Frederick Herzberg Summary of Theory: Job satisfaction and dissatisfaction result from different causes. Satisfaction comes from Motivators and dissatisfaction for Hygiene factors. Hygiene factors frustrate or fulfill physical needs while Motivators frustrate or fulfill growth needs.

Criticisms of Herzberg The Mind/Body Dichotomy - According to Herzberg, humans have a “dual nature” with each part operating under unrelated principles. Undirectional operation of needs - There is no justification for a view that physical needs are only negatively motivated and growth needs are only positively motivated.

Criticisms of Herzberg Lack of parallel between human needs and the motivator and hygiene factors Incidental Classification System - There are many inconsistencies in Herzberg’s classification system.

Criticisms of Herzberg Defensiveness - To protect self-esteem, employees take credit for satisfying events and blame others for dissatisfying events. This would blur the results of the study. Frequency Data - The results of Herzberg research is based totally on how often various categories were mentioned.

Criticisms of Herzberg Denial of Individual Differences - It is possible to argue that all people have the same needs, but it is not possible to argue that all people have the same values. It is values that determine the emotional reaction to a job. Too narrow a study - Only accountants and engineers were interviewed for the study.

Criticisms of Herzberg No statistically significant relationship between job satisfaction and job performance - There have been over 50 studies done and none detect a correlation between job satisfaction and job performance.