Industrial Psychology

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Industrial Psychology
Introduction
Frederick Herzberg developed the motivation-hygiene theory also known as the two-factor theory in 1959. The American psychologist was interested in learning how motivation affects job satisfaction. Herzberg classified the job factors into hygiene and motivational factors.
Hygiene Factors
These are job factors which are essential for the existence of motivation in the organization. However, these factors do not result in real satisfaction in the long run. He argued that the absence of these factors in the workplace results to dissatisfaction (Mehrad, 4). Additionally, they are the cognitive factors in the workplace which are required to avoid disapproval. They are also referred to as physiological needs which employees expect the organization to fulfil them (Motivation in the Workplace). Herzberg argues that the pay structure should be reasonable and competitive in the industry. Organizational and administrative policies should not be strict or rigid. Instead, they should be flexible, clear and fair to all. This entails having a flexible working schedule, breaks and vacation. Employees are entitled to receive fringe benefits like health care plans and other employee programs which help themselves and their family members. Herzberg continues arguing that the working environment should be conducive, safe and sanitary. The working facilities, equipment, and machinery should be maintained and updated regularly.

Motivational Factors
According to Herzberg, these factors result in real satisfaction (Roodt et al. 23). These factors motivate workers to perform at their level best. These factors are intrinsically rewarding to the employees. Additionally, they are known to provide additional benefits to employees (Tietjen & Myers, 226). Recognition is one example of these factors, where employees are recognized by managers for their achievement. Herzberg also argues that organizations should provide opportunities for growth and development, which will motivate employees to work hard. Organizations should offer promotions to employees who work best in their departments (Sachau, 377).
In conclusion, there are job factors significant for the existence of motivation within a workplace. Organizational and administrative policies should not be strict or rigid but they should be flexible, clear and fair. Employees are entitled to receive fringe benefits like health care plans and other employee programs which help themselves and their family members.
Work-Cited
Mehrad, Aida. “ROLE OF HERZBERG MOTIVATION-HYGIENE THEORY ON EXPLANATION OF JOB SATISFACTION AMONG STAFF AT ORGANIZATION.” (2015): 2-15.
Sachau, Daniel A. “Resurrecting the motivation-hygiene theory: Herzberg and the positive psychology movement.” Human resource development review 6.4 (2007): 377-393. Retrieved from https://doi.org/10.1177/1534484307307546
Roodt, G., HSm Rieger, and M. E. Sempane. “Job satisfaction in relation to organizational culture.” SA Journal of industrial Psychology 28.2 (2002): 23-30.
Strong, N. Motivation in the Workplace. (2015) Retrieved from:
http://www.scgmis.org/Resources/Documents/Motivation%20in%20the%20Workplace%20Handout.pdf
Tietjen, Mark A., and Robert M. Myers. “Motivation and job satisfaction.” Management decision 36.4 (1998): 226-231.