Two-Factor Theory

Examples of Two-Factor Theory in the following topics:

• Herzberg's Two-Factor Theory

  • Herzberg's Two-Factor Theory states that certain factors cause job satisfaction and other factors cause dissatisfaction.
  • Frederick Herzberg's Two-Factor Theory, also known as Motivation-Hygiene Theory or intrinsic vs. extrinsic motivation, concludes that there are certain factors in the workplace that can cause job satisfaction and a separate set of factors that can cause dissatisfaction.
  • Herzberg's Two-Factor Theory, McClelland's Need Theory, and Maslow's Hierarchy of Needs all talk about higher-level psychological needs such as achievement, recognition, responsibility, and advancement.
  • The key factor that differentiates Two-Factor Theory is the idea of expectation.
  • Analyze Frederick Herzberg's perspective on motivating employees through his Two-Factor Theory (also known as Motivation-Hygiene Theory)

• Perspectives on Motivation

  • Theories of motivation are of course rooted in psychology.
  • Various theories have attempted to identify the factors that contribute to effective employee motivation, most of which are easily divided into four broad categories:
  • Maslow postulated that needs should be fulfilled in a particular scaffolded order, with food, water, and shelter in the bottom, most fundamental two tiers and intangible needs such as fulfillment, self-esteem, and a sense of belonging in the upper three tiers.
  • There are two main cognition-oriented theories: equity theory and expectancy theory.
  • Frederick Herzberg's Two-Factor Theory is the most well known of the job-oriented theories, despite the fact that it has not been supported by empirical evidence.

• Other Important Trait Theories

  • All of these theories discuss important personality traits that have been studied and identified.
  • Gordon Allport's disposition theory includes cardinal traits, central traits, and secondary traits.
  • Extroversion and neuroticism provide a two-dimensional space to describe individual differences in behavior.
  • Comparisons of the results revealed six emergent factors.
  • After the adjectives that describe each of these six factors were collected using self-reports, they were distilled to four traits that describe each factor.

• Considering the Environment

  • Complexity theory postulates that organizations must adapt to uncertainty in their environments.
  • The complexity theory treats organizations and firms as collections of strategies and structures that interact to achieve the highest efficiency within a given environment.
  • Another perspective on organizational design is resource dependence theory—the study of how external resources affect the behavior of the organization.
  • Another environmental factor that shapes organization design is competition.
  • In considering organizational design relative to the environment, managers may find it helpful to employ two specific frameworks to identify external factors and internal strengths and weaknesses:

• Four Theories of Leadership

  • Theories of effective leadership include the trait, contingency, behavioral, and full-range theories.
  • Experts have proposed several theories, including the trait, behavioral, contingency, and full-range models of leadership.
  • In other words, contingency theory proposes that effective leadership is contingent on factors independent of an individual leader.
  • Behavioral theory also incorporates B.F.
  • The father of behavioral theory showed the connection between behaviors and reward and punishment.

• Goal-Setting Theory

  • People perform better when they are committed to achieving certain goals, enabling businesses to benefit from employing goal-setting theory.
  • Factors that ensure commitment to goals include:
  • Apply goal-setting theory to the process and motivation considerations inherent in organizational behavior and business procedure

• Leadership Model: University of Michigan

  • The Michigan behavioral studies are an important link in the ongoing development of behavioral theory in a leadership framework.
  • The recognition of leaders and the development of leadership theory have evolved over centuries.
  • A multitude of approaches have been used to identify and explain the complex factors that shape leadership and how it is practiced.
  • Studies dating back to the 1950s identified two broad leadership styles: an employee orientation and a production orientation.
  • The Michigan leadership studies, along with the Ohio State University studies that took place in the 1940s, are two of the best-known behavioral leadership studies and continue to be cited to this day.

• The Human Side: Hawthorne

  • This theory of management was a byproduct of the issues that arose from the classical, scientific perspectives on management (i.e., Taylorism).
  • People are motivated by inclusion, constructive feedback, interest, autonomy, and a wide variety of other 'soft' factors (i.e. factors aside from money and other tangible resources).
  • It started two weeks before moving the women to an experiment room and continued throughout the study.
  • Some of the variables included giving two five-minute breaks (after a discussion with the group on the best length of time), and then changing to two 10-minute breaks (not the preference of the group).
  • Evaluate Mayo and Roethlisberger's Hawthorne study relative to the behavioral perspective in organizational theories

• Expectancy Theory

  • Expectancy theory is about the mental processes involved in making choices.
  • In organizational behavior, expectancy theory embraces Victor Vroom's definition of motivation.
  • The expected result, therefore, is not the sole determining factor in the decision of how to behave because the person has to predict whether or not the expectation will be fulfilled.
  • Vroom introduces three variables within his expectancy theory: valence (V), expectancy (E), and instrumentality (I).
  • Factors associated with the individual's expectancy perception are competence, goal difficulty, and control.

• Equity Theory

  • Equity theory explains the relational satisfaction in terms of fair or unfair distribution of resources within interpersonal relationships.
  • Equity theory attempts to explain relational satisfaction in terms of perceptions of fair or unfair distributions of resources within interpersonal relationships.
  • Regarded as one of many theories of justice, equity theory was first developed in 1963 by John Stacey Adams.
  • Equity theory focuses on determining whether the distribution of resources is fair to both relational partners.
  • Much like other prevalent theories of motivation, such as Maslow's hierarchy of needs, equity theory acknowledges that subtle and variable individual factors affect individuals' assessment and perception of their relationship with their relational partners.