What is Herzberg’s Two-Factor Theory, and what are best practices, tools and online templates for teams and organizations?
Definition of Herzberg’s Two-Factor Theory
Herzberg’s Two-Factor Theory proposes that there are two categories of job characteristics, one of which is consistently related to job satisfaction (called motivation factors) and one related job dissatisfaction (called hygiene factors). He proposed that elements of the job that dealt with the tasks given to the employee and their growth and development created satisfaction whereas external factors such as pay and coworker relationships related to dissatisfaction when they weren’t present, but do not encourage employees to work harder. His central conclusion was that satisfaction and dissatisfaction were two separate factors rather than being opposing ends of the same spectrum.
Description of Herzberg’s Two-Factor Theory
There are four situations an organization can find itself in using the factors from this theory.
- High hygiene and motivation: In this situation, workplace conditions promote employee motivation and simultaneously, employees have no grievances about their salary, status etc.
- High hygiene and low motivation: Here, employees are unmotivated to perform their work. They might be satisfied with external working conditions but nothing about their tasks inspires them to work diligently. In this case, employees are simply working for a paycheck rather than taking intrinsic interest in their work.
- Low hygiene and high motivation: These set of circumstances results in highly motivated employees who have many complaints about the competitiveness of their salary and working conditions.
- Low hygiene and motivation: Finally, this situation is one in which employees are neither motivated nor content with their external working conditions.
In order to best reduce stressful aspects of the job, ensure that employees feel supported, salaries are competitive with those in the industry and, as often as possible, make sure that employees are performing work that they find meaningful. In addition to eliminating undesirable working conditions, workplace satisfaction can be accomplished when employees are given appropriately challenging tasks, a variety of tasks to perform that require different, but complementary skill-sets and more responsibilities.
Tools & Templates
Herzberg’s Two-Factor Theory is most often described or represented as a model in presentation software.
upBOARD's Online Growth Mindset Tools & Templates
Unlike most traditional Herzberg’s Two-Factor Theory processes, upBOARD’s online Herzberg’s Two-Factor Theory tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other human resources best practice tools and templates, including:
Career Planning, Change Management, Communication Management, Competency-Based Interviewing, Critical Incidents, Culture Mapping, Delphi Method, Employee Engagement Surveys, Executive & Leadership Coaching, Growth Mindset, Herzberg’s Two-Factor Theory, Job Analysis, Job Description, Learning and Growth Perspective, Mentoring, Performance Management, RACI, Resource Breakdown Structures (RBS), Retirement Index, Skills Requirement Checklist, Stakeholder Analysis, and Workday Task Analysis.