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Two Factor Theory


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Two Factor Theory

  1. 1. TWO FACTOR THEORY<br />OR<br />Herzberg&apos;s Motivation-Hygiene Theory<br />
  2. 2. ALL ABOUT TWO FACTOR THEORY<br />Two Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction<br />
  3. 3. IDEA GENERATION<br />
  4. 4. The theory was based around interviews with 203 American accountants & engineers in Pittsburgh, chosen because of their professions&apos; growing importance in the business world by Herzberg.<br />The subjects were asked to relate times when they felt exceptionally good or bad about their present job or any previous job, and to provide reasons, and a description of the sequence of events giving rise to that positive or negative feeling.<br />
  5. 5. FUNDAMENTALS<br />Individuals are not content with the satisfaction of lower-order needs at work, for example, those associated with minimum salary levels or safe and pleasant working conditions.<br />Satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. <br />This theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to an decrease in unpleasurable dissatisfaction.<br />
  6. 6.
  7. 7. Satisfaction which is mostly affected by the &quot;motivator factors&quot;. Motivation factors help increase the satisfaction but aren&apos;t that affective on dissatisfaction. <br />Dissatisfaction is the results of the &quot;hygiene factors&quot;. These factors, if absent or inadequate, cause dissatisfaction, but their presence has little effect on long-term satisfaction. <br />
  8. 8. THEORY DISTINGUISHES BETWEEN<br />Motivators (e.g. challenging work, recognition, responsibility) which give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth, and<br />Hygiene factors (e.g. status, job security, salary and fringe benefits) which do not give positive satisfaction, although dissatisfaction results from their absence. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary . <br />
  9. 9. INCLUDING FACTORS<br />MOTIVATIONAL FACTORS <br /><ul><li>Achievement
  10. 10. Recognition
  11. 11. Work Itself
  12. 12. Responsibility
  13. 13. Promotion
  14. 14. Growth </li></ul>HYGIENE FACTORS<br /><ul><li>Pay and Benefits
  15. 15. Company Policy and Administration
  16. 16. Relationships with co-workers
  17. 17. Physical Environment
  18. 18. Supervision
  19. 19. Status , Salary
  20. 20. Job Security </li></li></ul><li>TWO FACTOR THEORY , HERZBERG<br />
  21. 21. T H A N K Y O U<br />PRESENTED BY :<br />TASMEEN <br />VARSHA<br />SRIJAN<br />SHASHANK<br />SAHIL<br />SHIV<br />UMANG<br />