20 Lecture - Two Factor Theory

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20 Lecture

MGT211

Midterm & Final Term Short Notes

Two Factor Theory

The Two-Factor Theory, also known as the Herzberg's Motivation-Hygiene Theory, suggests that two types of factors influence an individual's job satisfaction and motivation - hygiene factors and motivators. Hygiene factors, such as salary, job se


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  1. Who proposed the Two Factor Theory of Motivation? a) Douglas McGregor b) Abraham Maslow c) Frederick Herzberg d) Clayton Alderfer Answer: c) Frederick Herzberg

  2. What is the other name for the Two Factor Theory? a) Theory X and Theory Y b) Hierarchy of Needs Theory c) ERG Theory d) Motivation-Hygiene Theory Answer: d) Motivation-Hygiene Theory

  3. Which factors are considered as hygiene factors in the Two Factor Theory? a) Achievement, recognition, and growth b) Responsibility, advancement, and opportunity for promotion c) Pay, company policies, and working conditions d) Job satisfaction, engagement, and commitment Answer: c) Pay, company policies, and working conditions

  4. Which factors are considered as motivators in the Two Factor Theory? a) Achievement, recognition, and growth b) Responsibility, advancement, and opportunity for promotion c) Pay, company policies, and working conditions d) Job satisfaction, engagement, and commitment Answer: a) Achievement, recognition, and growth

  5. According to the Two Factor Theory, which factor is responsible for creating dissatisfaction among employees? a) Hygiene factors b) Motivators c) Intrinsic factors d) Extrinsic factors Answer: a) Hygiene factors

  6. Which of the following is an example of a hygiene factor according to the Two Factor Theory? a) Challenging work b) Promotion opportunities c) Recognition for achievements d) Safe working conditions Answer: d) Safe working conditions

  7. Which theory is similar to the Two Factor Theory? a) Maslow's Hierarchy of Needs Theory b) Equity Theory c) Expectancy Theory d) Self-Determination Theory Answer: a) Maslow's Hierarchy of Needs Theory

  8. Which factor is considered as the most important motivator in the Two Factor Theory? a) Achievement b) Recognition c) Growth d) Responsibility Answer: a) Achievement

  9. Which of the following is a limitation of the Two Factor Theory? a) It does not consider individual differences. b) It does not take into account the social context. c) It focuses only on intrinsic motivation. d) It assumes that all employees have the same needs. Answer: d) It assumes that all employees have the same needs.

  10. Which approach is recommended for increasing employee motivation according to the Two Factor Theory? a) Providing more pay and benefits b) Providing more recognition and opportunities for growth c) Providing more job security and stability d) Providing more rules and regulations Answer: b) Providing more recognition and opportunities for growth



Subjective Short Notes
Midterm & Finalterm Prepration
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  1. What is Two Factor Theory and who developed it? Answer: Two Factor Theory is a motivation theory developed by Frederick Herzberg in the 1950s that identifies two types of factors that motivate or demotivate employees: hygiene factors and motivators.

  2. What are the hygiene factors in Two Factor Theory? Answer: Hygiene factors are the basic factors that need to be met for an employee to be satisfied with their job, such as working conditions, salary, company policies, and interpersonal relationships.

  3. What are the motivators in Two Factor Theory? Answer: Motivators are the factors that lead to job satisfaction and motivate employees to perform at a higher level, such as recognition, achievement, responsibility, and personal growth.

  4. How can organizations use Two Factor Theory to motivate employees? Answer: Organizations can use Two Factor Theory by ensuring that hygiene factors are met to prevent job dissatisfaction, and by providing opportunities for employees to experience motivators, such as recognition and personal growth.

  5. How does Two Factor Theory differ from other motivation theories? Answer: Two Factor Theory differs from other motivation theories in that it focuses on both the factors that cause job dissatisfaction and those that lead to job satisfaction, whereas other theories may only focus on one aspect of motivation.

  6. What is the relationship between hygiene factors and motivators in Two Factor Theory? Answer: The relationship between hygiene factors and motivators in Two Factor Theory is that hygiene factors must be met to prevent job dissatisfaction, but they do not necessarily lead to job satisfaction. Motivators, on the other hand, are the factors that lead to job satisfaction and motivation.

  7. How can an organization identify the hygiene factors and motivators that are important to their employees? Answer: An organization can identify the hygiene factors and motivators that are important to their employees through surveys, interviews, and focus groups to gather employee feedback.

  8. How can an organization use Two Factor Theory to improve employee retention? Answer: An organization can use Two Factor Theory to improve employee retention by addressing hygiene factors to prevent job dissatisfaction, and by providing opportunities for employees to experience motivators to increase job satisfaction.

  9. How can an organization use Two Factor Theory to improve employee performance? Answer: An organization can use Two Factor Theory to improve employee performance by identifying the motivators that are important to employees and providing opportunities for employees to experience them, such as recognition and responsibility.

  10. Can Two Factor Theory be applied in all types of organizations? Answer: Yes, Two Factor Theory can be applied in all types of organizations, as it focuses on the basic needs and motivators of employees that are universal in all industries and job roles.

Two Factor Theory, also known as Herzberg's Motivation-Hygiene Theory, is a motivation theory developed by Frederick Herzberg. This theory suggests that two factors affect job satisfaction and motivation, namely hygiene factors and motivational factors. Hygiene factors refer to the basic requirements that must be met to avoid dissatisfaction, such as salary, working conditions, and job security. Motivational factors, on the other hand, are the factors that lead to job satisfaction, such as recognition, responsibility, and personal growth opportunities. According to Herzberg, the absence of hygiene factors creates dissatisfaction among employees, but their presence alone does not lead to motivation or job satisfaction. Conversely, the presence of motivational factors leads to increased motivation and job satisfaction, but their absence does not necessarily lead to dissatisfaction. Herzberg suggested that managers should focus on providing both hygiene and motivational factors to create a positive work environment and increase employee motivation. Two Factor Theory has been criticized for oversimplifying the complex nature of motivation and for its reliance on self-reported data. However, it remains a popular framework for understanding employee motivation and job satisfaction in organizational settings. Managers can use this theory to identify areas of improvement in the workplace and to design strategies that focus on both hygiene and motivational factors to increase employee satisfaction and motivation.

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