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Herzberg's Hygiene and Motivational Factors

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Herzberg's Hygiene and Motivational Factors
Frederick Herzberg was considered one of the most influential management consultants and professors of the modern postwar era. Herzberg was probably best known for his challenging thinking on work and motivation. He was considered both an icon and legend among visionaries such as Abraham Maslow, Peter Drucker, and Douglas MacGregor.
Herzberg (1966) is best known for his list of factors that are based on Maslow's Hierarchy of Needs, except his version is more closely related to the working environment:
HERZBERG'S HYGIENE & MOTIVATIONAL FACTORS
Hygiene or Dissatisfiers: * Working conditions * Policies and administrative practices * Salary and Benefits * Supervision * Status * Job security * Co-workers * Personal life
Motivators or Satisfiers: * Recognition * Achievement * Advancement * Growth * Responsibility * Job challenge Hygiene or dissatisfiers factors must be present in the job before motivators can be used to stimulate a person. That is, you cannot use motivators until all the hygiene factors are met. Herzberg's needs are specifically job related and reflect some of the distinct things that people want from their work as opposed to Maslow's Hierarchy of Needs which reflect all the needs in a person's life.
Building on this model, Herzberg coined the term job enrichment — the process of redesigning work in order to build in motivators by increasing both the number of tasks that an employee performs and the control over those tasks. It is associated with the design of jobs and is an extension of job enlargement (an increase in the number of tasks that an employee performs).
McGregor's Theory X and Theory Y
Douglas McGregor (1957) developed a philosophical view of humankind with his Theory X and Theory Y — two opposing perceptions about how people…...

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