Herzberg’s two-factor theory of Motivation
Hygiene Factors
Motivators
Salary and Benefits
Basic Income, holiday entitlement etc
Working Conditions
Working hours, workplace layout,
facilities, equipment
Company Policy
Rules and regulations, formal and
informal
Status
Rank, authority, relationship to others
reflecting acceptance by others
Achievement
Reaching or exceeding objectives
Recognition
Acknowledgement of achievement by
others enhances self esteem
Job Interest
A task that provides positive, satisfying
pleasure
Responsibility
Exercising authority, leadership, risktaking, decision-making and self direction
raise self esteem
Advancement
Promotion, progress and rising rewards
for achievement and the feeling that
advancement is possible
Job Security
Supervision and Autonomy
Extent of control individual has over
content and execution of job
Office Life
Interpersonal relationships
Personal Life
Herzberg’s theory is that the factors which demotivate, (hygiene factors) if met, do
not necessarily lead to motivation. Therefore meeting the hygiene factors does not
make an individual satisfied. It just makes people unhappy when the hygiene factors
are not met.
Hygiene factors can be considered as merely a launch pad, which when damaged or
undermined, we have no platform, but in themselves they do not motivate.
Hygiene factors should be attacked to stop someone from doing something e.g.
allowing a mother to work more flexible hours to stop her from resigning altogether.
Motivators, when met, lead to satisfaction and pleasure and provide encouragement
to engage further. Motivators need to be addressed when you want someone to do
something.
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‘motivators’
Herzberg’s
Motivators
and Hygiene
Factors
achievement
recognition
Work itself
responsibility
advancement
personal growth
Hygiene factors are merely a launch pad – when damaged or undermined we
‘hygiene’ (or ‘maintenance’) factors
status
security
relationship with subordinates
personal life
relationship with peers
salary
work conditions
relationship with supervisor
company policy and administration
supervision
have no platform, but in themselves they do not motivate
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SATISFACTION
‘motivators’
Herzberg’s
Motivators
and Hygiene
Factors
Me
achievement
recognition
CPD may
help me
with
Work itself
responsibility
advancement
personal growth
Hygiene factors are merely a launch pad – when damaged or undermined we
‘hygiene’ (or ‘maintenance’) factors
Stops
me
doing
CPD
have no platform, but in themselves they do not motivate
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SATISFACTION
Herzberg’s
Motivators
and Hygiene
Factors
‘motivators’
Me
Successful projects, completing work, meeting
deadlines, positive feedback
achievement
National recognition e.g.GphC, RPS, UKCPA, GHP,
NHS pharmacy Education & development committee,
departmental recognition
recognition
CPD may
help me
with
Supplementary/independent prescribing, CPD
Facilitators’ KSF outline, education & training
competencies, CPD/KSF support packs, more complex
projects etc
work itself
More work delegated to me, freedom to act, less
supervision, supervising others, leadership
responsibility
advancement
personal growth
Career progression, meeting full KSF outline,
deputising for senior staff, consultant pharmacist
opportunities, career opportunities
Seeing improvements in myself as a result of doing
CPD e.g. more confident, increased capacity as a
learner, helping others to develop
Hygiene factors are merely a launch pad – when damaged or undermined we
‘hygiene’ (or ‘maintenance’) factors
AFC band
KSF gateways
Regulator = Big Brother
meeting KSF outline
plan and record too rigid
poor pay
no money for courses
have to do CPD rather than choose to
don’t get on with manager/CPD facilitator
protected time for CPD
have no platform, but in themselves they do not motivate
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