What is the difference between herzberg motivation and hygiene factors

Module 6: Motivation in the Workplace. Search for:. Practice Question. Did you have an idea for improving this content? Licenses and Attributions. These factors are:. We will use these terms interchangeably in this article. Frederick Herzberg developed the model in He did this by interviewing over professionals.

The interviews delved into when the interviewees were at their most and least happiest with their jobs. You can leverage this theory to help you get the best performance from your team. The two factors identified by Herzberg are motivators and hygiene factors. The presence of motivators causes employees to work harder. They are found within the actual job itself. The absence of hygiene factors will cause employees to work less hard. Hygiene factors are not present in the actual job itself but surround the job.

The impact of motivating and hygiene factors is summarized in the following diagram. Note that you will often see motivators referred to as factors for satisfaction, and hygiene factors referred to as factors for dissatisfaction.

Examples of motivating and hygiene factors are shown in the following diagram. Motivating factors include:. The responses when analysed were found quite interesting and fairly consistent. The replies respondents gave when they felt good about their jobs were significantly different from the replies given when they felt bad. Reported good feelings were generally associated with job satisfaction whereas bad feelings with job dissatisfaction.

Herzberg labeled the job satisfiers motivators and he called job dissatisfies hygiene or maintenance factors. Taken together, the motivators and hygiene factors have become known as Herzberg's two-factor theory of motivation. Frederick Herzberg: Hygiene and Motivation Factors : Frederick Herzberg proposed that satisfaction and dissatisfaction at work resulted from Hygiene and Motivation factors.

According to Herzberg, the opposite of satisfaction is not dissatisfaction. The underlying reason, he says, is that removal of dissatisfying characteristics from a job does not necessarily make the job satisfying.

He believes in the existence of a dual continuum. The opposite 'satisfaction' is 'no satisfaction' and the opposite of 'dissatisfaction' is 'no dissatisfaction'? People generally tend to take credit themselves when things go well. Health Professionals in Management. Hersey, K. Blanchard, D.

The Motivation to Work. Herzberg, B. Mausner, B. Somerset, NJ: Transaction Publishers; Already a member or subscriber? Log in. Interested in AAFP membership? Learn more. He is currently completing his Masters of Health Administration. Do satisfied patients depend on satisfied employees?

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Abstract Herzberg's theory Applying the theory The trickle-down effect References. Hygiene issues dissatisfiers Motivators satisfiers Company and administrative policies Work itself Supervision Achievement Salary Recognition Interpersonal relations Responsibility Working conditions Advancement. How does your practice rate? Yes No Company and administrative policies Does the practice have a policy manual? Read the full article. Get immediate access, anytime, anywhere. Choose a single article, issue, or full-access subscription.

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