In the mid-fifties the last century, the group of researchers led by Frederik Gertsberg conducted survey among 200 engineers of large paint and varnish factory. From workers about two criteria were required to answer, – at what moments work brought them special satisfaction and at what moments they felt sharp hostility to performance of the duties. Engineers of factory should have described the feelings. Very unexpected conclusion was result of all research – salary did not motivate people, and only kept them from dismissal.
The theory of motivation of Gertsberg is based on division of the factors promoting satisfaction from work. Two categories – the hygienic and motivating factors turned out.
It is simple to guess that the theory of motivation of Frederik Gertsberg studies the criteria making workers happy, that is, the sphere of needs of the person.
Hygiene factors
The name at first causes bewilderment in all. For us the hygiene is absolutely not that it means in medicine. In translation from Latin, the term designates "prevention". Hygiene factors in the informative theory of motivation of Gertsberg are the reasons for which the employee does not leave work. That is, what holds us in a workplace.
Are ranked as hygiene factors:
- policy of the organization and management;
- working conditions;
- social status;
- salary;
- relations with the administration and colleagues;
- extent of control over work.
That is, in the two-factor theory of motivation of Gertsberg, the hygiene is conditions in which the person works. In the absence of these factors, the person leaves, but at their existence he does not feel satisfaction yet.
The motivating factors
The motivating factors are also called "promoting", they induce to performance of the duties.
Here entered:
- success;
- career development;
- recognition of colleagues and approval of the administration;
- existence of high responsibility;
- possibility of creative approach to work.
The most curious in the two-factor theory of motivation of Frédéric Guertsberg the fact that the lack of motivators does not guarantee dissatisfaction with work yet. However their existence surely leads to feeling of satisfaction.
According to Gertsberg, for satisfaction, the person has to have a work in which he needs to put personal forces, and it also is – responsibility, creative approach, improvisation, etc.
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