Fundamentals of Management, 8th ed



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two-factor theory

of motivation

Suggests that

people’s satisfaction

and dissatisfaction

are influenced by two

independent sets of

factors—motivation

factors and hygiene

factors

Chapter 10: Managing Employee Motivation and Performance

2 9 7

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factors alone will usually do just enough to get by. Thus, managers should proceed to

stage 2—giving employees the opportunity to experience motivation factors such as

achievement and recognition. The result is predicted to be a high level of satisfaction

and motivation. Herzberg also went a step further than most other theorists and

described exactly how to use the two-factor theory in the workplace. Specifically, he

recommended job enrichment, as discussed in Chapter 6. He argued that jobs should

be redesigned to provide higher levels of the motivation factors.

Although widely accepted by many managers, Herzberg’s two-factor theory is not

without its critics. One criticism is that the findings in Herzberg’s initial interviews

are subject to different explanations. Another charge is that his sample was not repre-

sentative of the general population and that subsequent research often failed to uphold

the theory

9

. At the present time, Herzberg’s theory is not held in high esteem by



researchers in the field. The theory has had a major impact on managers, however,

and has played a key role in increasing their awareness of motivation and its impor-

tance in the workplace.


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