The Two Factor Theory

Another important need-based theory of motivation is the two-factor theory, also called the dual-structure theory. Two-factor theory (dual-structure theory) identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction.
The two-factor theory once played a major role in managerial thinking about motivation, and though few researchers today accept the theory, it is nevertheless still widely known and accepted among practicing managers.
Frederick Herzberg and his associates developed the two-factor theory in the late 1950s and early 1960s. Herzberg began by interviewing approximately 200 accountants and engineers in Pittsburgh. He asked them to recall times when they felt especially satisfied and motivated by their jobs and times when they felt particularly dissatisfied and unmotivated. He then asked them to describe what caused the good and bad feelings. The responses to the questions were recorded by the interviewers and later subjected to content analysis.
To his surprise, Herzberg found that entirely different sets of factors were associated with the two kinds of feelings about work. People associated entirely different causes, such as recognition or achievement, with satisfaction and motivation. The findings led Herzberg to conclude that the prevailing thinking about satisfaction and motivation was incorrect.
Herzberg’s research identified differential influences from two different sets of factors, he argued that two different dimensions must be involved. Thus, he saw motivation as a two-factor phenomenon.
It is not surprising, then, that the two-factor theory is no longer held in high esteem by organizational behavior researchers. Indeed, the field has since adopted far more complex and valid conceptualizations of motivation. But because of its initial popularity and its specific guidance for application, the two-factor theory merits a special place in the history of motivation research.

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Thank you gyus for this video.