Herzberg Two-Factor Theory

Research Research is defined as ‘a diligent and systematic investigation/ inquiry into a subject in order to discover or receive facts, theories and to find answers to a problem etc. Research is done when we want to find something. 2. Qualitative research Design Qualitative research is a method of inquiry employed in many different academic disciplines, traditionally in the social sciences, but also in market research and further contexts. Qualitative researchers aim to gather an in-depth understanding of human behavior and the reasons that govern such behavior.

TWO FACTOR MODEL: Herzberg developed one of the earliest theories relating job satisfaction in 1950s. His two factor theory emphasis that there are factors in the workplace that create satisfaction (motivators) and those which lead to dissatisfaction if they are not present (hygiene factor). There are four motivators in the theory: achievement, recognition, responsibility, and administration, working condition, and security. The implication of the theory is the satisfaction and dissatisfaction are not opposite end of the same scale and job satisfaction may merely be absence of job satisfaction.

He created a list of motivators that he believed would help give employees job satisfaction and hygiene factors that could lead to demotivation. Maslow’s hierarchy shows that although it is perceived that good pay at work should keep a worker happy and motivated, it is not enough, and rather that esteem, fulfillment of potential and appreciation are what truly motivates workers. Maslow believed that decision-making and challenges were more important than adequate pay in terms of

Given it is persuasive role on performance; therefore, it is serious important for managers or bosses to know the role of self-efficacy within the workplace (Talkdesk, 2013). Self-efficacy affects employees’ performance in workplace in the various ways, such as; Self-efficacy views disturb the choices one has to make and the opinion of trial of their goals and their level of obligation to individual goals. Now with that being said, employees with low levels of self-efficacy tend to choose less challenging goals for themselves and the employees with high level of self-efficacy tend to choose more challenging goals for him. Secondly, Employees perform and use effort at levels dependable with

Observational studies are studies in which the researcher merely observes the study units, making one or more measurements on each. (R.C Elston &W.D Johnson, 2008) Observational studies can be prospective or retrospective. In some cases, studies are combined and thus have elements of both prospective and retrospective studies (such as when exposure has happened but subjects are followed to observe the outcomes of the exposure).

1) One theory that could be used to refer to motivation in an organisation such as DrainFlow is Frederick Herzberg’s ‘Two factor theory of motivation’ theory, [Huczynski and Buchanan, 2001, p. 305]. According to this theory, there is two sets of factors that could make an employee to be content or discontent with their job, the motivator factors which consists of the individual’s level of achievement, advancement, growth, recognition, responsibility and the work itself, this would lead to the satisfaction of employees. The other factor is hygiene factors which consist of the individual’s pay, company policy, supervisor style, status, security and working conditions, which would lead to dissatisfaction, [Huczynski and Buchanan, 2001, p. 305]. According to Frederick Herzberg (1968), an increase of hygiene factors or context factors would not lead to an increased of motivation and performance despite it removing the dissatisfactions of an employee.

These theories and models can be used to reduce employee turnover in Organizations. Following theories are relevant to the situations hypothesized in the research under study. 2.9 Maslow’s Hierarchy of needs Theory Abraham Maslow an American psychologist developed this famous theory discussing what the human needs are that satisfies humans and why people want to meet their basic needs. In a 1943 paper called “A Theory of Human Motivation” Maslow clearly stated regarding the responsibility of employers to provide particular conditions of employment (Including Monetary benefits) to encourage and enable employees to fulfill their unique potentials. (A.H Maslow, 1943)

However, it has been highly criticized as being limited by its methodology; it was said that his link between satisfaction and productivity is only an assumption because no total measure of satisfaction was used. The argument states that though an individual may dislike certain aspects of his job, he may still find it acceptable. There are other approaches on motivation such as the Instinct theory as well as the Incentive theory of

Cooper & Schindler (2003) identified that two broad research methods are often used across various studies for logical reasoning. Two broad categories of research approaches are deductive approach and inductive approach. Research approach is usually selected by the researcher depending upon the nature of study and its specific requirements. In an inductive approach, the researcher first begins to collect relevant in accordance to the study under discussion. Once a substantial amount of data in the form of previously conducted similar studies, the researcher tries to understand the concepts and looks for patterns that could provide explanation to our identified research problem.

In developing his two-factor theory, Herzberg found that people, when feeling happy with their work, gave significantly different answers from when they felt bad about their work. (Herzberg, Mausner, and Snyderman, 1959). This signifies that an employee’s