Being motivated has undeniable benefits in various aspects of life, and this extends to the business and work sphere as well. Motivation is one of the primary factors that drives and engages workers in an organization to perform better and achieve success, leading to their satisfaction. However, motivation in Mexico ranks low, as a study conducted by trabajando.com revealed that only 32% of employees in the country are truly motivated.

Motivation, along with satisfaction or dissatisfaction, is precisely the central focus of Herzberg theory. Continue reading this article to learn what this theory is and how to implement it in a company to better motivate the work team.

What is Herzberg Theory?

Herzberg theory, also known as the two-factor theory, dual-factor theory, or motivation-hygiene theory (bifactorial theory), states that people’s performance at work depends on the level of satisfaction they experience in their work environment. And to increase satisfaction, motivation must be increased.

In general terms, this theory proposes that there are two sets of factors that influence the level of satisfaction and motivation of individuals at work: hygiene factors (related to the primary needs of Maslow’s hierarchy of human needs and social needs) and motivation factors (related to secondary needs).

Who was Frederick Herzberg?

Herzberg theory was developed and published in 1959 and is named after the American industrial and organizational psychologist Frederick Herzberg.

To articulate the theory, Herzberg conducted interviews with workers to understand what triggered their satisfaction and dissatisfaction in the work environment. Based on the data obtained, he formulated the dual-factor theory of Herzberg. Its impact has been significant, as it continues to be used today in the field of human resources in companies.

How does Herzberg Theory work?

This theory is put into practice in collaboration with the human resources department, and its functioning is vital for organizations as it allows understanding what motivates employees and how to contribute to their motivation.

For example, in a company that applies this theory, actions that could negatively affect workers’ productivity can be reviewed, such as recognizing the achievements and successes of the team, among other good practices associated with Herzberg’s two-factor theory.

Hygiene Factors

When discussing hygiene factors in Herzberg’s theory, reference is made to those factors that are related to employees’ primary needs, which are essential to prevent dissatisfaction and ensure a suitable work environment. This refers to work conditions and the work environment. Here are some factors:

• Economic factors: These refer to the salary and monetary recognition that workers receive for their work. Inadequate salaries or unfair benefits could lead to dissatisfaction.
• Work conditions: This corresponds to the physical environment, cleanliness, safety, and equipment expected in the workplace. An unsafe or unsanitary place could negatively affect workers’ satisfaction.
• Job security: Having clear policies and procedures that protect employees from unnecessary risks is related to this factor. The lack of safety regulations or exposure to risky or dangerous situations could cause dissatisfaction.
• Social factors: These are related to work interactions and relationships, including effective communication, camaraderie, and support among colleagues. If all of the above is negative, it could generate dissatisfaction among employees.
• Additional benefits: Organizations can provide their employees with medical service plans, family insurance, and assistance programs. They can also offer physical benefits such as office facilities, restrooms, and job categories for employees. If these benefits are lacking, individuals may express discontentment in their work.

Motivation Factors

Unlike hygiene factors, motivation factors are linked to employees’ secondary needs. This includes personal development, recognition, and self-fulfillment in their work. By promoting these factors, job satisfaction and commitment are fostered. Here are some of these factors:

• Challenging work: This refers to providing employees with challenging and varied tasks that allow them to deploy their skills and knowledge in a meaningful way. This stimulates and motivates them in their work.
• Achievement and self-fulfillment: It is essential to provide opportunities for employees to have clear goals and achieve significant accomplishments in their performance. Recognizing and valuing their contributions also increases their sense of self-fulfillment and satisfaction.
• Recognition: Regularly and meaningfully recognizing and rewarding employees’ achievements and efforts is key to strengthening their motivation and satisfaction. This can be done in various ways, such as praise, awards, or incentive programs, among others.
• Responsibility: Providing employees with the opportunity to assume responsibilities and participate in decision-making related to their work. This gives them more autonomy and control over their tasks, which has a positive impact on employee motivation.

What can be learned from Herzberg Theory?

This theory, which continues to be relevant after more than 60 years, highlights the importance of employee motivation and satisfaction. It emphasizes the need to address both hygiene and motivation factors to create a work environment that pursues these objectives.

Differences between Herzberg Theory and Maslow’s Theory

Herzberg’s theory differs from Maslow’s theory. Herzberg’s theory is based on rewards and recognition and analyzes hygiene and motivation factors that influence employee satisfaction and motivation in the workplace. It specifically focuses on employees’ needs in the work environment and not other aspects of life.

Maslow’s theory, on the other hand, focuses on human needs and their satisfaction, encompassing broader aspects of life such as physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. This allows it to be applied to different contexts and life situations.

Benefits of Herzberg Theory

There are several benefits of applying this theory in a company, including:

• Increased productivity of workers and, consequently, the company.
• Improved work environment and atmosphere.
• Encouragement of creativity and innovation among employees.
• Greater commitment and loyalty from the team.
• Retention of talent, as employees are less likely to seek opportunities elsewhere.
• Reduction of recruitment and training costs.
• Enhancement of the company’s image and reputation by fostering a positive work culture.

How to apply the two-factor theory in a company?

A question that may arise is how to implement and apply this theory in an organization. Here are some ideas:

• Offer attractive salaries and benefits that meet the needs and expectations of employees.
• Ensure a safe and healthy work environment with appropriate working conditions.
• Establish fair and equitable management policies and practices.
• Provide opportunities for development and professional growth, such as training programs and internal promotion.
• Recognize and reward employees’ achievements and good performance.
• Encourage employee participation and autonomy in decision-making.
• Provide challenging and meaningful job positions, allowing employees to utilize their skills and talents.

Example of Herzberg’s motivation and hygiene theory

The hygiene factors in Herzberg’s theory may not necessarily lead to increased employee motivation, but they can help eliminate employee dissatisfaction, improve performance, and reduce turnover.

The motivation factors suggested by Herzberg, as an example, will lead to employee satisfaction, motivation, and commitment to work.

If we think about organizations that have applied this theory, two prominent examples are Google and Amazon, both addressing satisfaction and dissatisfaction.

Google offers its employees motivation factors such as stimulating work, autonomy, and opportunities for growth and development. In terms of hygiene factors, they provide good compensation and benefits, a comfortable work environment, and flexible hours, for example.

The case of Amazon is more controversial because it has received criticism for poor working conditions, such as long hours and lack of job security, representing low hygiene factors. However, on the other hand, it offers opportunities to work on innovative projects and provides recognition for good work, which motivates employees.

Strategies for applying Herzberg’s theory in HR

Building upon one of the previously discussed points, we can summarize how to apply this theory in the Human Resources (HR) department as follows:

1. Understand employees’ motivations.
2. Support departments in designing meaningful tasks.
3. Establish an effective recognition system.
4. Foster a growth-oriented environment for employees.
5. Educate managers about the importance of delegating key responsibilities within the company.
6. Instill a culture of collaboration and constant support within the organization.
7. Maintain a balance between hygiene and motivational factors.

If you want to understand and correctly apply Herzberg’s theory in your company or organization, Kilpatrick has everything you need to achieve that with the assistance of our HR experts.