Essays on Does Hertzberg Motivation Theory Have Staying Power Case Study

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The paper "Does Hertzberg Motivation Theory Have Staying Power" is an outstanding example of a management case study.   This paper is a critical analysis of the Herzberg motivation theory. The paper seeks to discuss the strengths and weaknesses that are involved with this theory. The paper critically reviews the fundamental principles regarding this theory with open mind while providing necessary suggestions for the strength and the weaknesses. The paper discusses both intrinsic, extrinsic factors, and their adoption by many organizations worldwide in order to achieve their organizational goals. The paper aims at discussing the major motivating factors in any working station.

The paper aims at questioning whether the current competitive world depends on motivation, management, and performance according to Herzberg theory or not. Brief background of Fredrick Herzberg Herzberg Fredrick was a clinical psychologist who is one of the greatest thinkers of motivation and management theory. Herzberg was born in April 18, 1923. He undertook his undergraduate studies at City College of New York, followed by graduate degrees at Pittsburg University. Herzberg wrote a motivation book in 1959, which distinguished two main factors that cause dissatisfaction and satisfaction at workplaces(Herzberg, 1959). Thesis statement According to Herzberg book produced in 1959 about motivation, factors that cause satisfaction are not necessarily the same factors that cause dissatisfaction.

Herzberg believes that motivation is both intrinsic and extrinsic. This theory was supported in the 1970s when behaviourists suggested that human behavior was dynamic and could be stimulated as much by the individual’ s internal world as it could be external factors(Wall, 1972). Motivation is a product of the environment and if the environmental factors are favorable, motivation is likely to occur.

According to Herzberg, motivation is also intrinsic and several factors must be available in order to stimulate the intrinsic factors in order for motivation of an employee to take place. Strengths of the theory Herzberg two-factor theory involved hygiene, which are considered, demotivate when not considered and motivators that sustain the effort. Hygiene factors are factors that are essential for motivation at work. However, these factors do not lead to long-term positive satisfaction(Vroom, 1964). If these factors are, absent then employees within an organization experience dissatisfaction. Hygiene factors are mostly intrinsic and are characterized and influenced majorly by the environment.

It is for this reason that many organizations must incorporate employee’ s satisfaction within the core values and goals of their organization. Herzberg believes that for any organization to experience success the employees must be motivated by the working environment. The hygiene factors, which are dissatisfiers, include the following. Dissatisfies or maintenance factors Most of the employees are always conscious about the payment of their salaries and wages. Herzberg argues that payment must be reasonable and rational to the work done and must be evenly distributed across the working station.

Many companies have adopted the use of these policies where most of the payment is rational and evenly distributed. It is also for this reason that most organizations maintain a good security when it comes to payment of its employees. The payment should also be competitive in order to motivate the employees to work harder. The administrative policies are also an extrinsic factor proposed by Herzberg. In order for a company to compete successfully with others then it must create policies that are not too rigid.

The policies should be friendly, clear, and fair. Most organizations always incorporate the trade unions when it comes to policy development. Trade unions play a major role in making decisions for the working conditions of their employees(Locke, 1991). Many companies believe in this hypothesis and use it in order to attain their success. Employees will be motivated to work when provided with different benefits. Health allowances and insurance for family members are some of the benefits that encourage motivation of employees. These allowances also create job security for the employees and reduce the probability of job insecurity.

The physical working conditions of the workplace also play a role in motivating the employees. Employees would be comfortable working in clean, well-ventilated place, well secure with well-maintained facilities and equipment. Many organizations have adopted this factor and always ensure proper health and working environment. The health Acts also play a role in enforcing this policy. Interpersonal relationship within an organization is important. Social interaction and relationships are mostly are guided by the communication process. Communication is a vital tool for maintaining a peaceful environment(Mabey, 1998).

Herzberg insists that a good communication system builds healthy relationships within the workplaces. Job security is a factor that motivates extrinsically. Employers have always ensured that they provide better terms of employment in order to ensure continued stay of their employees. An employee is likely to work better and produce better results if he/she is aware of the job security. Most employees provide job security through provision of leadership roles and promotions.


Herzberg, F. (1959). Motivation to work. Pittsburgh.

JF, M. E. (2002). Moderators of Relationship between work-family conflit and career satisfaction. Academy of Mangement Review, Vol 45 Issue No 2 399-409.

Locke, E. (1991). Work Motivation Theories. Behavior and Human Decision Process, Vol 50 Issue No 3 288-299.

Mabey, C. (1998). Human Resource Management. Blackwell: Oxford.

Vroom, V. (1964). Work and Motivation. New York: Wiley.

Wall, T. (1972). overall job satisfaction in relation to social desirability, age, lentgh of employment and social class. British journal of Social and Clinical Psychology, Vol 11 Issue No 1 79-81.

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