1. The document summarizes an empirical analysis of Herzberg's two-factor theory of motivation as it applies to the marketing department of Jamuna Group of Industries. 2. Data was collected through surveys to analyze factors that satisfy versus dissatisfy marketing employees. The findings showed hygiene factors were generally fulfilled but intrinsic motivators were lacking. 3. Recommendations include improving working conditions, developing opportunities for skills and career growth, and focusing on intrinsic motivators to heighten motivation among marketing employees.

1. Empirical Analysis of Herzberg’s
Two Factor Theory of Jamuna

2. Asif Mahmud Onik ID : 141051002
Umma Tamanna ID : 141051074
Bithi Athter ID : 133051065
Shakil Rayhan ID : 133051043
Nurul Alam ID : 133051019
The Presenters…….

3.  The nucleus of Jamuna Group has formed in 1974.
 Emphasize and ensure business ethics.
 Jamuna group always work together.
 A team of motivated
Why Jamuna Group of Industries

4.  Heart of this group.
 The responsibility for achieving
objectives of promoting growth
by increasing productivity and
profitability.
 Development and expansion of
Jamuna Group of Industries.
Why Choice Marketing Department (Herzberg’s Two Factor)
Intrinsic (satisfiers)
Hygiene (dissatisfies)

5. Herzberg’s two factor Theory Intrinsic & Hygiene Theory
Serial
Number
Hygiene (dissatisfies) Serial
Number
Intrinsic (satisfiers)
1 Salary good 1 Responsibility
2 Personal life 2 Achievement
3 Security of job 3 Performance
4 Company policy 4 Experience
5 Working condition 5 Work itself
6 Technical skill 6 Opportunity for advancement
7 Interpersonal relations 7 Personal Recognitions
Data Presentation and Analysis:
Scale: Definitely Disagree (DD)
Generally Disagree (GD)
Somewhat Disagree (SA)
Generally Agree (GA)
Definitely Agree (DA)

6. Hygiene (dissatisfies) Factors as Foundations for Heightening
Marketing department, Motivation in Jamuna Group of Industries.
Questions DD
(%)
GD
(%)
SA
(%)
GA
(%)
DA
(%)
Salary and benefits, basic income, fringe benefits,
bonuses, holidays, company cars, and similar items can
heighten the motivation of the marketing department in
Jamuna group.
0 0
23
Average
25
average
Working conditions, such as working hours, workplace
layout, facilities, and equipment’s provided for the job can
heighten the motivation of the marketing department in
Jamuna group.
0 0
34
average
14
average
Company policy, which is the rules and regulations formal
and informal that manage employers and employees in the
Jamuna, can improve the motivation of the marketing
department.
0 0
4
average
38
average
6
average

7. Intrinsic (satisfiers) Factors as Foundations for Heightening
Marketing department, Motivation in Jamuna Group of Industries.
Questions DD
(%)
GD
(%)
SA
(%)
GA
(%)
DA
(%)
Responsibility, Performance, work itself can
heighten the motivation of the marketing department
in the Jamuna group.
13
average
15
average
20
average
0 0
Achievement, Experience, Opportunity for
advancement provided for the job can heighten the
motivation of marketing in the Jamuna group.
22
average
26
average
0 0 0
Personal recognition can heighten the motivation of
the marketing department.
2
average
4
average
42
average
0 0

8. Data Presentation of marketing department in the
Jamuna group:
 Basic income, fringe benefits, bonuses average 55% people are
definitely agree for their job in few facilities.
 Responsibility, work itself as well as mean employees response average
score of 25% (Definitely disagree).
 Opportunity for advancement provided for the job marketing department
employee’s mean response average value of 57% (Generally disagree).
 The findings suggest that these factors can make the marketing
department unhappy if they poorly managed by the Jamuna group
managements.

9. Analysis of satisfied & dissatisfied level of marketing department
Variable Frequency Satisfied Dissatisfied
Sex:
Male
Female
Total:
33
15
48 employees
10
12
23
3
 About 12 female employees satisfaction level is high and 3 female
employees are dissatisfied.
 Opposite respond of male employees, 10 are satisfied and 23 people
are dissatisfied.

10. Variable Frequency Satisfied Dissatisfied
Education Qualification:
National Diploma
BA Hon’s
BSC
Masters/MBA
Total:
10
12
8
18
48 employees
9
4
5
6
1
8
3
12
 BA Hon’s, Bsc, Masters Education qualification employees according
dissatisfied level 8, 3, and 12.

11. Variable Frequency Satisfied Dissatisfied
Working Experiences:
1-5 Years
6-9 Years
Above 10 Years
Total:
30
12
6
48 employees
11
2
6
19
10
0
 10 years experienced employee are more satisfied than the other
employee’s.
 6 to 9 years 12 people respond as a result 2 employees are satisfied
and10 are not.

12. Report Finding
 Hygiene (dissatisfaction) factor are fulfill of Marketing
Department.
 Intrinsic (satisfiers) area most of the employees are not
satisfied.
 Herzberg’s two-factor theory may be questionable.
 Find more information like observe on employees sex,
education quality and working experiences.

13. Recommendation
Some factors to improve the marketing employee’s motivation in the
Jamuna group of Industries are as given below:-
 Safe and healthy environment for marketing department
employees in Jamuna group of Industries.
 Opportunity that develops human capacities for marketing
department employee in Jamuna group of Industries.