Herzberg’s two-factor theory analysis

Grading Criteria

You are required to respond with depth, breadth and insight to the discussion question(s) as well as one of your class members. Your response to the discussion question(s) must be tied back to the chapter material and outside research is expected. When I ask you to support your answer, you are expected to combine opinion with, minimum 2, citations, insight from your experiences, observations of others experiences, analysis of the facts/information and a conclusion. PLEASE do not limit your citations to just the book! Find other supporting material outside of the class structure.  You are also required to answer the question posed by the instructor and class members’. (Please note: The guidance outlined above will contribute to you “meeting the expectations” for the discussion. Additional participation will contribute to a grade that will “exceed the expectations” for the discussion

The combined original reply and two responses are worth up to 20 points per student. The criteria used to determine the point distribution will be:

Cite examples, textbook material, or your own supporting material to back up your opinion.

Action: Read the below peer discussion board posts and provide your classmate with feedback on your opinion of their position. Do you agree and why? Do you disagree and why? Replies to your class members’ are intended to move the discussion forward. Telling them that they simply did a good job is not acceptable. Statements like “I feel”, “I believe” and/or “I think” are difficult to measure and, highly, subjective. Asking a question or two about the position they took will move the discussion forward. Replies are 150 word minimum

Peer Reply #1

Week Two Discussion

Herzberg’s Two Factor Theory

by Melanie Mitchell – Monday, January 13, 2020, 8:59 PM

Number of replies: 0

Do you agree or disagree with the basic assumptions of Herzberg’s Two Factor Theory of motivation? Explain why, along with supporting details.

Herzberg’s two-factor theory states that people have two basic needs; one focusing on survival and the other on personal growth (Werner, 2017). This theory is an example of a need-based motivation approach. Once a need is activated, an individual seeks an opportunity to satisfy growth needs. In the workplace, this can be achieved through job enrichment. An individual will perform behaviors that aid their personal growth until they achieve job satisfaction or security.

Factors that lead to job dissatisfaction include security, salary, work conditions, company policies, and relationships with supervisors or peers (Herzberg’s motivators and hygiene factors, n.d.). To apply the theory, one must eliminate the dissatisfaction one is feeling and determine what will help them find satisfaction. For example, an employee may be dissatisfied with their salary. One way an employer can satisfy that need is to ensure wages are competitive. To take it a step further, an employee may be further motivated to achieve individual or company-wide goals if they are awarded a bonus.

I agree with the basic assumptions of Herzberg’s two-factor theory as I believe it helps explain a personal need-based experience I have had in the workplace. During a company acquisition, major downsizing occurred and many employees were terminated. During that time, my needs for survival were triggered as I did not want to lose my job. I was motivated to prove to the company that I was an employee worth retaining. As a result, I exceeded performance expectations and did whatever I could to get in front of the leadership team and help with the company transition. In return, I personally and professionally grew throughout the experience. Luckily, my job security needs were met and I was also recognized for my contributions to the company’s success.

It is important for managers to understand that every individual has unique needs and are motivated by different factors. Some people are financially motivated while others are motivated by opportunities to advance their skills and knowledge. Needs will often change overtime. For example, a new parent may value more time at home with their child, such as more vacation days, than an increase in their salary. Most importantly, a manager that finds out what matters to an employee will be better able to help eliminate factors that lead to dissatisfaction and will be better able to focus on ways to help the individual achieve personal growth and satisfaction within their role.

Herzberg’s motivators and hygiene factors. (n.d.). Retrieved from https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm

Werner, J. M. (2017). Human resource development: Talent development (7th ed.). Boston, MA: Cengage Learning, Inc.

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