Herzberg’s Two-Factor Theory

Herzberg’s Two-Factor Theory: “CEOs Reveal the Secrets to Motivating Employees to Perform at Their Peak”

Introduction

Getting employees to perform at their peak can be a “big challenge business leaders face (Morin, 2015).” The Herzberg’s Two-Factors Theory starts to shed some light on achieving this goal. Amy Morin a psychotherapist, revealed many secrets on “ways to motivate employees to perform at their peak.” Four major factors in Forbes article that contributes to increasing performance and efficiency include: “offer flexibility, reward your team for little things, consider your team's perspective, and allow for an open dialogue (Morin, 2015).” These four factors fall into the hygiene/motivators categories in the Herzberg’s Two-Factor Theory.

Discussion

           Flexibility is a motivator that all employees look for, but flexibility hit home when looking at the demographic of working parents. Ashley Morris, the CEO of Capriotti’s Sandwich Shop and a family man understands how difficult it is to be a working parent. A study by the University of Minnesota shows that “70% of U.S. workers report struggles with work-home balance (American Sociological Review, 2015),” giving the control back to employees increases efficiently. The working conditions which is a hygiene factor, shows when an employee is not worrying about home or outside factors, they are less stress and more relaxed at work. In result increases a better work conditions. Simultaneously, it presents itself as a fringe benefit, raising the level of job satisfaction.

    According to Amit Kleinberger, CEO of Menchie’s Frozen Yogurt, rewarding your team for little things can “show appreciation and keep his team operating at their peak.” Amit feels that a small kind gesture “shows employees he values” their work and what they are doing.  A published study in the Journal of Applied Psychology discovered that “rewards increase job satisfaction and contribute to workplace happiness.” Therefore,...