Which of the following statements correctly describes Herzbergs two-factor theory

Which statement best describes Herzberg’s two-factor theory?Employees tend to be more motivated when they choose their own goals andreward factors.Satisfaction can only be increased when an employee’s safety factors andsecurity factors have been met.While a reduction in salary can lead to dissatisfaction, an increase in salary issufficient to motivate employees.While the absence of hygiene factors can reduce dissatisfaction, the presence ofmotivators is required to increase satisfaction.

Which term best describes the management style of Theory Z?

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What psychological states did Oldham and Hackman suggest that jobcharacteristics could affect? Select all that apply.

42.Which of the following statementsaccuratelydescribes Herzberg’shygiene factors?a)Hygiene factors include achievement and recognition.b)Hygiene factors refer to job content.c)Hygiene factors do not prevent job dissatisfaction from occurring.d)Hygiene factors contribute to job satisfaction.e)Hygiene factors include working conditions, interpersonal relations, organizationalpolicies, and salary.Answer: ePage: 106

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MAN 101EXAM #1 KEYLearning Objective 2: Discuss what we can learn from the hierarchy of needs theory, ERGTheory, Acquired Needs Theory, and Two-Factor Theory.Section Reference: Two-Factor Theory43.Which statement aboutAcquired Needs TheoryisCORRECT?Page: 105

Learning Objective 2: Discuss what we can learn from the hierarchy of needs theory, ERGTheory, Acquired Needs Theory, and Two-Factor Theory.Section Reference: Acquired Needs Theory44.In Maslow’s needs hierarchy, theself-actualization needrefers to the need to fulfill oneselfas well as to grow and use abilities to the fullest and most creative extent.Page: 103

Learning Objective 2: Discuss what we can learn from the hierarchy of needs theory, ERGTheory, Acquired Needs Theory, and Two-Factor Theory.Section Reference: Hierarchy of Needs Theory45.In Maslow’s needs hierarchy, __________ needs must be satisfied before __________ needsare activated, and __________ needs must be satisfied before __________ needs areactivated, and so on.

RUANEPage 16Fall 2013Page: 103Learning Objective 2: Discuss what we can learn from the hierarchy of needs theory, ERGTheory, Acquired Needs Theory, and Two-Factor Theory.Section Reference: Hierarchy of Needs Theory

American psychologist Frederick Herzberg is regarded as one of the great original thinkers in management and motivational theory. Herzberg set out to determine the effect of attitude on motivation, by simply asking people to describe the times when they felt really good, and really bad, about their jobs. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad.

The results from this inquiry form the basis of Herzberg’s Motivation-Hygiene Theory (sometimes known as Herzberg’s “Two Factor Theory”). Published in his famous article, “One More Time: How do You Motivate Employees,” the conclusions he drew were extraordinarily influential, and still form the bedrock of good motivational practice nearly half a century later. He’s especially recognized for his two-factor theory, which hypothesized that are two different sets of factors governing job satisfaction and job dissatisfaction:  “hygiene factors,” or extrinsic motivators and “motivation factors,” or intrinsic motivators.

Hygiene factors, or extrinsic motivators, tend to represent more tangible, basic needs—i.e., the kinds of needs included in the existence category of needs in the ERG theory or in the lower levels of Maslow’s hierarchy of needs. Extrinsic motivators include status, job security, salary, and fringe benefits. It’s important for managers to realize that not providing the appropriate and expected extrinsic motivators will sow dissatisfaction and decrease motivation among employees.

Motivation factors, or intrinsic motivators, tend to represent less tangible, more emotional needs—i.e., the kinds of needs identified in the “relatedness” and “growth” categories of needs in the ERG theory and in the higher levels of Maslow’s hierarchy of needs. Intrinsic motivators include challenging work, recognition, relationships, and growth potential. Managers need to recognize that while these needs may fall outside the more traditional scope of what a workplace ought to provide, they can be critical to strong individual and team performance.

The factor that differentiates two-factor theory from the others we’ve discussed is the role of employee expectations. According to Herzberg, intrinsic motivators and extrinsic motivators have an inverse relationship. That is, intrinsic motivators tend to increase motivation when they are present, while extrinsic motivators tend to reduce motivation when they are absent. This is due to employees’ expectations. Extrinsic motivators (e.g., salary, benefits) are expected, so they won’t increase motivation when they are in place, but they will cause dissatisfaction when they are missing. Intrinsic motivators (e.g., challenging work, growth potential), on the other hand, can be a source of additional motivation when they are available.

If management wants to increase employees’ job satisfaction, they should be concerned with the nature of the work itself—the opportunities it presents employees for gaining status, assuming responsibility, and achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment—policies, procedures, supervision, and working conditions. To ensure a satisfied and productive workforce, managers must pay attention to both sets of job factors.

Watch the following videos to hear these principles explained by Frederick Herzberg himself (in a smoke-filled 1970s lecture theater no less!).