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Human need and Herzberg's hygiene theory

Short answer

A human need is a felt deficiency creating tension that drives action. Managers motivate by identifying unsatisfied needs and tying need satisfaction to performance. Herzberg's two-factor theory distinguishes hygiene factors (salary, working conditions) that prevent dissatisfaction from motivators (achievement, recognition) that create satisfaction.

What do you mean by human need? How is need used for motivation? Explain Herzberg's hygiene theory of motivation.

Human need

A human need is a felt lack or deficiency, physical, social or psychological, that creates an internal tension and urges a person to take action to remove it. Examples: hunger, security, belonging, respect, achievement.

How need is used for motivation

  1. Managers first identify the unsatisfied needs of employees (through observation, surveys, talks).
  2. They then link the satisfaction of these needs with good performance, offering rewards that meet them.
  3. Needs differ by person and level: a junior worker may want wage and security, while a senior engineer wants recognition and a challenging project.
  4. Satisfied needs stop motivating, so rewards must change over time.

Example: a bank offers housing loans and SSF for security, recognition awards for esteem, and training for growth.

Herzberg's hygiene (two-factor) theory

Frederick Herzberg (1959) interviewed engineers and accountants in Pittsburgh about good and bad job experiences. He found two separate sets of factors.

1. Hygiene (maintenance) factors: Their absence causes dissatisfaction, but their presence does not motivate; they only prevent dissatisfaction. Examples: company policy, supervision, salary, working conditions, interpersonal relations, job security, status.

2. Motivators: Their presence gives satisfaction and motivation. Examples: achievement, recognition, the work itself, responsibility, advancement, growth.

Dissatisfaction <-- Hygiene absent | Hygiene present --> No dissatisfaction
No satisfaction <-- Motivators absent | present --> Satisfaction

Implication: Managers must first maintain hygiene factors, then add motivators through job enrichment.

Criticism: based on a small sample of professionals, ignores individual differences, and people tend to blame outside factors for failure.

✓ Answer checked by Claude Opus 5.5 (high effort)

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