HERZBERG’S MOTIVATION-HYGIENE MODEL THEORIES OF MOTIVATION

 HERZBERG’S MOTIVATION-HYGIENE MODEL
ORGANIZATION BEHAVIOR

   CIVIL SERVICES MAIN EXAMINATION

   BBA/BCOM/MBA/MCOM

   MEANING

1.       RENSIS LIKERT HAS CALLED MOTIVATION,” THE CORE OF MGMT’

2.       MOTIVATION HAS BEEN DERIVED FROM ‘MOTIVE’ WHICH MEANS ANY IDEA,NEED OR EMOTION THAT PROMPTS A MAN INTO ACTION.WHATEVER MAY BE THE BEHAVIOR OF A MAN,THERE IS SOME STIMULUS BEHIND IT. STIMULUS IS DEPENDENT UPON THE MOTIVE OF THE PERSON CONCERNED.

3.       MOTIVATION REFERS TO DEGREE OF READINESS OF AN ORGANISM TO PURSUE SOME DESIGNATED GOAL AND IMPLIES THE DETERMINATION OF THE NATURE AND LOCUS OF FORCES,INCLUDING THE DEGREE OF READINESS.

   HERZBERG ‘S MOTIVATION HYGIENE THEORY

1.       WITH A DISTINCTION BETWEEN MOTIVATIONAL AND MAINTENANCE FACTORS IN JOB SITUATION. A RESEARCH STUDY WAS CONDUCTED ON INTERVIEW OF 200 ENGINEERS AND ACCOUNTANTS WHO WORKED IN ELEVEN DIFFERENT FIRMS IN PITTSBURGH AREA.THESE MEN WERE ASKED TO RECALL SPECIFIC INCIDENTS IN THEIR EXPERIENCE WHICH MADE THE FEEL EITHER PARTICULARLY GOOD OR PARTICULARLY BAD ABOUT THE JOB

2.       THE FINDING OF THE RESEARCH THAT GOOD FEELING IN THE GROUP UNDER TEST WERE KEYED TO SPECIFIC TASKS THAT THE MEN PERFORMED RATHER THAN TO BACKGROUND FACTORS SUCH AS MONEY,SECURITY OR WORKING CONDITIONS AND WHEN THEY FELT BAD IT WAS BECAUSE OF SOME DISTURBANCE IN THESE BACKGROUND FACTORS WHICH CAUSED THEM TO BELIEVE THAT THEY ARE TREATED UNFAIRLY.

3.       GROUP OF ENGINEERS AND ACCOUNTANTS THE REAL MOTIVATORS WERE OPPORTUNITIES TO BECOME MORE EXPERT AND TO HANDLE MORE DEMANDING ASSIGNMENT

4.       HERZBERG ‘S MOTIVATION HYGIENE THEORY

5.       THERE WERE TWO SETS OF CONDITIONS:-

1.       MAINTENANCE OR HYGIENE FACTORS:- DO NOT MOTIVATE EMPLOYEES BUT THEIR ABSENCE MAY CAUSE DISSATISFACTION

2.       MOTIVATING FACTORS BUILD STRONG MOTIVATION  AND HIGH JOB SATISFACTION BUT THEIR ABSENCE RARELY PROVE DISSATISFIER

   MAINTENANCE OR HYGIENIC FACTORS

1.       HYGIENIC FACTORS INCLUDE SUCH THINGS AS WAGES,FRINGE BENEFITS ,PHYSICAL CONDITIONS AND OVER ALL COMPANY POLICY AND ADMINISTRATION

2.       THE PRESENCE OF THESE FACTORS AT SATISFACTORY LEVEL PRESENTS JOB DISSATISFACTION

3.       BUT THEY DO NOT PROVIDE MOTIVATION TO THE EMPLOYEE

   MAINTENANCE OR HYGIENIC FACTORS

1.       COMPANY POLICY AND ADMINISTRATION

2.       TECHNICAL SUPERVISION

3.       INTER PERSONAL RELATIONS WITH SUPERVISORS AND ALSO WITH PEERS

4.       SALARY

5.       JOB SECURITY

6.       PERSONAL LIFE

7.       WORKING CONDITIONS

8.       STATUS

   MOTIVATING FACTORS

§ALSO KNOWN AS SATISFIER AND INCLUDE SUCH FACTORS AS RECOGNITION,FEELING OF ACCOMPLISHMENT,OPPORTUNITY OF ADVANCEMENT AND POTENTIAL FOR PERSONAL GROWTH,RESPONSIBILITY AND SENSE OF JOB AND INDIVIDUAL IMPORTANCE AND NEW EXPERIENCE AND CHALLENGING ETC

§ESSENTIAL FOR INCREASING THE PRODUCTIVITY OF THE EMPLOYEES

   MOTIVATIONAL FACTORS

1.       ACHIEVEMENT

2.       RECOGNITION

3.       ADVANCEMENT

4.       WORK ITSELF

5.       POSSIBILITY OF GROWTH

6.       RESPONSIBILITY

   HERZBERG ‘S MOTIVATION HYGEINE THEORY

1.       TWO SETS OF FACTORS ARE UNI DIMENSIONAL AS THEIR EFFECT CAN BE SEEN IN ONE DIRECTION ONLY

2.       IF HYGIENE FACTORS ARE PRESENT THEY ACT AS MAINTENANCE FACTORS BUT IF THEY ARE ABSENT THEY ARE DISSATISFIER

3.       IF MOTIVATOR ARE PRESENT THEY PROVIDE SATISFACTION OR MOTIVATION BUT IF THEY ARE ABSENT THE GET NO SATISFACTION

   CONTRIBUTION OF HERZBERG THEORY

1. THE BASIC CONCLUSION OF HERZBERG’S THEORY IS THAT ONE CAN NOT ACHIEVE THE HIGH PERFORMANCE SIMPLY BY IMPROVING WAGES AN WORKING CONDITIONS
2. HE STRESSED UPON THE JOB AS INTRINSIC MOTIVATING FACTOR
3. THE KEY TO JOB SATISFACTION AND HIGH PERFORMANCE LIES IN JOB ENRICHMENT
4. THE HERZBERG’S THEORY HELP MANAGER UNDERSTANDING HUMAN BEHAVIOR
5. MANAGERS FOCUS ONLY MAINTENANCE FACTORS BUT IN ORDER TO INCREASE THE MOTIVATION OF THE DESIRED BEHAVIOR FROM EMPLOYEE ,FOCUS ALSO ON MOTIVATING FACTORS
6. HE ALSO SAID THAT TODAY’S MOTIVATORS ARE TOMORROW’S HYGIENE FACTORS

   EVALUATION

   MERITS

1.       PROVIDE AN INSIGHT INTO THE TASK OF MOTIVATION BY DRAWING ATTENTION TO THE IMPORTANCE OF JOB FACTORS WHICH ARE IGNORED

2.       VALUE OF JOB ENRICHMENT IN MOTIVATION

3.       ALSO HELP IN UNDERSTANDING THE BEHAVIOR OF THE EMPLOYEES

   CRITICISM

1.       DRAW CONCLUSION FROM A LIMITED STUDY

2.       HIS METHODOLOGY WAS DEFECTIVE DUE TO COMMON BIAS

3.       TOO MUCH EMPHASIS ON JOB ENRICHMENT

4.       DID NOT PAY ATTENTION TO PAY,STATUS OR INTERPERSONAL RELATIONSHIP

5.       THE DISTINCTION BETWEEN MAINTENANCE FACTORS AND MOTIVATING FACTOR IS NOT DEFINITE

6.       IGNORED THE DOMINATING INFLUENCE OF SITUATIONAL FACTORS