The
two-factor theory suggests that there are a number of factors that affect
either job satisfaction or dissatisfaction and these cannot be measured using
the same continuum. It is based on a literature review that was conducted on
literature from 1900 to 1955 involving issues concerning job satisfaction and
dissatisfaction and the reasons behind them. This theory was also developed in
the 1950s; a time when there was full employment in the United States, with
most factories or manufacturing plants working fulltime. These circumstances
were highly instrumental in the development of a perspective concerning job
satisfaction and dissatisfaction because it involved a situation where there
was considerable unionization, which is in contrast to the current job situation,
where there is a high unemployment rate and a considerable reduction in
unionization. Among the most significant findings of this theory is that there
is a relationship between job satisfaction and the productivity of employees.
In addition, the characteristics of dissatisfaction among workers are well
documented in the literature that was reviewed. Furthermore, the attitudes
related to work has also been well defined in the literature; a sign that there
had been extensive research on the subject over the decades. The theory
suggests that while there are a considerable number of factors that might bring
about the development of dissatisfaction among employees, there are only a few
factors that can lead to the advancement of job satisfaction.
These
conclusions are based on two hypotheses that seek to advance an understanding
of job satisfaction and dissatisfaction. The first of these is that the
“…factors leading to positive attitudes and those leading to negative attitudes
will differ.” The second hypothesis suggests that there are “…factors and
effects involved in long-range sequences of events would differ from those in
short-range sequences.” Through a study of a number of engineers and
accountants, there was an attempt to understand their level of job
satisfaction. One of the most significant findings was that while salaries were
considered an important dissatisfier, there were instances where it was
appreciated, especially in situations where it involved a reward for a job well
done. Hygiene factors were considered to have a significant effect on
satisfaction, with a large number of those interviewed stating that good
hygiene had a positive effect on the performance of individuals in the
workplace. Therefore, when the hygiene needs of employees are satisfied, it
becomes possible to ensure that there is the advancement of a reduction of
dissatisfaction and poor performance. According to Herzberg, it is essential
for jobs to be restructured in such a way that ensures the advancement of the
ability of workers to achieve their maximum productivity. Motivational factors
have to be employed in order to bring about job satisfaction, and this should
be done with recognition of the role of the supervisor in the work environment.
Finally, there is need to ensure that workers are supposed to be allowed an
opportunity to determine how best to achieve their work goals, and this is in
order to complement the role of supervisors in organizing and planning how work
is to be conducted.
