Hezberg’s (1966) Two-Factor Theory of motivation belongs within the needs
group of motivation theories and resembles the Labor Relations
Institute/Lindahl/Kovach work insofar as it diminishes the influence of money as a
significant motivation in workplace contexts. Herzberg’s Two-Factor Theory (also
refered to as the Motivator-Hygiene Theory) posits that there are two sets of
needs-related factors affecting employees’ motivation; importantly, the theory
holds that these factors operate independetly of each other.
The first set - the hygiene factors – relates not to the work itself, to the conditions
surrounding/underpinning the job such as pay, promotional opportunities, inter-
personal relations, job security and non-salary benefits. When these factors are
regarded positively by employees, they do not specifically result in satisfied,
motivated employees. However, if some or all of these factors are regarded
negatively, then they can cause dissatisfaction/de-motivation.
The second set of factors – the motivators, or growth factors – includes variables
such as achievement, recognition, the work itself, responsibility, advancement
and growth. The positive presence of these motivators creates an increase in
satisfaction, but their absence does not neccessarily create dissatisfaction, simply
an absence of satisfaction.
Meudell and Rodham (1998) found that younger respondents (typically young,
18 - 24 years, itinerant ‘travelling’ bar workers) placed monetary and money-
related rewards highly in their hierarchy of motivators. This confirms Kovach’s
(1987) findings and draws attention to the role of employee age in the hospitality
sectors where many service staff are in the younger age categories (People 1st
2011a; 2011b describe this situaiton for the UK). Lundberg et al. (2009 nb -
published after Simons' review) in their study of seasonal workers at a Swedish
ski resort found support for Herzberg’s theory, with hygiene factors contributing
less to satisfaction than motivation/growth factors. Interestingly, however,
Lundberg’s findings are contrary to those of Meudell and Rodham with regard to
the importance of wages to younger employees. Specifically, Lundberg et al.
found that wage levels were less important as positive motivators to the migrant
workers, who were typically younger than the resident workers (average 25 years
vis-a-vis 29 years old). Lundberg et al. suggest that this might be the case as the
migrant workers feel compensated in some way for the lack of high wages
through having the opportunity to enjoy the social experience of meeting new
people during their time working at the resort.