Tuesday, April 6, 2021

Herzberg’s Hygiene and Motivation Theory among Teachers in Private Schools

 

Herzberg’s Motivation Theory is one of the content theories of motivation. These attempt to explain the factor that motivates individuals and through identifying and satisfying their individual needs, desires and the aims pursued to satisfy these desires. Herzberg published the two-factor theory of work motivation in 1959. He identified two factors namely: Hygiene and motivation, which is widely used to measure job satisfaction of employee in an organization and the motivation to perform. Hygiene factors include organization policy, administration, supervision, interpersonal relationship, salary, working conditions, personal life status and security, while motivator factors are represented by opportunities for promotion, achievement, responsibility, recognition, growth and value of work itself (Ghazi , et al., 2013).

Figure 1 Herzberg Two Factor Theory

                                                      Source: (Truyens, 2019)

Employers should understand how important it is to have workers who are dedicated to their role effective in their labour and productive with their time. In addition, supervisors and organizations have a moral responsibility to care about the welfare and health of their employees (Giese & Avoseh, 2018). Employees who are satisfied with their jobs are better performers go beyond the assigned responsibilities and expectations of their role and have better overall well-being. In contact employees who are dissatisfied with their jobs are more likely to experience burnout look for alternative employment, experience increased absenteeism and other withdrawal behaviors (Spector, 1997).

Herzberg’s research provide that people will strive to achieve “hygiene” needs because they are unhappy without them but once satisfied the effect soon wears off satisfaction is temporary (Loiseau, 2011). Then as now, poorly managed organizations assume that people are not motivated by addressing hygiene needs. People are only truly motivated by enabling them to reach for and satisfy the factors that Herzberg identified as real motivators such as, achievement, advancement, development which represents a far deeper level of meaning and fulfillment (Eastman & Williams, 1993).                         

Examples of Herzberg’s hygiene needs in the workplace are policy, relationship with supervisor, working conditions, salary, company vehicles, status, security, and relationship with subordinates and personal life (Bruening & Hoover, 2000). In context of private schools, teachers are essential for developing the future of the children. Performance level of students is directly related with the quality of teachers (Nawaz & Yasin , 2015). It would be disappointing to find that many of today’s teachers were demotivated or unsatisfied with their jobs (Brundrett, 2006).

In the modern era, teachers work in an environment that is characterized by greater job opportunities and higher social mobility. In such environment, teachers intend to leave their jobs for better opportunities. This situation creates problems for organizations as they may lose many experienced teachers (Richardson & Watt, 2005). There is a paper link between motivation level and job satisfaction of teachers (Kadzamira, 2006).

Teacher job satisfaction or motivation has been identified as being a determinant of teacher retention, teacher commitment and school effectiveness. Numerous cause have approved as being related to teacher job satisfaction in western developed countries, such as role overload, leadership, teacher autonomy, salary, parent support, student behavior and school climate (Young, 2000). Job satisfaction originated from internal feeling and attitudes that staff showing regards the job and its environment (Dawal & Taha, 2006).

Herzberg’s original study was an oral interview with participant; but the current study relied on the written adoptions by (Gullickson , 2011).  Personal Characteristic such as work unit or department, ethnicity and union status interact with Herzberg’s hygiene motivation theory to predict overall job satisfaction (Giese & Avoseh, 2018). Different researches offered different combinations of motivators that can be used to motivate employees (Nawaz & Yasin , 2015). Motivation factors also differ from industry to industry (Gay, 2000).

Most of the employees do not know what exactly makes them satisfy or dissatisfy Herzberg’s Hygiene and Motivation both employee job satisfaction and motivation simultaneously in an organization (Mehrad , 2020).

Conclusion

Motivation of the teachers mostly dependent on both the fulfillment of Hygiene and Motivator factors effective and planned teacher policies can be introduced to private schools by careful consideration of the motivational factors and hygiene factors involved in engagement an upon close hearing to the voice of the teachers. Motivation factors are used to only increase and improve the job satisfaction while hygiene factors work to reduce job dissatisfaction. Herzberg’s two factor theory can be practiced to minimize the teacher turn over and to achieve the expected goals by motivating teachers. Since the success of private schools depends on the excellence of its teachers, teacher retention and motivation should be maintained.  

References

Bruening, T. H. & Hoover, T. S., 2000. Personal life factors as related to effectiveness and. Journal of Agricultural Education, 32(4), p. 42.

Brundrett, M., 2006. Teacher Satisfaction in Times of Change, Education. International Journal of Primary, Elementary and Early Years Education, 34(3), pp. 3-13.

Dawal, S. Z. M. & Taha, Z., 2006. The effect of job and environmental factors on job satisfaction in automotive industries. International Journal of Occupational Safety and Ergonomics, 12(3), pp. 267-280.

Eastman, J. K. & Williams, D. L., 1993. Relationship between mentoring and career development. Journal of Agricultural Education, 34(2), p. 75.

Gay, K., 2000. Work motivation factors of the public sector and private sector convention center employees, United States : The Graduate College, University of Wisconsin-stout. .

Ghazi , S. R., Shahzada , G. & Khan, S., 2013. Resurrecting Herzberg’s Two Factor Theory: An Implication to the University Teachers. Journal of Educational and Social Research , 3(2), pp. 445-451.

Giese, G. M. & Avoseh, M. B., 2018. Herzberg’s Theory of Motivation as a Predictor of Job Satisfaction: A Study of Non-academic Community College Employees.  Excelence and Innovation in Learing and Teaching, pp. 38-52.

Gullickson , G. L., 2011. Herzberg’s Theory of Motivation as Applied to Community College Full-time and Adjunct Online Faculty, Dakota: University of South Dakota.

Kadzamira, E. C., 2006. Teacher Motivation and Incentives inMalawi, Malawi: Centre for Educational Research and Training, University of Malawi .

Loiseau, J. W., 2011. Herzberg’s Theory of Motivation. Herzberg’s Theory of Motivation, 1 September, pp. 01-10.

Mehrad , A., 2020. Evaluation of Academic Staff Job Satisfaction at Malaysian Universities in the Context of Herzberg’s Motivation-Hygiene Theory. Journal of Social Science and Research , Volume 15, pp. 157-166.

Nawaz , N. & Yasin , H., 2015. Determinants of Motivation in Teachers: A Study of Private Secondary Schools Chain Networks in Bahawalpur. Journal of Education and Practice , 6(4), pp. 55-59.

Nawaz , N. & Yasin , . H., 2015. Determinants of Motivation in Teachers: A Study of Private Secondary Schools Chain Networks in Bahawalpur. Journal of Education and Practice , 6(4), pp. 55-59.

Richardson, P. W. & Watt, H. M. G., 2005. I’ve decided to become a teacher’: influences on career change. Teaching and Teacher Education, 21(5), pp. 475-489.

Spector, P. E., 1997. Job Satisfaction: Applications, Assessment, Causes and Consequences. Florida : SAGE Publications, Inc .

Truyens, M., 2019. https://marcr.net/. [Online]

Available at: https://marcr.net/marcr-for-career-professionals/career-theory/career-theories-and-theorists/motivation-hygiene-theory-frederick-herzberg/

Young, D. J., 2000. Teacher Morale in Western Australia: A Multilevel Model. Learning Environments Research, Volume 3, pp. 159-177.

 

 

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10 comments:

  1. Treva PattersonMay 1, 2021 at 1:35 AM

    Also Gagana, Giertz (2016), states that recognition is an important component, the work of employee should be recognized. To enhance the esteem, teachers should receive more respect from the society. Career opportunities and in-serve professional development as well as quality teacher training should be provided as advancement is a motivational factor.

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  2. gagana_amadoruMay 2, 2021 at 8:01 AM

    I totally agree with you, Recognition is one of the main key factors of motivation in Herzberg two factor theory. Motivation factors are related to a person’s job satisfaction and include advancement, the work itself, possibility of growth, responsibility, recognition and achievement (Herzberg, 1966). Positive recognition happens when employees receive praise or rewards for reaching specific goals at their job, or when they produce high quality work (Alshmemri, 2017).

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  3. Uddika PathiranageMay 13, 2021 at 3:56 AM

    Agree with your views. According to Herzberg Theory, there exist a complex connection between satisfaction and dissatisfaction. They both have a great influence on a person’s behavior and the state of being satisfied or dissatisfied. However, there are affected by different factors and proceeded independently of each other. It directly causes on employee performance for their organization (Nguyen, 2017).

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    1. gagana_amadoruMay 14, 2021 at 9:56 AM

      Exactly, employee motivation reflects employee performance. Most employees need motivation to feel good about their jobs and perform optimally. Some employees are money motivated while others find recognition and rewards personally motivating. Motivation levels within the workplace have a direct impact on employee productivity. Workers who are motivated and excited about their jobs carry out their responsibilities to the best of their ability and production numbers increase as a result (Ganta, 2014).

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  4. Chamara D. JayaweeraMay 14, 2021 at 1:42 AM

    Yes Gagana, The motivational-hygiene model states that employee motivation is achieved when employees are faced with challenging but enjoyable work where one can achieve, grow, and demonstrate responsibility and advance in the organisation. That is, when the employees’ efforts are recognized, it brings about job satisfaction and motivation (Dartey-Baah & Amoako, 2011).

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    1. gagana_amadoruMay 14, 2021 at 10:47 AM

      I agree with your argument both hygiene and motivation factors should be practiced in any organization. Herzberg defined two sets of factors in deciding employees working attitudes and level of performance, named Motivation & Hygiene Factors (Robbins, 2009). Motivation Factors are Intrinsic Factors that will increase employees’ job satisfaction; while Hygiene Factors are Extrinsic Factors to prevent any employees’ dissatisfaction. Herzberg furthered that full supply of Hygiene Factors will not necessarily result in employees’ job satisfaction. In order to increase employees’ performance or productivity, Motivation factors must be addressed.

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  5. Wasantha BasnayakeMay 15, 2021 at 7:34 PM

    Agree with you. Herzberg called the themes of the satisfying incidents “motivator factors.” He used the term motivators because most of the stories about satisfying events also involved high levels of self-direction and productivity (Herzberg et al. 1959, p. 114). In other words, from a supervisor’s perspective, the employees in the positive incidents would have looked motivated (SACHAU,D.A., 2007).

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    1. gagana_amadoruMay 17, 2021 at 11:07 AM

      Yes, I agree, in addition, Liu & Onwuegbuzie (2014) suggested that teachers who participated in a survey in China indicated that the teachers were motivated by both intrinsic (motivation factors) and extrinsic factors (hygiene factors). Furthermore, it showed that teachers who were more intrinsically motivated to enter the teaching profession reported a higher level of job satisfaction.

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  6. Sandun MadusankaMay 15, 2021 at 11:40 PM

    Explaining theory more, the theory shows difference between motivation factors and hygiene Factors & these two factors can be impacted on job satisfaction, Hygiene factors are considered less important to job satisfaction than motivation factors, Motivation factors lead to job satisfaction because of ‘the need of the individual for self-growth and self-actualization’(Alshmemri & Shahwa & Mude,2017).

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    1. gagana_amadoruMay 17, 2021 at 11:08 AM



      While agreeing with you ,I would rather add, Frederick Herzberg’s motivation-hygiene theory on job satisfaction is considered to be one of the most revolutionary researches in this arena. Unlike Maslow's theory, Herzberg's motivation-hygiene theory claims that job satisfaction and job dissatisfaction result from different causes. According to Herzberg, satisfaction depends on motivators, while dissatisfaction is the result of hygiene factors. While he defined motivators as intrinsic to the job, he defined hygiene factors as extrinsic to the job. He briefly created a distinction between satisfaction and dissatisfaction as well (Hilmi, et.al, 2016).

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