HERZBERG'S TWO-FACTOR THEORY OF MOTIVATION: CRITICAL VIEW AND PRACTICAL APPLICATION

Abstract

The article is devoted to the analysis of the two-factor theory by F. Herzberg and its use in modern conditions. Motivation is the driving factor of both self-development of the individual, the development of the enterprise, and the economy as a whole. The study notes that motivation plays an important role in the success of people, contributing to their satisfaction in both personal and professional life. This study considers key aspects of the theory of motivation F. Herzberg, as well as its potential for practical implementation in enterprises and institutions of Ukraine. During the work, a monographic method was applied, as well as methods of analysis and synthesis. The two-factor theory developed by F. Herzberg, also referred to as the motivational-hygienic theory, emerged from a study involving accountants and engineers in U.S. companies. This study aimed to identify the factors that influence individuals' positive or negative feelings about their work. Herzberg emphasized two primary categories of factors affecting employee motivation: motivational factors and hygiene factors. Despite criticism, Herzberg's theory is recognized as a significant contribution to understanding work motivation. He refined Maslow's hierarchy of needs, making it more applicable to workplace motivation, and highlighted the importance of work content factors in driving motivation - an area previously overlooked. According to Herzberg, job satisfaction or dissatisfaction stems from either motivational (satisfaction-related) factors or hygienic (dissatisfaction-related) factors. Herzberg's key insight was that addressing sources of dissatisfaction (hygiene factors) does not necessarily boost motivation. Conversely, introducing new motivational strategies may not always reduce dissatisfaction. He noted that poor management of even one hygiene factor can lead to widespread employee dissatisfaction, potentially resulting in what he termed a “hygienic crisis”. While hygiene factors are inherent challenges in organizations and not critical for their operation, neglecting them can harm the workforce's morale. Motivational factors, by contrast, are more complex, subjective, and harder to quantify. Herzberg warned that focusing solely on hygiene factors while ignoring motivators leads employees to fixate on these aspects, undermining their overall motivation. The theory underscores Herzberg's contribution to the fields of ergonomics and labour psychology by addressing the role of hygiene factors in shaping job satisfaction. While his framework introduced a human-cantered perspective on workplace motivation and emphasized the significance of job content, many researchers argue that Herzberg's theory lacks the comprehensiveness required for a universal motivational framework.