Motivation Theory
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Motivation – theory for managers
Herzberg Motivation Theory – How Hygienic Is Your Change Management Initiative?
Frederick Herzberg’s Hygiene Theory [also known as Two Factor Theory] concludes that certain factors – “motivators” – in the workplace result in job satisfaction; factors such as challenging work, recognition, and responsibility. However there are other factors that if absent, lead to dissatisfaction and de-motivation; factors such as status, work environment, location, job security, salary and benefits. These things do not motivate and are called “Hygiene” factors because, like hygiene, their presence will not make you healthier, but absence can cause health deterioration.
Practical application of Herzberg Motivation Theory to change management
(1) The planning of a change initiative
At the planning stage of a change initiative, Hygiene theory will influence the stakeholder mapping and analysis process and it will help to shape the the communication strategy. It focuses change leaders on the impacts of these 2 dimensions of human needs – motivators and dissatisfiers.
(2) The communication skills of leadership
There will be difficult business circumstances and especially where job losses are involved and where significant change to business practises are involved – that neither sets of needs are going to met particularly well, or even at all.
People are flexible and will adjust and accept this – at least for a while – is if it is communicated honestly and accurately.
It is my view that the framing or positioning of a situation by the change leader is extremely important – especially in knowing how to focus and present a communication about a difficult situation with lots of dissatisfiers in such a way that it does address motivation factors needs at the earliest opportunity.
I say this because in my view, people will be more likely to tolerate difficult circumstances if they are led well and in such a way that their aspirational and higher motivational needs are addressed.
(3) Judgement call and reframing
In my view, a key change leadership skill is knowing how to make the “judgement call” on how and when to communicate to people news that in terms of Herzburg motivation theory is going to dissatisfy them and demotivate them.
And – here’s the key to this I feel – having the capacity to “reframe” the situation fairly quickly in such a way that people’s motivation needs [or at least some of them] are addressed.
See here for the full change management implications of the: ” Herzberg Hygiene Theory “
Equip yourself to avoid the 70% failure rate of all change initiatives with the “Practitioners’ Masterclass – Leading your people through change, putting it all together and managing the whole messy business.”
About the Author
Stephen Warrilow, based in Bristol, works with companies across the UK providing specialist support to directors delivery significant change initiatives. Stephen has 25 years cross sector experience with 100+ companies in mid range corporate, larger SME and corporate environments. Practical strategies for leading and managing change
how to Compare and contrast the drive theory and the incentive theory of motivation.?
this is according to psychology
Well “like” attributes of both theories is that either one is the source reason that puts us into action- of doing something. (They both motivate us, thus the “theories of motivation.”) The rewards differ though. For drive, the reward would be intrinic. Which means they it is internal. You are driven to do something because of the satisfaction or the feeling you get from the accomplishment. Incentive based motivation implies that there is an external reward like money or praise. So for example. Take two people both with good grades. One might have straight A’s because she likes being the best. That’s internal the motivation would be drive. Another person might get straight A’s because they get $50.00 for every A on their report card. That would be incentive motivation. Both are motivated to achieve the same goal, but simply for different reasons or “motives” behind why they do what they do.