Herzberg's Two Factor Theory | Motivation Theory

Summary

This video explains Frederick Herzberg's two-factor theory of motivation and its application at Google. The theory distinguishes between hygiene factors, which prevent dissatisfaction, and motivators, which enhance job satisfaction. Hygiene factors like job security, fair pay, and safe working conditions are essential to avoid dissatisfaction, but they don't drive motivation. Motivators such as career advancement, recognition, and challenging work inspire higher performance. Google exemplifies this theory through its policies that ensure excellent working conditions and growth opportunities, fostering both employee satisfaction and motivation.

Takeaways

• 🔍 Frederick Herzberg's two-factor theory distinguishes between factors that cause satisfaction and dissatisfaction at work.
• 📱 A phone example illustrates the theory: the features that motivate a purchase differ from the issues that lead to dissatisfaction after use.
• 🛠️ Herzberg identifies 'hygiene factors' that prevent dissatisfaction, but don't motivate employees to work harder.
• 💼 Hygiene factors include job security, fair salary, status, working conditions, relationships at work, and clear policies.
• 🚀 'Motivators' are the factors that encourage employees to work harder, such as growth opportunities, recognition, and meaningful work.
• 📊 Employers must first address hygiene factors to prevent dissatisfaction before introducing motivators to increase satisfaction.
• 🏢 Google is a prime example of applying Herzberg's theory by providing excellent working conditions and meeting hygiene factors.
• 🍽️ Google's unique work environment (free food, nap pods, fair pay) helps reduce dissatisfaction among employees.
• 🎓 Google also focuses on motivators like offering growth opportunities, advancement, and varied, meaningful work, which leads to innovations like Google Maps.
• 🏆 Recognition at Google comes through both financial (bonuses) and non-financial means (team outings, onsite gyms), promoting employee satisfaction.

Q & A

Who is Frederick Herzberg and what is his contribution to motivational theory?

Frederick Herzberg was a clinical psychologist and pioneer of job enrichment. His contribution to motivational theory is the two-factor theory of motivation, which distinguishes between factors that cause satisfaction and those that cause dissatisfaction in the workplace.

What is the two-factor theory of motivation?

The two-factor theory of motivation, proposed by Herzberg, suggests that there are two sets of factors affecting job satisfaction: hygiene factors and motivators. Hygiene factors can cause dissatisfaction if absent, while motivators can drive satisfaction and motivate employees when present.

What are hygiene factors in Herzberg's theory?

Hygiene factors are aspects of the work environment that, if not present, can lead to employee dissatisfaction. They include job security, status, relationships, salary, working conditions, and fair policies.

How do hygiene factors differ from motivators?

Hygiene factors are necessary to prevent dissatisfaction but do not inherently motivate employees to work harder. Motivators, on the other hand, are factors that can actively encourage employees to work harder and increase job satisfaction when they are present.

What are some examples of motivators in the workplace?

Motivators include growth opportunities, advancement, varied and challenging work, and recognition. These factors can increase employee satisfaction and motivate them to perform better.

How does Google apply Herzberg's two-factor theory?

Google applies Herzberg's theory by ensuring hygiene factors are met through excellent working conditions, policies, and competitive salaries. They also motivate employees with growth opportunities, advancement, varied work, and recognition.

What is an example of a hygiene factor not being met in the script?

An example of a hygiene factor not being met is the use of zero-hour contracts, which do not promote job security and can lead to employee dissatisfaction.

How does Google ensure job security for its employees?

Google ensures job security through excellent company policies, including offering deceased employees' spouses 50% of the deceased wage for ten years and financial support for children until they turn 21.

What role do relationships play in Herzberg's theory?

In Herzberg's theory, relationships within the company, including those with coworkers and managers, are considered hygiene factors. Positive relationships can prevent dissatisfaction, but they do not directly motivate employees.

How does Google provide growth opportunities for its employees?

Google provides growth opportunities by allowing employees to spend 20% of their time on projects of their choice, leading to innovations like Google News and Google Maps. They also offer a global education leave program.

What is the significance of the '20% time' policy at Google?

The '20% time' policy at Google allows employees to work on projects of their choice, fostering innovation and personal growth. It has led to the development of successful products and services.