The needs of the community in the third level of the Maslow dynasty are related to human communication and are the last of the so-called lowest needs. Among these needs are friendship and family ties - both with the surviving family (parents, siblings, children) and the selected family (partners and partners). Physical and emotional intimacy ranging from sexual intercourse to intimate emotional bonds is essential to achieving a sense of superiority. In addition, membership in community groups contributes to meeting this need, from being part of a work group to building an identity in a union, club, or group of hobbyists (Burton, 2012).

Esteem Needs

The higher needs, which begin with respect, are the needs driven by the ego. The key to being respected is self-esteem (the belief that you are important and worthy of dignity) and self-esteem (confidence in your own personal growth and achievements). Maslow specifically notes that self-esteem can be divided into two types: self-esteem based on respect and acknowledgment from others, and appreciation based on your self-examination. Self-confidence and independence are based on this latest form of self-confidence.

 Self-actualization.

Doing things for yourself means fulfilling your full potential as a person. Sometimes called self-fulfillment needs, the self-fulfilling needs reside at the highest point in the Maslow pyramid. Self-employment needs include education, skills development - refining talents in areas such as music, athletics, design, cooking, and gardening - caring for others, and broader goals such as learning a new language, traveling to new places, and winning prizes Bob (2009)

 

Video 01: Maslow's Hierarchy of Needs - What motivates us

                                                                     Source – Ducere, 2018

 Hierarchy of Needs theory on Organizational Culture and Construction Industry

The hierarchy of needs theory, applicable to organizational orientation and employee motivation (Greenberg & Baron, 2003). The theory is able to suggest how managers can lead their employees or subordinates to become self-actualized.  According to the Greenberg & Baron (2003), This suggests two paths of the theory, first to organizations and second to employees. On that basis Organization and employees both decide on performance of the organization. When employees give their full capacity to the organization, the origination should ensure the employees’ level of needs. 

The organization have to reflect the fact that employees physiological and security needs. Then the performance will be improved to a very great extent in that organization. As employees yearn for social needs, it is part of the organization establish values ​​and norms that the work ethic will focus on in organizing organizational performance, with labor relations one of the most important areas for employees to strengthen. And also, Organization should help employees to attain their self-esteem and self-actualization needs. Employees realized organization cares so much about their satisfaction, employees will offer their best to the organization (Jerome, 2013)

Moraes, Coelho De and Gladis (2012) mentioned, in construction Industry the major concern of employees related to safety in workplace, construction workers are always worried about the safety in jobsite, and that security is always a key factor in any work activity. social needs in construction industry that collaboration at workplace is the main factor with problem at the jobsite than friendship, participation and acceptance. When the problem arises about esteem needs, workers had to show the alternatives of lowest importance at the workplace. consideration for work performed was the main factor that should be improved in the activities of the group investigated. With regard to self-Actualization needs workers should improve their productivity at workplace, Greater respect from superiors, stimulating creativity, Opening to presentations of ideas and suggestions to problems resolutions in construction industry. So, as per the General needs in Maslow’s Hierarchy of Needs safety needs remains a matter of great concern within the construction site.

 References

Ball, B., 2019. A summary of motivation theories, s.l.: s.n.

Bob, P. (2009) ‘An Exercise in Personal Exploration: Maslow’s Hierarchy of Needs’, The Surgical Technologist, 41(8), pp. 347–353. Available at: http://www.ast.org/pdf/308.pdf.

Bowen, P. et al. (2008) ‘Job satisfaction of South Africa quantity surveyors Are employers happier than employees ?’ doi: 10.1108/17260530810891270.

Jerome, N. (2013) ‘Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance’, International Journal of Business and Management Invention ISSN (Online, 2(3), p. 23198028.

Maslow, A. H. (1943) ‘Preface to motivation theory.’, Psychosomatic Medicine, 5, pp. 85–92.

Moraes, P. V., Coelho De, C. G. and Gladis, C. (2012) ‘Maslow’s theory of motivation - Hierarchy of needs: Results from construction operational workers in São Paulo city, Brazil’, Applied Mechanics and Materials, 174–177, pp. 2339–2342. doi: 10.4028/www.scientific.net/AMM.174-177.2339.

Mullins, L. J. (2005) Management and Organisational Behaviour. 7th edn. Edinburgh Gate, Harlow: Pearson Education Limited Edinburgh. doi: MANAGEMENT AND ORGANISATIONAL BEHEVIOUR.

Introduction about Employee Motivation and Construction Industry

The construction industry is regarded as one of the most important key factor in the country’s economy (Yong and Mustaffa, 2012). It cooperates with diverse professions including structural engineering, architecture, civil engineering, quantity surveying, building surveying, project management.(Cheng, 2001). However, the poor performance of the construction industry is mentioned by some reports principally. Moreover, due to varying construction economic, innovative machineries, novel talents, government policies the developing countries are facing many challenges. 

All organizations want to achieve success, even in the current highly competitive environment. Because of that companies regardless of size and market, endeavor to retain the best employees, recognizing their significant role and have an effect on organizational success. So, overcome these situations companies should build up strong and positive bond with their employees and direct them to completion of their tasks (Bobre, 2013)

To reach the organizational goals, keep employees motivated should not be enough, helping employees to achieve their individual personal career goals is a significant part of their motivation (Naile and Selesho, 2014). According to Bobre (2013) only few organizations consider the human capital as being their key strength. employees are not satisfied with their roles and not motivated to achieve their tasks and goals; the organizations cannot achieve success.

Motivation can be defined as an emotional procedure for persons that could reason the commencement of certain performance (Pinder, 2008; Arshadi, 2010). Motivation is the word used to discuss the intention why people work and explain how individuals direct their effort over time to achieving a shared, structural objective (Darrington and Howell, 2011). Motivation is an essential factor for managers because it, beside with capability and environmental factors, determines individual enactment (Griffin, 2012). According to Naile and Selesho (2014) motivation is the driving force in pursuing and satisfying one's needs.

Motivation also defined as the process of an individual person’s passion, direction and persistence. The effort toward reaching a goal or task, meaning the outcome of the interaction between an individual and a situation (Robbins, Judge, Odendaal & Roodt, 2009)

Balhaji (2008) classifies the following characteristics of motivation,

• Motivation is based on human needs and is generated within an individual.

• Motivation is whole, individual only motivated by fulfilling certain needs completely, not partially.

• Motivation is a continuous process because if one need is satisfied, new ones arise.

• Motivation triggers goal-oriented behavior; a person behaves in a way that satisfies his or her goals or needs.

• Motivation is a complex process, because motivation is different from individual. understand a diversity of needs and have to use variety of rewards to motivate them.

 

Reference

Arshadi, N. (2010) ‘Basic need satisfaction, work motivation, and job performance in an industrial company in Iran’, Procedia Social and Behavioral Sciences., 5, pp. 1267–1272.

 

Balhaji, J. (2008). Motivation theory. Social Science Research Network, 1-12.

 

Bobre, O.-I. (2013) “Employee motivation and organizational performance,” Review of Applied Socio-Economic Research.

 

Cheng, E. W. L. et al. (2001) ‘Network communication in the construction industry’, Corporate Communications: An International Journal, 6(2), pp. 61–70.

Darrington, J. W. and Howell, G. A. (2011) ‘Motivation and incentives in relational contracts’, Journal of Financial Management of Property and Construction, 16(1), pp. 42–51.

Griffin, R. W. (2012) Management Fundamentals. 6th edn. Mason, OH: South-Western Cengage Learning.

Naile, I. and Selesho, J. M. (2014) “The role of leadership in employee motivation,” Mediterranean Journal of Social Sciences.

Pinder, C. C. (2008) Work motivation in organizational behavior., USA: Prentice Hall. Reich.

Robbins, S.P., Judge, T.A., Odendaal, A. & Roodt, G., (2009). Organisational Behaviour: Global and South African Perspectives. 2nded. Cape Town: Pearson Education Inc

Yong, Y. C. and Mustaffa, N. E. (2012) ‘Analysis of factors critical to construction project success in Malaysia’, Engineering, Construction and Architectural Management.