The two-factor theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job. Al primero de ellos Herzberg lo llamó grupo de factores higiénicos o de mantenimiento. Se trata de condiciones del trabajo que actúan principalmente para. Modelo de Herzberg Modelo de Herzberg Modelo de Herzberg Modelo de Herzberg Factores Higiénicos Factores Higiénicos Insatisfacción Insatisfacción.

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Scope of Herzberg’s Two Factor Theory This theory need not be confined to any type of business situation. The theory is pretty good, but I am of the view that the underlying reason for a big percentage of people who move on is the boss. Just analyze an interactional session between two individuals.

Additional Hygiene Factors Though the theory covers many of the reasons, I believe others factors like management style, organization culture, office politics, training stand In Herzberg stated that his two-factor theory study had already been replicated 16 times in a wide variety of populations including some in Communist countries, and corroborated with studies using different procedures that agreed with his original findings regarding intrinsic employee motivation making it one of the most widely replicated studies on job attitudes.

In the current crisis, it’s important to keep your innovation effort at a high level. These twelve questions align squarely with Herzberg’s motivation factors, while hygiene factors were determined to have little effect on motivating high performance.

Motivation Hygiene applies Everywhere Herzberg’s 2 Factor theory need not confine to work situations only. Work and the Nature of Man. Presentaciones sobre Dos Factores Teoria. Such a strategy would boost moral The Motivation to Work 2nd ed.

Retrieved December 9, Herzberg’s theory concentrates on the importance of internal job factors as motivating forces for employees. Another problem however is that these and other statistical theories are concerned with explaining “average” behavior, despite considerable differences between individuals that may impact herznerg motivational factors.


In effect, this diagram of expectancy depicts an employee asking themselves the question posed by one investigator, ” How much payoff is there for me toward attaining a personal goal while expending so much effort toward the achievement of an assigned organizational objective?

The two-factor theory also known as Herzberg’s motivation-hygiene theory and dual-factor theory states that there are certain factors in the workplace that cause job satisfactionwhile a separate set of factors cause dissatisfaction. According to Herzberg, hygiene factors are what causes dissatisfaction among employees in the workplace. The most basic is the criticism that both of these theories contain the relatively explicit assumption that happy and satisfied workers produce more, even though this might not be the case.

According to the Two-Factor Theory, there are four possible combinations: But, again there are other elements in the work environment which may e How Can motivation be measured? Psychology and Work Today: Test of a Theory”. More often than not, they are happy on their beats which could be due The two-factor theory developed from data collected by Herzberg from interviews with engineers and accountants in the Pittsburgh area, chosen because of their professions’ growing importance in the business world.

There are several ways that this can be done but some of the most important ways to decrease dissatisfaction would be to pay reasonable wages, ensure employees job security, and to create a positive culture in the workplace.

Strong Motivational Factors Can Overcome Demotivating Factors Deeply felt internal motivational factors can overcome demotivating factors. This appears to parallel Maslow’s theory of a need hierarchy. Drivers and Levers of Employees.

Two-factor theory

This theory suggests that to improve job attitudes and productivityhigienicoa must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in dissatisfaction. While the Motivator-Hygiene concept is still well regarded, satisfaction and dissatisfaction are generally [ who? In the mean time hygien Retrieved from ” https: Base your Workspace Design on Employee Interaction.


Herzberg considered the following hygiene factors from highest to lowest importance: Increasing Employee Motivation and Satisfaction with Job Titles Traditional purposes of job titles are standardization and benchmarking. Two Factor Theory herzbrrg. Unlike Maslowwho offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm fsctores motivation-hygiene theory, although their work has been criticized on methodological grounds.

What are the Main Causes of Attrition? Conversely, the dis-satisfiers company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary contribute very little to job satisfaction.

In this book, the authors discuss how the study identified twelve questions that provide a framework for determining high-performing individuals and organizations. Human minds need motivations so often Such positive internal motivational factors could be a strong belie The separation of satisfaction and dissatisfaction has been shown to be an artifact of the Critical Hlgienicos Technique CIT used by Herzberg to record events.

TEORIA MOTIVACIONAL DE HERZBERG by jessica jimenez on Prezi

For instance, in their pursuit of status a person might take a balanced view and strive to pursue several behavioral paths in an effort to achieve a combination of personal status objectives. International Journal of Public Administration.

Views Read Edit View history. They are sources and reflections of formality and rigidity or mechanis Satisfaction and Dissatisfaction According to Herzberg. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. In order to remove dissatisfaction in a work environment, these hygiene factors must be eliminated.

What motivates Employees to be more Innovative? Articles with attributed pull quotes All articles with specifically marked weasel-worded phrases Articles with specifically marked weasel-worded phrases from December All articles with unsourced statements Articles with unsourced statements from December