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).
|
Motivation Factors |
Hygiene factors |
|
Advancement |
Interpersonal relationship |
|
Work itself |
Salary |
|
Possibility of growth |
Policies and Administration |
|
Responsibility |
Supervision |
|
Recognition |
Working conditions |
|
Achievement |
|
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’.
You can leverage this theory to help you get the best performance from your team. The two factors identified by Herzberg are motivators and hygiene factors. 1. Motivating Factors The presence of motivators causes employees to work harder. They are found within the actual job itself. 2. Hygiene Factors. Herzberg’s Motivation Theory model goes by a number of different names, including Two Factor Theory, Herzberg’s Motivation-Hygiene Theory, and Duel Structure Theory (Expert recruit Management)
ReplyDeleteAgree Malika, According to Alshmemri, Shahwan-Akl and Maude (2017), Maslow’s Theory of motivation which expresses that the need to satisfy needs is the principle variable in motivation. Herzberg’s Theory on motivation mentions that there are some variables existing at the workplace that results in job satisfaction or dissatisfaction
DeleteMaslow's theory speaks on the needs that must be met to motivate the individual, while Herzberg’s theory speaks on the reasons for satisfaction and dissatisfaction. Herzberg theory explains the factors that leads towards motivation. According to Maslow's hierarchy of needs, human needs can be classified into five main categories: physiological needs, security needs, belonging needs, respect needs, and self-awareness needs. According to Herzberg's two-factor theory, there are two factors as health factors and motivational factors that affect employee satisfaction (Armstrong,2006).
ReplyDeleteHerzberg's two-factor theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. motivators are factors that are intrinsic to the job, such as achievement, recognition, interesting work, increased responsibilities, advancement, and growth opportunities (Ruthankoon and Ogunlana, 2003).
DeleteHerzberg’s motivation- hygiene theory or two-factor theory was developed by (Herzberg, 1968). Herzberg did his theory by interviewing over 200 professionals where he classified job factors into two categories: Motivators or satisfiers and dissatisfies or hygiene factors (Mohamed, 2020).
ReplyDeleteMoreover, Hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary. Motivation factors led to positive job attitudes and hygiene factors surrounded the ‘doing’ of the job (Stello, 2011).
DeleteHerzberg state that definite characteristics of a job are always related to job satisfaction while different factors are associated with job dissatisfaction (Ratzburg, 2003). With the expansion of the service industry, the issue of how companies strive to capture and retain the best staff becomes relevant. The attempts and commitment of employees is a key competitive advantage and is crucial to the success of the firm (Bent & Freathy, 1997). Mtivation and job satisfaction are not overly complex. The problem is, many employers and managers look at the hygiene factors as a way to motivate when in reality, beyond the very short term, they do very little to motivate (Hayday, 2003).
ReplyDeleteHi Chamila, Herzberg grouped factors using their contribution to job satisfaction and job dissatisfaction. Motivation factors are found to be responsibility, advancement, possibility of growth, and supervision. Hygiene factors are working conditions, job security, site safety, and relationship with other organizations. Recognition, work itself, company's policy and administration, interpersonal relations, personal life and status contributed to both satisfaction and dissatisfaction (Ruthankoon and Ogunlana, 2003).
DeleteOrganizations can induce an environment to eradicate job dissatisfaction and create conditions for job satisfaction (Baah & Amoako, 2011). The challenge is during the process managers are to be aware that just because someone is not dissatisfied, it does not mean one is satisfied either. It is imperative in the work environment to identify conditions for job satisfaction (Dartey 2011). Motivation and job satisfaction is not complex in its holistic form. The problem is many employers and managers look into the hygiene factors only to seek motivation, where in fact, much probe is required on Motivators to achieve efficacy in the process (Hayday (2003).
ReplyDeleteHi Asitha, Herzberg’s two-factor theory, is one of the most significant theories related to job satisfaction. Hygiene factors include company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary. hygiene factors surround the “doing” of the job (Dion, 2006).
DeleteAccording to the Herzberg, (1987) motivators and hygiene theory, hygiene factor won’t motivate employees but missing it will unmotivated the employee. But the same factors identify as motivators in ERG Theory (Yang, Hwang & Chen 2011).
ReplyDeleteERG Theory is an amendment of the Maslow’s hierarchy by decreasing quantity of need types. Alderfer originated simply three levels of needs (Wiley, 2008). (1)Existence Needs; (2)Relatedness Needs; (3)Growth Needs.
DeleteAdding on motivation Factors are Intrinsic Factors that will increase employees’ job satisfaction; while Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction (Kian et.al 2013). Motivation factors included achievement, recognition, the work itself, responsibility, advancement and the possibility for growth, while hygiene factors included company policies and administration, relationship with supervisors, interpersonal relations, working conditions and salary (Alshmemri 2017).
ReplyDeleteAgreed Dimuthu, The main important of the two-factor theory is the difference between motivation and hygiene factors, or intrinsic and extrinsic factors. Herzberg states motivation factors as intrinsic to the job and hygiene factors as extrinsic to the job. Therefore, motivation factors operate to only increase and improve job satisfaction; whereas hygiene factors work to reduce job dissatisfaction (Alshmemri, Shahwan-Akl and Maude, 2017).
DeleteDartey-Baah and Amoako (2011), emphasis that Herzberg divided motivation in to two factors: Motivator and Hygiene’s further, two factors determine employee’s satisfaction or dissatisfaction about their job. Shermerhorn (2001), emphasizing that Herzberg's two-factor theory of clarifies the motivational effects of the work environment.
ReplyDeleteAgreed Janaka, Motivational factors can produce job satisfaction, but their absence leads to no job satisfaction. Therefore, poor hygiene factors can cause job dissatisfaction, hygiene factors can reduce dissatisfaction but cannot cause job satisfaction (Alshmemri, Shahwan-Akl and Maude, 2017).
DeleteHygiene factors are not directly related to the job and the presence of such conditions does not necessarily build strong motivation but necessary to prevent dissatisfaction. The absence of motivational factors does not prove highly dissatisfying but when present, they build strong levels of motivation that result in good job performance (Baah & Amoako, 2011).
ReplyDeleteAccording to Herzberg (2003), motivation factors as intrinsic to the job and hygiene factors as extrinsic to the job. Motivational factors can build job satisfaction. hygiene factors work to reduce job dissatisfaction. It’s also explained that the opposite of job dissatisfaction is no job dissatisfaction. The opposite of job satisfaction is no job
DeleteTwo-Factor Theory is closely related to Maslow's hierarchy of needs but it introduced more factors to measure how individuals are motivated in the workplace. This theory argued that meeting the lower-level needs (extrinsic or hygiene factors) of individuals would not motivate them to exert effort, but would only prevent them from being dissatisfied (Yusoff, 2013).
ReplyDeleteAgreed Isuru, Two-factor model of work motivation and developed the motivation-hygiene theory, it’s influenced by Maslow’s hierarchy of needs. Herzberg created a two-dimensional model of factors influencing people’s attitudes towards work (Jones, 2011).
DeleteThe four main hygiene factors of the construction industry can be identified as wage, work relation, work environment and job security which affect work efficiency(Ruthankoon & Ogunlana, 2003).
ReplyDeleteAgreed Kelum, also most relevant motivation factors of the construction industry is possibility of growth, Responsibility, Recognition and Achievements (Chileshe and Haupt, 2010).
DeleteWhile motivation is deemed to be a function of growth, hygiene factors do not motivate, but rather ‘move’ people because of the need to avoid punishment or failure (Hollyforde and Whiddett 2002).
ReplyDeleteAccording to Herzberg theory moral spirits related to motivators such as advancement,
ReplyDeleteachievement, work itself, recognition and growth. Whereas immoral or unpleasant feeling related to hygiene factors such as company policy, work security, supervision, money, working condition and relationship with peers (Shaikh, Shaikh and Shaikh, 2019)
Agreed Madhura, The main concepts behind the two-factor theory are the difference between the motivation and hygiene factors. In the two-factor theory, motivation is the variable most strongly correlated with job satisfaction. Motivation factors are related to a person’s job satisfaction (Alshmemri, Shahwan-Akl and Maude, 2017).
DeleteHerzberg revealed that certain characteristics of a job are consistently related to job satisfaction while different factors are associated with job dissatisfaction Ratzburg (2003). This is classified into motivator factors and hygiene factors which form the basis of his Motivational-Hygiene Model. Shermerhorn (2001), emphasizing that Herzberg's two-factor theory clarifies the motivational effects of the work environment. Motivation factors such as recognition, achievement, responsibility, growth, opportunities and promotion make high motivation and high satisfaction further, Hygiene factors include salary, Working Conditions, Job Security, personal life, Company policies and administration create general satisfaction (Kim, 2006).
ReplyDeleteThe main hypothesis of Herzberg’s theory was that certain factors lead to positive attitudes towards work, and others lead to negative attitudes. The other hypotheses stated that the factors and effects involving long-range sequences of events and short-range sequences of events, respectively, were distinct (Stello, 2011)
ReplyDeleteHerzberg’s hygiene-motivation theory, which has been addressed by many scholars in order to examine job satisfaction (Temple, 2013; Steingrímsdóttir, 2012). This theory determined that different aspects cause job dissatisfaction and satisfaction, also the emphasis on recognizing the individual’s needs and the strengths they identify with the purpose of satisfying these need, therefore which can be useful for the outcome of Herzberg’s theory which categorizes the factors, which affect job satisfaction into hygiene, and motivational factors. The hygiene factors such as (organization policy, pay, supervision and co-workers relationships, job security, working conditions) can lead to job dissatisfaction, on the other hand, do not upsurge the level of job satisfaction. Whereas the motivational factors such as (recognition, achievement, promotion, growth, work, and responsibility) can lead to job satisfaction, however do not reduce the level of dissatisfaction (Herzberg et al. 1959). They added that, however, it is essential to fulfilling the hygiene elements to reduce job dissatisfaction, it is more necessary to concentrate on the motivational elements in order to improve and escalate job satisfaction. Satisfiers or motivators contain the factor or aspects, which is built on the nature of the job itself, whereas hygiene aspects are related to the environment surrounding the job such as supervision and company policy.
ReplyDeleteProcess motivation theories seek to understand why employees have needs, why needs change and the mental processes they go through to gain an understanding of their needs as opposed to their satisfaction and how they choose behaviors in order to satisfy their needs (Lucier & Achua, 2007).
ReplyDeleteAccording to Bradlry (2003), The theory explains the factors that motivate employees by identifying their individual needs and desires. The dissatisfaction factor is called “hygiene” and the satisfaction factor is “motivators”.
ReplyDelete