Towards Understanding Controversy on Herzberg Theory of Motivation

Abstract

Abstract: Herzberg’s motivator-hygiene theory provided great stimulus to the investigators for advancing research on job satisfaction. In 1959, Herzberg, Mausner and Snyderman dropped a bombshell on the traditional view of job satisfaction by introducing motivator-hygiene theory and challenged to the established model of job satisfaction. Herzberg theorized that provision of motivators such as recognition, work itself, advancement, responsibility and achievement generates job satisfaction while their absence leads to no job satisfaction but has nothing to do with job dissatisfaction. On the other hand, lack of hygiene factors such as working conditions, pay, interpersonal relations, job security, company policies and administration produces job dissatisfaction and has nothing to do with job satisfaction. Since the inception of theory, it has been tested across divergent cultures, samples, occupations and methods but to date there is still no consensus to what extent Herzberg’s theoretical predictions are valid. This prompted the researchers to undertake this qualitative review of empirical studies to improving the understanding about mounting controversies surrounding such influential theory. Based on qualitative analysis, it can be concluded that possibility of empirical substantiation of theory would be higher provided replication of Herzberg’s original methodology is undertaken. Since Herzberg’s theory is still valid (Jones and Lloyd 2005) even though half a century is gone since it was first proposed, so organization leadership is urged to first identify what satisfies or dissatisfies

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