1. Herzberg’s Motivator-
Hygiene Theory
Brandon Albin
HRD 830
12/1/2010

2. Outline
 What is Motivation-Hygiene Theory?
 Controversy surrounding the theory
 How it is used today?
 How I will incorporate into my workplace

3. Introduction
 In 1959, Frederick Herzberg found the people had two
essential needs in life.
 The human’s need as an animal to avoid pain
 The human’s need to grow psychologically
 This led to the creation of a dual factor theory that has
been a stepping stone for motivation in the workplace.

4. Motivator-Hygiene Theory
 Herzberg interviewed 203 engineers and accountants
 They were asked to recall a time when they felt
exceptionally good at their job and the feelings associated
 At a second interview they were asked to recall a time
when they felt exceptionally negative on the job and the
feelings associated
 These results led to to categories
 Job Satisfiers
 Job Dissatisfiers

5. Motivators
 Also know as Job Satisfiers
 Motivators are things that create positive feelings
 These included things such as
 Achievement
 Responsibility
 Growth in Workplace
 Recognition

6. Hygiene Factors
 Job Dissatisfiers
 Hygiene Factors were associated with work context and
environment
 These included things like:
 Company Policy
 Administration
 Job Security
 Salary
 Work Conditions

7. Motivator-Hygiene Theory
 The theory states that if the motivator factors are
present in conjunction with hygiene factors then the job
will be satisfying
 If the hygiene factors are the only present factors then
the job will be in a neutral state
 If the hygiene factors are not present then the job
becomes dissatisfying, whether the motivators are
present are not

8. Motivator-Hygiene Theory
 The idea is that employees will give a “fair day’s work
for a fair day’s pay”
 Even though hygiene factors do not lead to extra work
they are need as building blocks to start productivity
 In order to move past this the motivators are needed

9. Controversy
 It was said that theory was methodologically bound do
to the interview questions.
 People will take credit when things go well and blame the
environment when they don’t
 They also did not take into account job requirements
 Another thing criticized is that the rater interpreted all
the data and not the respondent
 Rater could have contaminated or misinterpreted the data

10. Controversy
 The theory provides no overall satisfaction
 No evidence supporting that a factor would lead to overall
satisfaction or dissatisfaction
 Job satisfaction is a perceived characteristic therefore
any condition could lead to job satisfaction or
dissatisfaction
 Although highly criticized the theory still remains
popular today. Principles of the theory have been
applied to developing the definitions for intrinsic and
extrinsic motivation.

11. The Theory today
 The theory is being used in Web based design
 They have used to the two-dimension system to allow web
users to rate the things that create satisfaction and
dissatisfaction
 The theory was also used to help identify the satisfiers
and dissatisfiers for e-learning programs in order to
optimize the learning experience.

12. My Workplace
 I am a Graduate Assistant Athletic Trainer with the
Clemson Men’s and Women’s Track and Field team.
 Work long hours for low pay while dealing with tough
coaches and spoiled athletes
 They hygiene factors are present
 I am trying to incorporate some motivator factors into
my workplace

13. My Workplace
 I am going to sit down with my supervisors and ask them
for some more responsibility also for some positive
reinforcement at times.
 I am going to explain to my athletes that I do care, but
if they continue to have a negative attitude they will be
kicked out of the athletic training room.
 I am going to sit down with my coaching staff and ask
them input on how I can help them to help me to create
a better line of communications and relationship.

14. THE END!
QUESTIONS?