Hertzberg’s Two Factor Theory of Motivation

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Recommended: The importance of motivation in the workplace

It is a known fact that our society and our workforce continues to change, however the same question of increasing worker productivity continues to be asked by organizations and managers alike. That is one reason why the topic of motivation is so prevalent and importance continues to increase in management research. It is believed that if organizations or managers can find the key to motivate individuals, then the company will be able to increase productivity, therefore increasing their bottom line.
Theoretical Framework
Over the years, researchers have tested numerous theories of motivation. Hertzberg’s Two Factor Theory of Motivation states that there are two types of motivators: the first has to do with an individual’s inward motivation, which includes achievement, recognition, and responsibility, while the other has to do with external sources of motivation such as salary, environment, policies, and administration. While external factors, or hygiene factors, will influence job satisfaction negatively, they have little influence on creating a positive influence on increasing personal productivity. However, internal factors, or motivators, have a tendency to have both a positive and negative affect on job satisfaction and performance (Sledge, Miles, & Coppage, 2008).
Personality is another reason considered for increases in motivation and productivity. According to Yang, Kim, and McFarland (2011), “personality traits exert an indirect effect on performance through more proximal individual difference variables, including self-efficacy (an individual’s belief in his or her capabilities to achieve performance objective)” (p. 372). Many researchers have studied the affects of personality on work behavior, performance, jo...

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...s culture play? A look at motivation and job satisfaction among hotel workers in Brazil. The International Journal of Human Resource Management, 19(9), 1667-1682. DOI: 10.1080/0958519080295157
St. Claire-Ostwald, B. (2012). How to coach generation y. Coaching at work, 7(6), 54-55. Retrieved from http://web.b.ebscohost.com.ezproxy1.apus.edu/ehost/pdfviewer/pdfviewer?vid=26&sid=93a3a120-4d33-4f30-ac78-30c6d38fb64d%40sessionmgr111&hid=119
White, M. (2011). Rethinking generation gaps in the workplace: Focus on shared values. Kenan-Flagler Business School. Retrieved from http://www.execdev.unc.edu
Yange, B., Kim, Y., & McFarland, R. G. (2011). Individual differences in sales performance: A distal proximal mediation model of self-efficacy, conscientiousness, and extraversion. Journal of Personal Selling and Sales Management, 31(4), 371-382. DOI: 10.2753/P550885-3134310401

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