Two Factor Theory
As classical theory states, the manager’s work is to assign jobs to employees and keep a check that the instructions are followed and work assigned is completed in time. However, human resource theory claims, to complete a task the manager should mutually set objectives and solve problems with the workforce. Therefore, a manager decides which strategy will be well matched to the current situation in order to obtain required results.
A theory of motivation-hygiene that was popularly known as the two-factor theory was given by a psychologist named Frederick Herzberg. In his theory, he examined and listed the attitude of people toward their job. The conclusion from his findings gave rise to the two factors: intrinsic and extrinsic.
Talking about the people’s view, intrinsic factors like advancement, recognition, responsibility, and achievement were promoted by those who were satisfied with their job. However, the disappointed workers cited factors like supervision, salary, organizational policy, and working environment – Herzberg referred to these as extrinsic factors.
The theory also states that the factors leading to job satisfaction are very different from factors leading to job dissatisfaction. Therefore, a manager may get rid of unsatisfied employees by omitting the extrinsic factors and by giving importance to hygiene factors, but this will not help in motivating people. Therefore, to motivate workers, one needs to emphasize factors linked with work itself like promotional opportunities, recognition, etc.