Frederick Herzberg and the Two-factor Theory - Content Models of Motivation
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- čas přidán 25. 02. 2020
- Motivation is not the opposite of de-motivation. That's the conclusion that Frederick Herzberg came to. Rather, he recognized there are two sets of factors: Motivators, and Hygiene factors.
In this video, we examine Frederick Herzberg's Two-factor Theory. It is one of the most important models in the psychology of motivation. So, it's a vital model for every manager to know about and understand.
Get the Kindle eBook that accompanies the course, for just $2.99 (or local equivalent): geni.us/dAPQ
Watching this video is worth 2 Management Courses CPD Points*.
(See below for more details)
This video is part of course module number 3.7.3
Program 3: Managing and Leading Individuals
Course 7: Motivation
Section 3: Content Models of Motivation
Primary videos that precede this video include:
- Introduction to Motivation • Introduction to Motiva...
- The Fundamentals of Motivation • The Fundamentals of Mo...
The Main Process Models of Motivation
- Elton Mayo and the Hawthorne Experiment • Elton Mayo and the Haw...
- Victor Vroom and Expectancy Theory • What is Victor Vroom's...
- John Stacy Adams and Equity Theory • What is John Stacy Ada...
- Douglas McGregor and Theory X & Theory Y • What are Douglas McGre...
Primary videos that follow this video include:
Content (or needs) Models of Motivation
- Abraham Maslow and The Hierarchy of Needs • Abraham Maslow and the...
- Clayton Alderfer and ERG Theory • Clayton Alderfer and E...
- Frederick Herzberg and Two Factor Theory • Frederick Herzberg and...
- David McClelland and Three Motivational Needs Theory • David McClelland and T...
LESSON NOTES
Frederick Herzberg identified two sets of factors at play in motivation:
1. Hygiene factors
Factors that do not motivate us. The absence of hygiene factors will de-motivate us. We complain when our employer gets them wrong, but don't celebrate when they get them right. We expect hygiene factors to be fulfilled. Hygiene factors tend to be external to the work we do:
- Policies
- Administration
- Salary
- Supervision
- Working conditions
- status
2. Motivators
Motivators are things we do celebrate. When our employer or manager offers these, they motivate us. Motivators tend to be intrinsic in our relationship with our work:
- Achievement
- Recognition
- Good work
- Responsibility
- Advancement
- Growth
Herzberg also identified what he called 'KITA' factors - KITA standing for 'Kick-in-the-ass'. These have a sudden dramatic effect on our motivation. He labeled three types of KITA factors:
1. Negative physical KITA Factors
Direct and transparent interactions like critical feedback, reprimands, and removal of resources
2. Negative psychological KITA Factors
Indirect interactions like manipulation, game-playing, dilemmas, stress
3. Positive KITA Factors
Bonuses, benefits, facilities - don’t generate motivation, but can fix demotivation
RECOMMENDED EXERCISE
1. Survey the hygiene factors in your workplace that affect your staff. What issues are there? What can you do to fix them? (2 MC CPD Points)
2. Take action to remedy poor hygiene factors. (2 MC CPD Points)
3. Review your use of motivators. What can you do, to improve the way you motivate your team? (2 MC CPD Points)
4. Review your use of KITA factors. What can you do to reduce negative KITAs and increase your use of positive KITAs? (2 MC CPD Points)
DOWNLOADS
Free Resources
- CPD Tools - gum.co/MC-CPD
Paid resources
- Management Courses Onboarding Kit - gum.co/MC-ObK ($3)
- Motivation Graphics Pack: managementcourses.gumroad.com... ($2)
RECOMMENDED READING
Get the Kindle eBook that accompanies the course, for just $2.99 (or local equivalent): geni.us/dAPQ
For a solid introduction to motivation:
- HBR Guide to Motivating People geni.us/sO2IKgn
The best of modern thinking on motivation, in accessible business books. These are all modern classics:
- Drive: The Surprising Truth About What Motivates Us geni.us/uq3EBO
- Start With Why: How Great Leaders Inspire Everyone To Take Action geni.us/vjErAN
- Lead, Motivate, Engage: How to INSPIRE Your Team to Win at Work geni.us/ABkZEx
- Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smart geni.us/E39I
- Payoff: The Hidden Logic That Shapes Our Motivations geni.us/uMaP
- The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work geni.us/tiEkeH
Management Courses Continuing Professional Development (CPD) Points
You can record your Management Courses CPD points on our free, downloadable CPD record log.
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Each video has two levels of MC CPD points. For this video:
- If you watched the video, record 2 MC CPD points
- If you also carried out all of the recommended exercises, score a total of 10 MC CPD points
___
Note:
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Ok ....My MBA class v.s. an 8 minute video ! And the winner is ...drum rolls....hands down this video . You are simply great Sir! Can't belive this is free. Next stop Equity Theory.
Thank you very much, Eric. Do take a look at Vroom too (czcams.com/video/WDgF7Avijlc/video.html). No understanding of motivation is complete without Expectancy Theory!
Full Motivation Playlist: czcams.com/video/hbPGqPLv2s4/video.html
You are better than two books and five teachers combined.
Thank you very much!
This is the best explanation concerning Herzberg's theory by far! Thank you so much, Professor Clayton!
Thank you!
I just read Frederick Herzberg's obituary, and what he accomplished back as a soldier during World War II is an inspiring story.
You're on a bit of a biographical kick this week!
@@ManagementCourses Yes, I am always on the lookout for new ideas for my CZcams channel.
I dont know why but I really like the way this guys talks and no its not the accent
ASMR! Just watch more of my videos, and I'll be happy!
Great explanations. Loved the pacing and flow of the video. Thank you for making this. Very, very helpful!
Ali - you're very welcome!
Well explained!! 🙌
Thank you! 🙂
Thank you for this video. You helped me with my case analysis for today's assignment
Glad I could help!
Thank you!
You're welcome!
Thanks sir
You're welcome
Thank you for all the materials! Very helpful
My pleasure!
Hello Professor Clayton, thank you so much for your video. It was excellent.
Glad you enjoyed it!
Thank you for this! Have an upcoming exam on theories such as this (motivational theories), and I feel more confident now!
That's great - You'll find a whole playlist of videos on motivation and motivational theories here: czcams.com/play/PL6vWkk9L7LeE7ly5r-rFBoi0gt1o3yKhH.html
thank you for this video it was so so helpful!
You're so welcome!
👍🏿 Great videos. I have been reading some chapters for weeks on motivation but it was not sticking. Your videos are clear and very informative. I will continue to watch them you got a new sub.
Glad it was helpful! Some of these are based on live sessions I have honed over many years.
thanks for the video and extensive notes
My pleasure!
Thank you so much sir
You're very welcome
Great explanation, thx !!!
Welcome!!!
The video was so helpful thank you very much
You're welcome!
thank you Sir for this video
You're most welcome
excellent video`s, explains it simply, better than college lecturer
Wow, thanks!
My all time fav theory
That's great!
Awesome! best teacher
Wow, thanks!
Good stuff! 👍
Thank you! 😊
Well Explained
Thank you very much.
Good job.
Thank you! Cheers!
Nice musical homage to The Shadows' sound...
Thanks. The music is Live Worms by Josh Lippi & The Overtimers
Their channel: czcams.com/channels/nJoBJAmgihRWlyV5QgSujA.html
@@ManagementCourses Thanks, I just checked out their channel, really good music. Thank you for your vid, of course, helpful as I am studying transformative experiences. Other factors like motivation and openness to new experiences come into play - how to neutralize in a study is my challenge.
@@pjgdba306 Well, I have a whole playlist of videos on different aspects of motivation: czcams.com/play/PL6vWkk9L7LeE7ly5r-rFBoi0gt1o3yKhH.html
I'm taking a safety course and part of it is this theory and Abraham Maslow's hierarchy of needs. By 'part', I mean three paragraphs each; the idea is happy workers are safe workers, basically.
I am wondering if it sounds reasonable to equate Maslow's bottom two physical bricks to the hygiene factors, and the top three psychological ones to the motivation factors...
Superficially, this is an appealing comparison that may hold in a lot of cases. But, at a fundamental model, what you have spotted is, I think, an overlap, rather than an identity. I have a policy of not helping with learning assignments (because they are for you to learn and because your teacher/lecturer must assess your thinking). But I would recommend you think carefully about what each model is about, in its essence, before determining how you will compare them. For those wondering, my video on Maslow's Hierarchy of Needs: czcams.com/video/gz5zNx3KnrE/video.html
@@ManagementCourses thanks. I won’t have to compare them but no worries. I like the overlap analogy.
@@roberttaylor3594 Good luck.
Productivity at work should not be related to the issues a person has outside of work, a person is hired and paid to work and perform at work , to abide by the company’s vision and mission and strive to make it profitable and prolific.
A proper compensation /salary should be enough to motivate anyone, a personal life is out of bounds to the company and is in line with the do not bring home to work, work home phrase.
equity / equality cannot be measured and should not be part of the business / company model/environment
the way a person feels at work, is perceived that they are treated, etc. should under no means be a factor in an employee’s performance.
Materials, are available to all end every employee and it is up to them to use these as fit to improve the company’s profitability and success
Equality in any form is erased from the workplace as it is an understatement where it is implied that all those employed are mature individuals and who will work in unison to attain the company’s goals and objectives in any form by any means leaving out personal feelings, hopes and wishes concentrating on the company’s goals objective, mission vision, product, etc.
Maslow’s and McClelland’s theories are personal and subjective when planning tasks.
Goals and objectives are smart, but employee’s participation is limited to the company’s objective, of a final product.
the expectancy theory should be : “you are expected to carry out your tasks in order to achieve these objectives and goals” which will also become the employees motivation for peak performance
The company’s involvement in an employee’s personal life should be limited to what happens at work, anything else is considered a personal matter and a.
No such thing as “apathy, empathy / sympathy” or lack of, we are all people and people go thru situations, emotions, conditions all the time. Concentrate on work at work and on you and your other out of work.
Contrary to popular belief, the employees should be and feel sufficiently motivated with the salary agreed upon when hired. With the salary they receive to carry out their duties any other perception, consideration, guess supposition not stated in the contract is invalid.
Days off, vacations, sick leave, etc. as per labour laws, etc. stipulated already.
The customers expect results from the companies which in turn pay employees to go above and beyond to satisfy these expectations.
We all want different things out of life, we all have needs and the only way to achieve this is with money, money comes with a job, work, a result of fulfilling the company’s goals and objectives. companies are set up to make money, not, not for profits.
Other public and private services are set up to satisfy a variety of personal needs which cannot be satisfied at work because your workplace’s goal is different, and these may be attained with payment for such services.
Companies understand employees, as such pay them a fair salary, do employees understand what their role is?
For profit companies deal with tangible products not with answers to existential questions.
What would you do, how would you feel if you had a business and the employee was always late, had an excuse, did not complete the tasks on time, you have to excuse yourself to your customers, you are losing clients, looking bad, etc.?
It is the responsibility of each individual to put him or herself together before they go to work and perform at their best.
We now have organizations catering to employees needs with lunch bars, pool tables, basically non-alcoholic pubs within their walls where the employees supposedly gather and create. In turn it is also believed that having a group of people going in circles with the same idea doesn’t bring anything new. If these individuals would go to the corner diner, coffee shop, hot dog stand, vegetarian restaurant down the road maybe, just maybe they would have a revelation and come to work with something completely different but functional.
Having employees incarcerated is not a sign of motivation to creativity but monitoring and distrust, we prefer to see them walking around breaking their heads to come up with something instead od looking for them or calling them back to work when their lunch time is over.
These expenses transferred to the consumers are unnecessary and the funds can be allocated otherwise, bonuses, etc.
We are spending uncalled for amounts of investment capital in useless subjective gadgets, when in reality we are desperately expecting answers and useful products from mature minds.
An organization/ Company’s function is not how to teach an employee how to balance his or her work-life but offer solutions thru products and services.
Businesses are out there to comfort any and all wishes and desires, capitalism/ entrepreneurship takes care of this, why re-invent the wheel.
We can spend years debating on the issue, but we are wasting time, it’s all about individual responsibility, companies don’t force people. The so-called entrepreneurs, those seeking challenges, who hit the ground running, inexhaustible minds etc. become weary when there is no balance, when the income is not spent properly, when time is mismanaged. Like in school when parents pay for everything and all kids have to do is study, pass a test and get a degree, but 99% of the time we take everything for granted and waste precious time in nonsense ( now we know and understand) are struggling the night before with tonnes of papers, homework, books to read before a test, evaluation, assessment, exam, etc. and we barely make it.
But we later want the works when it comes to job hunting…really?
The HR department has the function of matching an individual with certain skills to the openings in the organization, its not a witch doctor or do they have a crystal ball. People with issues must speak up and contact the dedicated professionals, the most important “professionals” are our mates, partners and immediate family where pressure is also coming from. Your partner wants you to spend more time with you and when money lacks doesn’t like you either because you can’t support their lifestyle……. Ironic but true. And ourselves, be honest and open, assess and evaluate the situation and its conditions: how did I get here? Make a plan, stick to it and solve it, only we as individuals know what is going on and we do have the tools to get over it, just need to be sincere and realistic.
Yes, we invented Legos and Crayola but that is not how we will build anyone’s future or paint the sky when reality hits the fan after all consumer goods have destroyed the planet.
We have gone from a jar on instant coffee a spoon and a cup of milk or water to a mini vending machine at home and no one seems to care about the monstrous disparity of this act, but.. if we can pay for it who cares right?
We can’t deal with waste, the “first world countries ship it to the rest of the world but back home it’s all about Green, ridiculous!
There is no real free trade, no respect for producers anywhere, just subsidies paid for with newly minted money most likely with materials brought from elsewhere if you know what I mean.
We can go to all the motivational speeches we want but that wouldn’t solve anything, it’s like going to a movie, we get the high for a few instants and when we are going back home the bills, work, family are back.
We as individuals are the only ones who can plan or own lives and we will not blame it on anyone else.
Who has the answer, who is right? No one ..every one, very personal there is no one size fits all solution
Thank you for your opinions. There is so much here I could respond to, but tie forbids. So, let me just address your first point: 'Productivity at work should not be related to the issues a person has outside of work'. Maybe. And yet it is. We are whole people, not automata. If you want to exclude personal factors, you need to hire robots. Your argument is predicated on an unreasonable ideal.
This seems to also apply within relationships. Where hygiene factors (housework) often can go without the appreciation or generating the feeling of love they deserve. I had always referred to it in my mind about "having expectations" which when filled doesn't add to the equation of love, therefor we needed to consciously be grateful to our partner for those things. But you can also see how love can suffer within a relationship of only the "hygiene" factors are taken care of without adding the extra sauce of motivation/love through other acts, etc.
That's an interesting insight, Paul. Intuitively, it feels right. Thank you.
cool
Thanks
I love you
Thank you.