Herzberg Theory Of Employee Motivation And Job Satisfaction

Herzberg, Mausner and Snyderman, published his findings on the motivation level of employees in which they came up with the conclusion that job satisfaction and dissatisfaction should be considered as two different things which are continuous, and this belief then removed the traditional idea that satisfaction and dissatisfaction fall in to one continuum. This particular articles gives result based on an empirical test performed for Hygiene- theory for motivation given by Herzberg. Herzberg has collectively called recognition, achievement, work itself, advancement and responsibility as ‘Motivators’. The factors that Herzberg called as ‘Hygiene’ are those which are concerned with that affecting job dissatisfaction including job salary company

(VINCENT C. BRENNER, CLAUDE W. CARMACK, and MARK G. WEINSTEINT, et al.). Also in an article some managers in African countries particularly in Ghana it was observed that the workers used to focus more on fulfilling their personal needs rather than those of the organization. Furthermore managers develop patronizing attitude towards their employees and create physical and psychological distance because of which employees are rather demotivated.HOWEVER when they considered the Herzberg motivation strategy and increased the pay of all the employees taking the hygiene factor important. The workers in Ghana were also seen to be motivated by the motivator factors in the Herzberg model as most of the workforce motivation have some essential characteristics like team work and group interaction and similarly when all of the were implemented on the Ghananian workforce the employees felt a sensation of belonging and team work also encouraged innovative ideas, this enhanced the synergy in the workplace due to which the colleagues have a positive impact on their performance. THEREFORE as Herzberg says in his theory only motivator factors or hygiene factors alone cannot motivate employees both need to be blended together and that is exactly how it worked out for the Ghananian employees. (George Kofi Amoako, 2011). ON THE OTHER HAND a study was conducted in order to find out how Herzberg model could be used to motivate the political parties so that they could be more loyal and dedicated towards their jobs and also increase the interest in electorate and democratic interest. GENERALLY Herzberg dual factor theory helps in the managers to be aware of the motivation of the workers and make them realize about the no-monetary factors to put their best efforts, also the extrinsic