Paper Summary:

This paper provides an in-depth analysis of An Analysis of Herzberg's motivation hygiene theory, particularly as it relates to employee satisfaction and performance. First, the paper describes the basic aspects of Herzberg's motivational hygiene theory, which is divided into basic factors, or as he called them Hygiene factors, which need to be present for employees to alleviate feelings of job dissatisfaction. Then the paper addresses motivators in the theory which are seen as the catalysts of moving employees from not satisfied with their roles to be satisfied. According to the paper, inherent in the model is not purely the attainment of satisfaction through self-actualized bur rather the alleviation of pain by minimizing dissatisfying factors in job designs and responsibilities. Next, the paper lists and describes each of the factors that comprise the model. A figure containing a table is included in the paper.

Outline:

Introduction
An Analysis of Herzberg's Motivation Hygiene Theory

From the Paper:

"What differentiates Herzberg's two factor theory is that it also takes into account a third dominant variable, and that is the environment, as the reaction to Hygiene factors is to satiate while Motivators are the catalyst for exceptional achievement through the internalization of the core objectives of the role and its responsibilities. What also differentiates this model is the fact that it has been proven empirically in hundreds of studies, the most noteworthy being an analysis of Hygiene versus Motivators for workers in highly skilled, technical publications. According to Backer (1973) Herzberg's theory has been validated in a study of 203 accountants and engineers, where technical professionals were asked their main sources of job satisfaction and dissatisfaction. Backer's analysis centered on asking technical professionals to describe those situations and occurrences when they felt most and least in control of their work, and most and least attuned to job satisfaction over time. The results of this study of technical professionals indicate that a stability level of Hygiene factors lead to no job satisfaction, merely a reduction in job dissatisfaction (Backer, 1973). It was also found that through the study, the Motivators as defined in the Motivational Hygiene Theory were statistically..."

Sample of Sources Used:

• Backer (1973) Motivating Workers. Johannesburg: McGraw-Hill
• Baldonado, A., and J. Spangenburg. 2009. Leadership and the Future: Gen Y Workers and Two-Factor Theory. Journal of American Academy of Business, Cambridge 15, no. 1, (September 1): 99-103
• Chapman, n.d.- Frederick Herzberg Motivational Theory [Online] Available from: http://www.mftrou.com/frederick-herzberg-theory.html Accessed on September 19, 2009.
• Herzberg (1976) The Managerial Choice: to be efficient and to be human. Dow Jones-Irwin: Homewood, Illinois
• Herzberg, Frederick. 1987. One More Time: How Do You Motivate Employees? Harvard Business Review, September 1, 109.

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