HR ESSAY on: Relevance of Herzberg’s motivation theory: Critique of article

Introduction

Herzberg’s two-factor theory of motivation (1959) explains and studies the factors that play key role in making the employees of an organization satisfied or dissatisfied about their work and job profiles. The two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead to satisfying workers in the work environment. On the other hand, motivators are the factors that are related to the nature of the job and play a significant role in providing satisfaction among workers and leading to higher level of motivation (Bassett-Jones and Lloyd 2005).

            Herzberg’s two factor model contributed significantly in understanding factors of motivation among workers in organizations, but it is necessary to understand the relevance and validity of the model in today’s dynamic corporate environment where downsizing, employee empowerment, knowledge management and organizational learning have become common terms.

            The thesis statement for the paper is: Relevance and validity of Herzberg’s two factor theory in today’s business environment. The critique will help in understanding the validity of two-factor model in today’s business environment and what motivates workers at the workplace in terms of contributing ideas and working in coherence with the aim of the organization.

Strengths and weaknesses of the article

            The article ‘Does Herzberg’s motivation theory have staying power’ revisits the basis of the motivation theory given by Herzberg and is investigated under the work based suggestion schemes so as to understand what motivates workers to contribute ideas. The strengths of the article are as follows:

Extensive coverage of the basis of motivation theory

            The article has covered the formation of the motivation theory and related literature in extensive manner so as to understand the scenario 50 years earlier when the theory was first framed. Earlier, organizations remained competitive without requiring high level of creativity or innovation due to emphasis on mass production of goods and services. But, as time passed, more integrated work systems emerged that demanded more commitment and participation of employees in organization’s work. So, use of suggestion schemes for identifying motivators, who contribute ideas due to their internal stimuli, and movers, who contribute their ideas due to external stimuli, helps in understanding Herzberg’s explanation of motivation and movement (Bassett-Jones and Lloyd 2005).

Identification of movers and motivators

            The study identifies movers and motivators on the basis of the work suggestion schemes and ideas contributed by employees. Movers have an association with the desire of winning rewards and gifts, while motivators relate to the sense of achievement. They also have the desire to bring improvement in the success of the organization as well as save the money of the employer.

            Relationship with the line manager is not a motivator. There is no need of recognition by the manager when it comes to motivating contributors. However, it is a major hygiene factor in the context of contemporary business environment as there is negative impact of poor perception of line manager by the employees.

            It is a strong point in terms of identifying factors for motivators and movers to contribute in work suggestion schemes. It has also been supported in the study by Daartey-Baah and Amoako (2011) where it is stated that managers play a significant role in creating satisfaction among employees. It is considered as a hygiene factor and managers should work in direction of creating satisfaction among employees by providing proper working conditions.

Weaknesses of the article

            The focus of the study is on identifying validity of the Herzberg’s two factor theory by placing the study on examining the sources of satisfaction in respect of only one type of event, which is contribution of ideas by the employees in work suggestion schemes. There can be other events that can affect the motivation and movement of employees, that are not discussed in the article, such as suiting the special needs of employees and blending both hygiene and motivating factors for the efficiency and effectiveness of the work of employees as well as the organization concerned (Bassett-Jones and Lloyd 2005).

            Additionally, the article does not take into account the consideration that has an association with the social desirability and ego defense bias. There is also no consideration of the attribution of emotion of employees to certain events that occurred in the past. The focus is on just one event- contribution to ideas by employees in the organization.

Personal opinion on the subject

            Herzberg’s motivation theory is an important theory in organization behavior that identifies and examines factors contributing towards motivating employees at the workplace. There should be adequacy of the hygiene factors and managers must ensure that employees are motivated to work by giving opportunities, recognition, job enrichment, and utilizing their capabilities to the maximum possible level. It is essential to understand what motivates workers to give their best at the workplace. Employees rate factors related to motivation higher than those related to hygiene in the work setting. However, neither the hygiene factors alone nor the motivator factors alone can contribute significantly to remove the dissatisfaction on the whole. It is necessary on the part of managers to blend both the factors well so as to suit the specific as well as special needs of the employees of the organization. The pragmatic approach is to create a balance between the hygiene factors and the motivator factors (Dartey-Baah and Amoako 2011).

            Employees all over the world not only want job security but also want quality employment. They desire to be given ample opportunities for advancement, good working conditions, and fair treatment by managers, and autonomy on their work, challenging jobs and responsibility (Miner 2003). These factors are included in the motivator factors given by Herzberg and still holds true today in contemporary business environment. Today’s organizations focus on teamwork and cohesion among the group so as to create an inductive environment for work where employees are motivated to work and contribute to attaining the goals of the organization. As stated in the article, doing work in the form of team encourages the employees to bring about innovative ways of doing work, creating synergy at the workplace that ultimately has positive impact on the performance of the employees (Dartey-Baah and Amoako 2011).

            Herzberg determined the two factor motivation model in the era of industrial age where the major focus of organizations was mass production. The structure of the organizations also remained inflexible due to which employees were required to do stereotypical manual jobs. Studies by researchers, such as Cock and Davis (1990) demonstrate that work quality is one of the major factors that determine satisfaction among employees in terms of motivation. For instance, if an employee has adequate money, but he has no meaningful work, then the employee starts feeling lack of self value, which is again in coherence with the Herzberg’s theory that when money stops being the driving force of motivation for employees, psychological rewards takes its place and become more crucial as well as significant in terms of acting as driving force of motivation. So, money stops acting as the motivator for employees beyond a certain threshold (Critical Analysis of Adam J. Stacy’s and Frederick Herzberg’s Theories on Job Satisfaction of Employees 2012).

            In today’s business scenario, sources of satisfaction of work and the ways in which job can be designed so as to make the work itself more challenging and enriching can make employees motivate and organizations attain their aim and goals as mentioned in Herzberg motivation theory (Locke and Latham 2004). Herzberg stated that the only way to motivate employees in the organization is to give them challenging work so that they can feel a sense of responsibility as well as belongingness towards the organization. This statement is applicable to any job within every industry. Today, employees are involved in decision making due to which they feel more responsibility as well as find themselves at higher level of motivation. Intrinsic drivers dominate over external stimuli in terms of motivation and leads to contribution towards organizational success (Riley 2005).

Although, it is not always necessary that motivators keep motivating employees all the time and hygiene factors cause dissatisfaction. Some of these factors can interchange their roles as well. Therefore, it is required on the part of managers to adopt more pragmatic approach and apply blend of both motivator factors and hygiene factors to attain the individual as well as organizational goals with efficiency and effectiveness (Miner 2003).

             The thesis statement can be restated as- Herzberg’s two-factor motivation model holds significance, is relevant and valid in today’s business environment. It helps in basic understanding of factors of motivation at work.

Conclusion

            Herzberg’s two factor theory holds significance in terms of understanding basic factors that drive motivation among employees at the workplace that help them to feel connected with the organization and its goals. Although, the theory was proposed in the era of industrial age, yet it is considered as a very useful framework in today’s dynamic business organizations. Blended approach by managers can lead to better appreciation for responsibility which is undertaken by every individual at the workplace along-with more involvement and the better work efficiency. In contemporary business environment, organizations should strive to create inductive environment and develop systems that can help employees to overcome problems as well as help managers to encourage good practices at the workplace in good of both employees and the organization

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