Frederick Herzberg worked as a professor of psychology, management and business, and was a major figure in management theory in the 1960s. Management theory of Frederick Herzberg basics consist of the two-factor theory of motivation and factors contributing to employee satisfaction or dissatisfaction.

Critics of Frederick Herzberg believe that his model of motivation is too simplistic and does not account for individual differences among employees. By becoming well versed in both the strengths and weakness of Herzberg theory, however, you can use Herzberg's concepts effectively in the workplace in conjunction with other ideas and practices.

When learning the management theory of Frederick Herzberg basics, cover the following areas:

1. Become familiar with the two-factor theory of motivation;

2. Learn about the different factors affecting employee satisfaction and dissatisfaction, according to Herzberg theory;

3. Get tips for applying Herzberg theory based on its pros and cons.

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Understand the two-factor Herzberg motivation theory

The core of Herzberg management theory is the two-factor theory of motivation, which states that employees are motivated by two factor types: hygiene factors, which are external, and motivators, which are internal. Frederick Herzberg shaped his theory around the idea that these external and internal forces may either stimulate or frustrate workers and can sometimes contradict or counteract one another.

I recommend: Accel-Team breaks down the hygiene factors and motivators into easy components and examples. Value Based Management.net also offers a diagram of how Herzberg motivation theory works in the two-factor model.

Consider Herzberg theory in terms of employee satisfaction and dissatisfaction

The Herzberg theory of motivation hinges on the concepts of worker satisfaction and dissatisfaction. Frederick Herzberg believed that employees' level of satisfaction or dissatisfaction with their position and product is based on both internal and external factors.

I recommend: NetMBA lists factors that satisfaction and dissatisfaction among employees, according to Herzberg theory. Businessballs also provides hyperlinks to graphical representations of internal and external factors and the extent to which they may result in employee satisfaction or dissatisfaction.

Apply Frederick Herzberg theory in your business management to increase employee satisfaction

Herzberg leadership theory provides business managers with a comprehensive way of examining employee satisfaction as a critical element of work. Herzberg theory has been criticized, however, for not taking into account individual differences in motivation, which a manager must integrate using his or her personal judgment.

I recommend: Management for the Rest of Us encourages managers to ask questions of employees regarding when they feel frustration and fulfillment in their work, which is an effective way to implement Herzberg management theory. Consult the pros and cons of Herzberg theory as outlined by ProvenModels; this will help you avoid some of the potential pitfalls of Herzberg theory, such as assuming that employees share a homogeneous opinion about what motivates them, when you put it into practice.

Tips & Tactics

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• •  Herzberg theory does not necessarily account for workplace productivity, but instead suggests that employee satisfaction is an integral component of the activity of work. Use Herzberg theory in conjunction with an evaluation of workplace productivity to determine how employee satisfaction enhances your business productivity.

Frederick Herzberg contributed a great deal to the Human Relations School of Management through his insights into the areas of employee satisfaction and motivation. Herzberg's motivation theory, also known as the Two-Factor Theory, covers what he called the "Hygiene Factor" and the "Motivation Factor." According to Herzberg theory, hygiene factors are the extrinsic conditions, or environmental factors, that determine the satisfaction or dissatisfaction level of employees. Herzberg's theory states that, while negative hygiene factors (such as low pay, poor working conditions or lack of job security) cause job dissatisfaction, positive hygiene factors (such as status, good ergonomics and worker-friendly policies) simply satisfy basic employee needs, causing "movement," in the sense of work flow, but exerting no effect whatsoever on motivation.

In Herzberg theory, motivation factors are the positive, either extrinsic or intrinsic, influences that cause an employee to want to do a better job. Extrinsic motivating factors (such as recognition, advancement and increasing levels of responsibility) and intrinsic motivating factors (such as achievement, growth and interest) are, according to Herzberg theory, equally motivating. Some ways that Herzberg suggested arranging work for greater employee motivation are the following:

1. Job enlargement;

2. Job rotation; and/or

3. Job enrichment.

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Acquire some background information on Herzberg management theory

Numerous websites provide valuable information about Herzberg theory. In addition to diagrams and summaries of Herzberg motivation principles, you'll find various videos and instructional materials that can help you develop the background knowledge and practical expertise to put Herzberg theories to work for your company.

I recommend: Management and Accounting Web (MAAW) explains Herzberg's myths of motivation. It also addresses what Herzberg referred to as KITA (sometimes changed to KITP, or Kick in the Pants) motivation methods, which generally don't work. The site then explains Herzberg's motivation theory, providing a diagram which illustrates his hygiene and motivation concepts. YouTube offers two videos of Frederick Herzberg explaining his motivational theory. Jumping for the Jelly Beans, Part One lasts eight minutes, and Jumping for the Jelly Beans, Part Two lasts six minutes. SlideShare provides a set of slides on motivation, which compares Herzberg theory to other classic and modern motivational theories.

Hire a consultant who will incorporate Herzberg theory into the approach used

Consultants with knowledge and experience in the management theory of Frederick Herzberg can guide you in maximizing the benefit of his principles in your own company's unique environment.

I recommend: Another Way Consulting offers services based specifically on Herzberg motivational theory. Teambuildinginc.com and employee engagement-leadership consultant Martha Finney also offer consulting services that can help you put Herzberg theory into practice.

Locate tools and resources that will help you make the most of Herzberg's theories

Widely available online tools and resources can help you more easily implement Herzberg's management theory principles.

I recommend: Teambuildinginc.com offers The Power of Recognition, a downloadable exercise that can help your managers better understand how to use recognition to motivate employees. Download3K.com offers a Two Factor Software Analysis Tool download that can help you more effectively control the factors that affect employee satisfaction and motivation by applying Herzberg theory.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Consider the many benefits of putting Herzberg motivation theory to work for your business. If you decide to use it, why not go all out and practice it in all the areas it can effectively address: your own leadership of the company, your managers' development and your employees' engagement.

When it comes to motivating employees, Frederick Herzberg was a psychologist who was ahead of his time. His Two Factor Theory that job satisfaction and job dissatisfaction are completely independent of each other has been used since the late 1950s. While no longer considered to be the preeminent motivation technique by most business owners, learning more information about Frederick Herzberg and Herzberg's theories can help to round out your overall employee management training.

Educating yourself on Herzberg motivation theories will help you to better understand the psychology behind how your employees handle various situations. By gaining this knowledge, you'll more effectively motivate your employees to the task at hand. Management theory of Frederick Herzberg education and training can come in a variety of ways, including:

1. Studying Herzberg Motivation Theory through a general degree program in management theory.

2. Taking classes pertaining to the Herzberg Theory of Motivation through an industry or trade group.

3. Finding individual online training and information on Herzberg motivation.

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Take management-focused graduate work while studying the management theory of Frederick Herzberg

A number of universities, both online and traditional, offer graduate degree programs relating to management theory. As Frederick Herzberg's motivation theory is key to many later discoveries, it's a cornerstone to such graduate work.

I recommend: Read an overview of Frederick Herzberg's theory at Businessballs.com. The University of Phoenix offers a Master of Management program that, in part, focuses on management theory and how it pertains to effective management and leadership. The General Management Program offered through the Harvard Business School teaches management theory to participants and then helps to keep them updated on new developments.

Find a group that offers classes on management theories like those of Frederick Herzberg

As you look to grow your understanding of Herzberg Motivation Theory, it's important to recognize that an effective leader takes the pieces of various management theories and combines them to form his own leadership style. Fortunately for you, there are many industry and trade groups that are dedicated solely to growing better managers and leaders. By working with one of these groups, you can learn more about management theory in general as well as Herzberg's theory in particular.

I recommend: NetMBA has a good introduction to the management theory of Frederick Herzberg.The American Society of Association Executives (ASAE) offers a wide variety of management theory training options both online and at their annual meeting. The American Management Association (AMA) offers seminars on a variety of topics, including several on the best way to use motivation theory as a manager.

Seek out individual training you can do on Herzberg, management theory and employee motivation

As a busy executive, you often don't have time to spend several days at a seminar or consecutive evenings in an academic setting. If this is the case, your best option for learning more about the Herzberg theory would be to find self-study options that you can use in your spare time.

I recommend: Accel-Team offers both a condensed online explanation of Herzberg's theory and a white paper you can purchase that goes more in-depth. Oak Training has a downloadable training program that covers the various motivation theories, including Herzberg's Two Factor Theory.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  If you find training on Herzberg Motivation Theory that you deem particularly useful, be sure to share it with other members of your management team. If everyone's able to better motivate their team members, the sky really could be the limit for your company.

Frederick Herzberg believed that, in order to have a successful business, the management staff must ensure that each and every employee has the motivation to perform their job to the best of their ability. Herzberg theorized that there are several factors that contribute to an employee's motivation and a number of different results, depending on which factors work.

This guide touches on the main points of Herzberg's management theory and clarifies how those elements come together for a successful business.

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KITA

KITA is Herzberg's means of moving an employee to action. KITA, politely translated, stands for kick in the 'pants,' and Herzberg found it to be the first step in getting an employee to perform a job successfully. While KITA results in movement, it very rarely contributes to an employee's motivation.

I recommend: Management and Accounting Web touches on the subject of Herzberg's KITA.

Hygiene factors

Also known as maintenance factors, hygiene factors are elements of a job that are necessary to keep an employee from becoming dissatisfied. They don't necessary produce motivation, but satisfaction isn't possible without them, according to Herzberg.

I recommend: Read a detailed explanation of Herzberg's motivation theory, including the hygiene factors, on Businessballs. Visit Value Based Management for a quick list of the hygiene factors.

Motivation factors

According to Frederick Herzberg, there are five motivation factors that also contribute to job satisfaction, as well as help keep an employee motivated to perform their jobs to their highest standards and abilities.

I recommend: Proven Models briefly lists and explains Herzberg's motivation factors.

Scenarios

Herzberg believed that combining the hygiene and motivation factors leads to four possible scenarios. Ideally, managers want to foster a high hygiene and high motivation scenario, which results in employees that are exceptionally motivated and have very few, if any, complaints.

I recommend: Read about the other three scenarios on 12manage.

Working group

Applying hygiene and motivation factors to motivate an employee will not only effect the individual employee, but will, in turn, affect the entire working group or company. Motivation can be contagious, so Herzberg believes his theories are important for the whole working group.

I recommend: Accel-Team describes how applying Herzberg's theories with the individual employee will positively affect the working group.

Job enrichment

Herzberg held that an employee will lose motivation, even if all of the hygiene and motivation factors are in place, if there is no job enrichment. He argued that job enrichment, such as rewards and incentives for a job well done, is a continual process for those in management to maintain a strong working environment for employees.

I recommend: Visit the Internet Center for Management and Business Administration for more details on what Herzberg believes offers job enrichment for employees.