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How Relevant Still Is The Herzberg Hygiene Theory Of 1959

It has been an argument whether or not the Fredrick Herzberg hygiene

theory is still relevant in this present advanced administrative

system.



Fredrick Herzberg 2-factors hygiene theory of 1959 was on "What do

people want from their job?" Research with 200 engineers and

accountants in Western Pennsylvania.



According to him, intrinsic factors such as achievement, recognition,

job, responsibility and advancement are related to job satisfaction

while extrinsic factors such as company policy and administration,

relationship, supervision, working condition and environment,

compensation and salary are related to job dissatisfaction. He

suggested that the opposite of satisfaction is not job dissatisfaction

but no satisfaction.



To move an employee from job dissatisfaction to no dissatisfaction,

these factors referred to as hygiene factors are needed:

(1) Supervisory style

(2) Interpersonal relationship

(3) Salary

(4) Personnel policy and administration

(5) Physical working condition

(6) Job security

(7) Compensation

(8) Personal life



These factors do not motivate greater productivity but peace. The

factors that create job satisfaction are called the motivator or

satisfaction. They are:

(1) The nature of the work which requires increase job autonomy.



(2) The achievement of an important task which was challenging.



(3) Responsibility at work; an increased responsibility.



(4) Recognition of work which means that a good effort at work needs

to be recognised.



(5) Opportunity for advancement of skill at work.

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