According to Two-Factor Theory,

how might a manager motivate

employees?
Introduction of Two-Factor
Theory
Known as Motivation-Hygiene Theory
People are influenced by two factor
Motivation factor (Satisfaction)and
Hygiene factor (Dissatisfaction)
Hygiene factors are needed to
ensure an employee does not
become dissatisfied. They do not
lead to higher levels of motivation, but
without them there is dissatisfaction.


Typical Hygiene Factors are:
i.) Working condition
ii.) Quality of supervision
iii.) Salary
iv.) Status
v.) Security
vi.) Company
vii.) Job
Motivation factors are needed in
order to motivate an employee into
higher performance.
Typical Motivation Factors include:
i.) Achievement
ii.)Recognition for achievement
iii.) Responsibility for task
iv.) Interest in the job
The factors causing satisfaction are
different from those causing
dissatisfaction
The two feeling cannot simply be
treated as opposites of one another
The opposite of satisfaction is not
dissatisfaction, but rather, no
satisfaction.
Similarly, the opposite of
dissatisfaction is no dissatisfaction.

Hygiene Factor

The term hygiene factor is a term widely used in the field of business
management. It is related to the study of motivation and job
satisfaction in the workplace.
Factors that affected job satisfaction in a negative manner are
classified as hygiene factors. These include working conditions,
company policies, relations with coworkers and pay.
Hygiene factors do not necessarily increase job satisfaction.
Hygiene factors are more concerned with the state of the workplace
than those who work in it. They are important, but not necessarily
imperative, to maintaining an employees desire to continue working.

Company Policies &
Administration
The feelings about the adequacy or inadequacy
of company organization and management. This
includes poor communications, lack of delegated
authority, policies, procedures, and rules.

Supervision

The competency or technical ability of the
supervisor. This includes the supervisors
willingness to teach or delegate authority,
fairness, and job knowledge.

Interpersonal Relations

The relationships between the worker
and his or her superiors, subordinates,
and peers. This includes both job related
interactions and social interactions within
the work environment.

Status

Factors that involve some indication of
status private office, important sounding
title, secretary, company car, and other
perks. Changes in status would be
considered under advancement

Job Security

The employees job tenure and/or the
companys stability or instability objective
signs of the presence or absence of job
security, not the feelings of security.

Salary

This includes all forms of compensation and
focuses on wage or salary increases or
unfulfilled expectation of increases.

How to Create Conditions for Job
Satisfaction
Creating work that is rewarding and
that matches the skills and abilities of
the worker.
Giving as much responsibility to each
team member as possible.
Providing opportunities to advance in
the company through internal
promotions.

Motivational Factors
Inherent to work and motivate the
employees for a superior
performance
These factors are called satisfiers
and involved in performing the job
Employees find these factors
intrinsically rewarding
The motivators symbolized the
psychological needs that were
perceived as an additional benefit



Appreciation or recognition for a
job well done
Recognition is not only to make employees
feel good about their work and
accomplishments
We recognize and praise because we want
to reinforce a particular effort or result that
helps the business
The more these specific behaviours are
recognized, the more frequently an
employee will repeat them
An understanding attitude from the
management

An understanding attitude should be reflected in
the way an employee receives correction and
discipline
The same can be said for displaying loyalty to
your employees
In addition, making work interesting and
planning a career path for them would
demonstrate that a manager or supervisor has
taken into consideration an individual
employee's strengths and talents prior to
assigning the work
Good wages
Include benefits, time off, bonuses,
profit sharing and any other program
you have in your organization that
relates to compensation
Make certain your people know and
understand every aspect of their
compensation plan, not just what they
take home at the end of the month
Pay people what the position and their
performance is worth
Conclusion
High Hygiene + High Motivation
High Hygiene + Low Motivation
Low Hygiene + High Motivation
Low Hygiene + Low Motivation


Thank You