HEZBERG’S
THEORY OF MANAGEMENT

• GROUP 16
• Tendai B Mavunganidze R180607S
• Tatenda Mabheka R180877S
• Tariro Yedwa R181096S

• HEZBERG’S THEORY OF MOTIVATION
Factors of motivation
Factors of hygiene
Advantages
Loopholes of the theory
Critisism
.

• HEZBERG’S THEORY OF MOTIVATION
It is one of the content theories of motivation.
These attempt to explain the factors that motivate individuals through
identifying and satisfying their individual needs, desires and aims persued to
satisfy these needs.
It is known as a two factor content theory which is based upon the
deceptively simple idea that motivation can be separated into hygiene
factors and motivation factors and it is often refered to as two need system.
These two separate’’ needs’’ are the need to avoid unpleasantness and
discomfort and at the end of motivational scale, the need for personal
development.

• The theory is based on considerable empirical evidence specifically on
the principles that people are motivated torwards what satisfies
them, and away from what dissatisfies them as indicated by
(McKenna, 2000).
• The motivating factors are not in the environment but the intrinsic
value and job satisfication gained from the job itself.
• The theory suggest that motivatorscause happy feelings or positive
job attitudes because they satisfy the individual needs until self
actualisation is reached which is thought to be ultimate goal as
indicated by Maslow (Hezberg 1968).

• Thus, the presents of motivators has the potential to create job
satisfication and serves to motivate the individual to superior effort
and performance but their absence does not cause dissatification
rather there will be no positive motivation (Tietjen et al.,1998).

• MOTIVATION FACTORS ARE:
1. The sense of achievement and the intrinsic value obtained from the
job itself.
2. The level of responsibility
3. opportunities for advancement
4. the level of recognition by both colleagues and management.
5. Status provided.

HYGIENE FACTORS
• They are also called job dissatisfiers.
• They are needed to remove unpleasentness at work and prevent
unfair treatment.
• Hygiene factors can demotivate the individual and reduce their
performance.
• The important factor is that attention to these hygiene factors
prevents dissatification but does not necessarily provide positive
motivation.

• hygiene factors
1. Job security
2. Working conditions
3. The quality of management
4. Administration
5. Organisational policy
6. Interpersonal relations.

ADVANTAGES OF HEZBERGS THEORY OF MOTIVATION
1. It is a rational approach to motivation. It helps in understanding the
effect of job content on motivation of employees.
2. It explains the significance of job enrichment on the job redesign
and motivation.
3. It clearly distinguishes between the factors that motivate
employees on the job and the factors that maintain employees on
the job.
4. It recommends specific measures to improve motivational levels.

LOOPHOLES OF THE THEORY
1. The two factor theory overlooks situational variables.
2. No comprehensive measure of satisfaction is used. For instance, an employee
can find their job acceptable despite the fact that he or she may object a part
of his job.
3. The theory lays much emphasis on motivators and ignores the impact of
hygiene factors on motivation.

CRITICISM OF THE THEORY
1. The criticism is directed at the method of research and data collection .
The interviews are defensive since information will always be defensive
and biased.
2. The validity of deductions drawn by Hezberg is also questionable.
Hezberg failed to recognize the existence of substantial individual
differences. Different individuals might have different needs hence
different motivators
3. Job enrichment. The theory has given too much emphasis on job
enrichment and has totally ignored job satisfaction of workers.
4. The theory’s realibility is uncertain, an analysis has to be made by raters
and the raters may spoil the findings by anaylsing the same response in
a different manner.

• The end