Herzberg two factor theory may the most suitable theory that can describe the relation between employee and his jobs. This theory try to explain that there were two group of factors which can affecting satisfaction level to employee. One factor, will lead the employee to the job satisfaction, while the other one will lead to job dissatisfaction.
In the wider scope, for example within the company, Herzberg two factor theory can be seen on the relationship within the company including its policy, and the employee itself. Sometime, a company have full responsibility to stimulate all of their employees to work with the best potential skills and capabilities. And it just only will come out when employee have enough inner motivation, later on Herzberg two factor theory called as intrinsic factors, as motivator.
An intrinsic factors or better known as motivating factors of Herzberg two factor theory acted as force of job satisfaction. So, these factors were often called as satisfier. The motivating factors have positive and longer effect to employees work performance.
Achievement, recognition for accomplishment, increased responsibility, opportunity for growth and development, and promotion are included into motivating factors of Herzberg two factor theory. Once those factors are exist in an employee, then the employee will feel happy with their jobs. It means, the employee would be satisfied.
Whereas the another factors from Herzberg two factor theory are inflicting job dissatisfaction. Thus, this group of factors are often called as context factor, or hygiene factors. Hygiene factors on Herzberg two factors theory are including company policy, salary, supervision, interpersonal relations, and working environment.
Even though the existences of Hygiene factors can stimulate job satisfaction, but these factors just give a little contribution. While Hygiene factors of Herzberg two factor theory can not be fulfilled, it almost can be ensured that the employees will be dissatisfied.
