Herzberg’s Motivation Theory

Staying motivated to complete our work tasks day in and day out can sometimes feel difficult. There are so many factors that influence our motivation, whether or not we procrastinate, and if we feel satisfied by the work we are completing.

Herzberg’s motivation theory is a type of content theory (a theory that focuses on what motivates people), which recognizes that these factors are both internal and external and interact in complex ways. In Herzberg’s theory, these internal and external factors are referred to as motivation factors and hygiene factors, respectively. Motivation factors, which include having responsibility, receiving recognition, or being interested in the work, all contribute to satisfaction. Hygiene factors, such as work conditions, salary, and company policies, do not necessarily cause an employee to be more satisfied, but if they are absent, they will cause an employee to be dissatisfied. Herzberg occasionally refers to hygiene factors as “KITA” factors, with KITA being an acronym for Kick In The Ass.¹² These factors motivate someone to act either through incentives or the threat of punishment. Examples include reducing time spent at work (incentive) or losing a bonus (punishment). However, they only provide short-term success. It is the motivation factors that actually determine when there is satisfaction in the job.

One novel component of Herzberg’s motivation theory is that job satisfaction is not seen as the opposite of job dissatisfaction.¹ The two are separate phenomena influenced by different factors. Dissatisfaction is impacted by hygiene factors, while satisfaction is obtained through motivators. Following this logic, the opposite of job satisfaction is no job satisfaction, according to Herzberg. 

Let’s look at an example of Herzberg’s concept as it relates to employee compensation and career growth opportunities. Suppose a company offers low salaries, poor job security, and an unpleasant work environment. These are hygiene factors, and their absence will likely cause employee dissatisfaction. If the company improves these conditions by providing fair salaries, stable contracts, and a comfortable workspace, employees will no longer be dissatisfied. However, that does not necessarily mean they will be truly satisfied or motivated. To achieve employee job satisfaction, the company needs motivating factors, such as recognizing employee achievements, offering career development opportunities, and providing meaningful, challenging work. This demonstrates Herzberg’s idea that eliminating dissatisfaction does not create satisfaction; it only brings employees to a neutral status, while true motivation comes from intrinsic factors that drive engagement and fulfillment.

The psychology of motivation is very complex and multidimensional. What we do know about it is relatively little, considering how much it impacts our lives. Herzberg’s theory is one of several theories of motivation, each one providing a different lens through which to understand human behavior and its influencing factors.