Human Motivation And Workers Productivity
[A CASE STUDY OF BETA GLASS PLC UGHELLI, DELTA STATE, NIGERIA]

4)    TWO-FACTOR THEORY
Frederick Herzberg interviews about 200 Accountants and Engineers in the Pittsburg area of America, using the critical incident method. Subjects were asked to relate time when they felt exceptionally good or exceptionally bad about their present job or any previous job. The responses were consistent and revealed that there were Two different sets of factors affecting motivation and work. This led to the two factor theory of motivation and job satisfaction
HYGIENE AND MOTIVATING FACTOR
Hygiene (preventive and environmental) or maintenance factors are related to the job CONTEXT, job environment and extrinsic to the job itself. If absent, cause’s dissatisfaction. If present serve to prevent dissatisfaction.
INTRINSIC FACTORS
Factors such as advancement, recognition, responsibility and achievement seems to be related to job satisfaction.
EXTRINSIC FACTOR
Factors such as supervision, pay, company policies and working conditions, lead to dissatisfaction.
Herzberg finding indicate the existence of a direct continuum. The opposite of “satisfaction is “no satisfaction”. Removing dissatisfaction may bring peace but not motivation.
HYGIENE FACTOR
Hygiene factors includes: quality of supervision, pay, company policies, physical working condition, relationship with others job security. Extrinsic factor when they are adequate, people will not be dissatisfied, neither will they be satisfied.
MOTIVATING FACTORS
Motivating factors are associated with work itself or with outcome such as promotional opportunities, opportunities for personal growth, recognition, responsibility and achievement. Intrinsic factors are all about job CONTENT. The hygienic factors are related to Maslow
Lower needs and the motivating factors, to Maslow’s higher level need.
CRITICISM
    Vroom claims that the two factor theory was only one of the many conclusion that could be drawn from the research.
    The procedure used is limited by the methodology. People take credit when the going is good but blame failure.
    Raters have to make interpretation, so they may contaminate finding by interpreting one response in one manner while treating a similar response differently.
    No overall measure of satisfaction was utilitised. A person may dislike part of a job but still think the job is acceptable overall.
    Herzberg assumed a relationship between satisfaction and productivity, but the research methodology looked only at satisfaction and not at productivity.
MANAGERS
To motivate workers in order to give their best, the manager must give proper attention to the motivators or growth factor. Hygiene factor are necessary to avoid unpleasantness at work and to deny unfair treatment. Management should never deny people proper treatment at work.
Herzberg at least attempted empirical approach to the study. It has also drawn attention to the importance of job design in order to bring about job enrichment, self-development and self managed learning.
It emphasizes the (quality of work life). It advocates the restructuring of job with greater emphasis to the motivating factor at work, to make job more interesting and to satisfy higher-level need.
Herzberg comparison of job satisfaction and job dissatisfaction factors Factors characterizing 1, 844    Factor characterizing
Events on job that led to extreme 1, 753 events on the job that led to Dissatisfaction.    extreme satisfaction.