Herzberg’s Motivation TheoryDOES IT HAVE STAYING POWER

Motivation Theory

A Brief History……………….

Intrinsic MotivationContent Theories and

Process Theories

Extrinsic MotivationTheories of Human Asset and

Behaviourism

3rd Wave Motivation

Theories

Vroom

Maslow

Herzberg

McClelland

3rd Wave Motivation

Theories

Vroom

Maslow

Herzberg

McClelland

3rd Wave Motivation

Theories

Vroom

Maslow

Herzberg

McClelland

Maslow Hierarchy of Needs

Herzberg 2 Factor Theory

Self Actualisation Needs

Motivators

AchievementRecognition

Esteem Needs ResponsibilityThe Work itself

Belonging NeedsPersonal Growth

Hygiene

Working ConditionsPay and Security

Safety Needs Company PoliciesSupervisors

Physiological Needs Interpersonal Relationships

“Hey Maslow- a little less ‘self-actualisation’ and little more whip like Frank over there….”

Prevalent View of North American and Western Europe management

Industrial Era

Knowledge Era

Quality/ Lean Era

Crux of difference between two schools of theory; what makes people get up and go?

To make dog move;Do I kick it Or Do I offer it doggie snack

Crux of difference between two schools of theory; what makes people get up and go?

To make dog move;Do I kick it Or Do I offer it doggie snack

Non-Herzberg view is –The dog moves because of reward or punishmentBut other than that it stays where it is

Herzberg view is -It is me that is motivated not the dog. I want the dog to move….the dog just moved

Herzberg – Motivation is founded on Satisfaction◦ Sense of Achievement◦ Responsibility◦ Personal Growth◦ Recognition of Achievement

◦ This equates into DIRECT FEEDBACK

To what extent are people who contribute ideas prompted to do so as a result of motivation or by movement

Research By Nigel Basset-Jones and Geoffrey LloydSAMPLE

32 Large Organisations

Member of UK Association of Suggestion Schemes (http://www.ideasuk.com)

Public and Private Sectors

Retail and Manufacturing Sectors

Financial and Utility Sectors

Police

Sample Size 5000

DATA COLLECTION AND RESPONSE

Survey Questionnaire

50:50 split between Contributor/Non-Contributor

Shared over all organisational levels.

64% Response Rate

Response Rate Per Sector

Retail Utilities Police Force Services Manufacturing Finance Government0%

10%

20%

30%

40%

50%

60%

70%

80%

Response Rate per Sector

“..non-contributors are obviously neither motivated or moved, and nothing to add…”

Possible Bias in study

Research FindingsMotivator Mover

Overcome Frustration

Save Company Money

Improve Company Success

Personal Satisfaction

Win Money

Colleague receiving

award

Trust in Company

• “Personal Feel Good”• Improves Prospects

Recognition from Line Manager

• Established group member

• Life easier

Recognition from

Colleagues

• Encouragement to try• Encourage to win prize

Seeing others people ideas implemented

Motivator or Mover

Positive Correlation

Manager

Knowledgeable

Supportive

RespectfulApproachable

Effective Communicator

Management Influence – Motivator or Hygiene Factor

Idea Contribution19% 76%

Does Herzberg 2-Factor theory have utility?◦Study Found

◦ Motivators outweighed Movers

◦ Study Concluded◦ Managerial Recognition as a Motivator has declined◦ Prevalence of “Economic Man” work environment remains◦ To motivate the intrinsic aspects of an Employee requires

◦ Systems to tap the Employees’ value added contributions◦ Managers to provide an environment to encourage Employees

Takeaway;Herzberg’s 2 factor Theory and Leadership

Empowerment of Employees by:

o Communicating Company Performance Information

o Giving Knowledge and skills to employees so they can contribute to company goals

o Allowing Employees making substantive decisions

o Rewarding Employees based on Company performance

A leaders role is to organise the workplace in such away that each person can learn, contribute and grow