The Importance of Motivation and a Discussion of the Motivational Theories by Douglas McGregor, Frederick Herzberg, Abraham Maslow, Elton Mayo, Chris Argyris, Rensis Likert, and David McClelland
Frederick Herzberg was an influential psychologist who developed what he termed the "Two Factor Theory of Motivation" It was first presented in his 1959 book, "The Motivation to Work," and it is still used by many businesses today.
The Two Factor Theory of Motivation asserts that job satisfaction and job dissatisfaction are two separate factors, and that they are not opposites. Herzberg argued that job dissatisfaction is caused by neglecting employee needs while job satisfaction occurs when work meets the employee's needs. According to this theory, motivation comes not from the job itself, but from the worker understanding the importance of their job and having it be meaningful to them.
Examples of this theory in action:
1. Recognition - Recognizing employees for their efforts and achievements is a powerful way of showing that their work is important and valued.
2. Autonomy - Giving employees autonomy over how they do their job can help them feel empowered and save them from feeling micromanaged.
3. Values - Identifying a set of values for the organization and helping employees understand why those values are important can help them feel more connected to the company.
4. Development - Providing employees with opportunities for personal and professional growth, such as training and mentorship, show that their development and growth is important to the company.
5. Relationships - Encouraging healthy and positive relationships between colleagues can help employees feel connected and comfortable in the workplace.
Overall, Frederick Herzberg's Two Factor Theory of Motivation is a timeless and significant psychological concept that still holds relevance in the modern workplace. By understanding and implementing the theory, employers can create a workplace that is supportive and motivating for their employees.