Two-way Strategic Motivation Factors for Better Performance at Workplace  

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Motivation is a vital element that drives employee performance and productivity in the workplace (Herzberg et al., 1959). Understanding what motivates employees is vital to create a positive and productive working atmosphere. The Two-Factor Theory by Herzberg is an effective framework that helps employers understand employee motivation and create a work environment that adopts motivation and commitment.

 According to Herzberg, there are two types of work-related factors: hygiene factors and motivators (Herzberg et al., 1959). These are the basic requirements for a career or a job pleasure, like working conditions, payroll, salary, and job security. Furthermore, motivators contribute to job satisfaction, such as recognition, challenging work, and opportunities for growth and development.

 While hygiene factors are necessary to prevent job dissatisfaction, on the other hand, they do not necessarily contribute to long-term job satisfaction or motivation (Herzberg et al., 1959). Improving hygiene factors will not motivate employees to perform better or be more engaged at work. In contrast, motivators are critical to creating a workplace that fosters job satisfaction and motivation. Employees that feel recognized, challenged, and have opportunities for growth and development are more likely to be engaged perform, and motivated at the workplace.

 Employers can apply Herzberg's Two-Factor Theory to increase motivation and strategic performance in the workplace in numerous ways. For example, recognizing employees' achievements and contributions through admiration, feedback, and openings for growth and development is important (Herzberg et al., 1959). Employers can also provide staff with challenging work that stretches their abilities and provides people with significant experiences. Moreover, employers can offer learning and development coaching, opportunities, and mentoring to navigate employees to develop new skills and prosper in their careers.

 Focusing on motivators instead of hygiene factors enables employers to create a work environment that adopts motivation and engagement (Herzberg et al., 1959). Employers can also conduct employee engagement surveys to measure employee satisfaction and identify areas for improvement. By listening to employees' feedback and addressing their concerns, employers can create a workplace that is supportive, rewarding, and motivating.

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Here are a few Hygiene and Motivation examples are applications.

Hygiene Factors:

1. Salary: An employee's satisfaction with their job may be negatively affected if they feel they are not being paid adequately or competitively in comparison to their peers.

2. Working conditions: A work environment that is uncomfortable or unsafe, such as a workspace that is noisy or poorly ventilated, can cause employees to feel demotivated.

3. Company policies: Inconsistent or unfair company policies can lead employees to lose trust in their employer and feel demotivated as a result.

4. Relationships with colleagues: If an employee has poor relationships with their colleagues or manager, they may feel isolated and disconnected from their workplace, leading to decreased motivation.

 

Motivators:

1. Challenging work: Employees may feel more motivated if they are given tasks that challenge them and require them to utilize their skills and knowledge.

2. Recognition: Workplace Employees will be more motivated if they feel that their contributions towards the workplace are recognized and valued by the employer.

3. Opportunities for growth and development: If employees are given opportunities to learn new skills or take on new responsibilities, they may feel more engaged and motivated in their work.

4. Sense of achievement: Employees may feel more motivated if they are given goals or targets to work towards and are able to see the impact of their efforts.

5. It is very much essential to highlight that different employees may be motivated by other factors. As such, it is very important for HR-related professionals to understand the needs/Wants and preferences of their employees to customize their motivation strategies accordingly.

Conclusion

Herzberg's Two-Factor Theory is a valuable framework for understanding employee motivation in the workplace (Herzberg et al., 1959). Focusing on motivators such as challenging work, recognition, and opportunities for progress and development, People can generate a work environment that fosters motivation and engagement. Employers should also use employee engagement surveys to measure employee satisfaction and identify areas for improvement. While taking steps to address employee's concerns and create a supportive work environment, employers can create a workplace that is rewarding, motivating, and conducive to productivity.

 

Reference : 

Lindner, J.R., 1998. Understanding employee motivation. Journal of extension, 36(3), pp.1-8.  

Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.