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2.4. The theory of two factors Herzberg

It is usually assumed that the satisfaction of the person by their actions, their condition, the environment and dissatisfaction all of these are the two poles, extremes between which may be in the state and mood. Depending on how the impact of human motivation, his mood can change from one state to another, a person can become a little more satisfied, more than dissatisfied. But it turns out, not everything looks so simple.

At the turn of 50-60-ies. Frederick Herzberg, together with a number of his colleagues [4] conducted research on finding out the factors that have a motivating and demotivating effect on human behavior, call it satisfaction or dissatisfaction. The conclusion, which he made on the basis of these studies proved to be extremely original. Herzberg concluded that the process of gaining satisfaction and dissatisfaction with the process of growth, in terms of contributing factors, are two different processes, ie, factors that cause the growth of dissatisfaction with their elimination does not necessarily lead to an increase in satisfaction. Conversely, the fact that some factors contributed to the growth of satisfaction, does not have that dissatisfaction (Fig. 2.5) will increase with the weakening of the influence of this factor.

Fig. 2.5. Independent processes of satisfaction and dissatisfaction

The process of "satisfaction - lack of satisfaction" is mainly influenced by factors related to the content of the work, ie, with respect to the internal work factors. These factors exert a strong motivating effect on a person's behavior, which can lead to a job well done. If these factors are not present, their absence does not cause strong dissatisfaction. Herzberg called these factors "satisfactory." This title has not received a wide circulation. Typically these factors are called motivating.

Motivating factors are considered as a separate group needs, which can be called a generalized group in the growth of demand. This group includes such requirements or factors like achievement, recognition, responsibility, advancement, work itself, the possibility of growth. If these needs are met, and the person experiences satisfaction. And since they may lead to the satisfaction of the role they play motivating.

The process of "dissatisfaction - dissatisfaction with the lack of" determined by the influence of factors, mostly related to the environment in which the work is carried out. These are external factors. Their absence causes dissatisfaction of employees. At the same time, the presence of factors of this group does not necessarily cause a state of satisfaction. That is, these factors do not play a motivating role, as if they are connected with the elimination of "pain", "suffering". In the literature on management factors commonly referred to as "health", as if to emphasize this, that these factors create a normal, healthy working conditions.

Factors "health" can be considered as a group of human needs in the elimination of difficulties, desires and problems. These factors help the man fix "pain" that he is going through in their absence. But they are not motivated, as they provide normal conditions and does not actually lead to satisfaction. For health factors include wages, workplace safety, workplace conditions (noise, lighting, comfort, etc.), status, rules, schedule and mode of operation, the quality control by management, relationships with colleagues and subordinates. One of the most paradoxical findings, which Herzberg was made from the analysis of the health factors was concluded that the salary is not a motivating factor.

Based on he developed the concept of two factors Herzberg concluded that the presence of the employees a sense of dissatisfaction, the manager must pay the utmost attention to the factors that cause dissatisfaction, and to do everything possible to resolve the dissatisfaction. Once reached a state of no dissatisfaction, try to motivate employees with the help of health factors - practically useless thing. So then the manager should focus on the activation of the motivating factors and try to achieve high results of work through the mechanism of achieving the state employees' satisfaction.