Two Factor Theory and Organizational Culture

Motivation became as most significant factor through any organizations. More HR plans consider their motivational plans as vital aspect for organization’s success. Based on Herzberg motivational theory (Two Factor Theory) there are two criteria for employee’s motivation (Mishra 2020). Both Motivation factors and hygiene factors which Fredric Herzberg express further aspects about motivation. Understanding of these motivation and dissatisfaction factors of employees will get better development for HR plan. Today’s business culture more competence because of more innovations, concepts, market trends and strategies arise more agile. To meet these challenges organization culture should prepare in many ways. Based on that theories, build in productive workforce is very important through proper motivation plan (Bradberry 2016). In here Herzberg found the proper factors of causing satisfaction (Motivation) and causing dissatisfaction (Hygiene) (Khalid 2013). Observation and treating those factors are very important to an Organization. These motivational and hygiene factors more effective to maintain organizational culture. Hence as HR people should observe carefully these facts to develop their HR plan (Tan 2014).

Figure 1.0: Herzberg’s two factor theory of motivation.

 

 Source (Bevins 2018)

Motivation Factors: (Recognition, Achievement, Possibility of growth, Advancement, Responsibility, Work itself) these all facts which explained by Herzberg are seems as feeling of spiritual cognation of employees. All these are people get it from their hearts and minds. These intangible circumstances are induced people to apply their best effort to do organization works and high adaptability. This views are most important to get quality results and good job performance (Baah and Amoako 2011).

Hygiene Factors: (Salary, Interpersonal relations-supervisor, Interpersonal relations-subordinate, Interpersonal relations-peers, Supervision-technical, Company policy, Administration, Working conditions, Factors in personal life, Status, Job security) Herzberg identified these factors could make job satisfaction or dissatisfaction. All of these should provide by outside and it can be variable from each employees. Based on these views employees are easily dissatisfied from these factors. Again these can be explained as maintenance factors. These hygiene facts are more challenging to HR department, since these points could be demote people and arise complaints within workforce (Relay 2005).

These all factors which viewed by Herzberg are most important to all organizations. Because the company profits are stand on people engagement and how they motivated to do sales (Arnold et al. 2005). Hence both motivation and hygiene factors are considered by HR sector as important aspects of people management and should observe carefully to treat each of points. Profits or complaints, good or bad concepts and orientation of organization culture are accompanied with these factors (Minor J.B. 2005). Execution of these factors within the company which I work; I express as below;

Within the company which I work there are these two types of peoples, who motivate with their job and dissatisfied people with their needs. But the HR sector considers these two of employees are as asset and get actions to develop and continue their performances. In here motivated people treat with separate order and dissatisfied people have the different mechanisms. Sales people who have high level of performance (Who entitled for Motivating factors) are recognized and rewarded by top management. Those who achieve desired level of targets would be appreciating on annual sales conventions and other important events. Set rewards are procured them as promised to get their best efforts to the business.  And encourage them to engage for the business based on their own ways, own strategies under the evaluation of the head office. Instead of pushing them to business targets, Use the proper communication methods to assist them with their jobs. These people get engaged with business with establishing special groups like Elite teams, Prime circles and more identified working pools. These kind of motivational strategies are used for them to get engaged beyond expecting levels.  In other way dissatisfied people also identified as vital resource for the company and they are not ignored from HR department. Observe the dissatisfaction reason and consider their needs also. Complaints and grievances are emerged from these types of people, hence these people handling carefully and sensitively by HR team. They get the proper trainings to develop their skills and knowledge. Also within the company which I work, increasing the Nil performance (who doesn’t generate new business) ratio is the critical problem. This happens based on hygiene factors. These affected people handle under the special methodology. First they get trained by outside trainers (especially motivation trainings) to develop their self-confidences. And some time they are not performed due to management problems, so then using proper grievance handling process and let them to get branch transfer, position changes or other required action under the company regulations. Next main dissatisfaction causing point is low income of sales agents. This is a very critical problem of my working organization and it annihilates people’s motivation. As a solution launches the income support process (Payment for day to day things) for the sales agents and it proceed under the management decision and organization procedures. These processes execute by organization because of rescue these people from hygiene factors and utilize them too effectively for organization process.

References:

Arnold et al. (2005). Work Psychology, Understanding Human Behavior in the Workplace. 4^th Edition. Pearson Education Limited, England.

Bevins, D. T., (2018). Herzberg's Two Factor Theory of Motivation: A Generational Study. Honors Theses. https://encompass.eku.edu/honors_theses/530

 

Bradberry, T., (2016). 70% Of Employees Say They Are Disengaged At Work. Here's How To Motivate Them. [online] World Economic Forum. Available at: <https://www.weforum.org> [Accessed 17 May 2020].

Dartey-Baah, K. and Amoako, G., (2011). Application Of Frederick Herzberg's Two-Factor Theory In Assessing And Understanding Employee Motivation At Work: A Ghanaian Perspective. https://www.researchgate.net.

Khalid, M. H., (2013). An Empirical analysis of Herzberg’s two factor theory. 

[Online] https://www.academia.edu. Available at: <https://www.academia.edu.

Mathis, R.L., (2011). Human Recourse Management, 13^th Edition. South-Western Cengage Learning. Mason, USA

Miner, J.B., (2005). Organizational behavior I. Essential theories of motivation and leadership. M.E. Sharpe, Inc. New York 10504.

Mishra, S., (2020). Hertzberg's Two-Factor Theory. [online] https://www.academia.edu. Available at: <https://www.academia.edu/35481126/Hertzbergs_Two-Factor_Theory> [Accessed 10 May 2020].

Riley, S., (2005). "Herzberg's Two-Factor Theory of Motivation Applied to the Motivational Techniques within Financial Institutions". Senior Honors Theses. https://www.researchgate.net.

Tan, S.K., (2014). Herzberg's Two-Factor Theory On Work Motivation: Does It Works For Today’s Environment? [Online] https://www.researchgate.net. Available at: <https://www.researchgate.net/profile/Shen_Kian_Tan/publication/262639924.

Zagzebski, L. T., (2004). Divine Motivation Theory. Cambridge University Press, New York.