Frederick Herzberg

Although Frederick Herzberg's Two Factor Hygiene and Motivation Theory was developed in the late 1950s, it has continued to offer a comprehensive framework for analyzing various components of the workplace, which affect employee satisfaction and workplace productivity. More than just a theoretical paradigm, Herzberg's theory also identifies practical components of the hygiene issues and motivators, which can be applied directly to the workplace (Syptak, Marsland, Ulmer, 1999). In this paper, Herzberg's theory will be discussed briefly. Even more importantly, it will be used to analyze NVR, Inc.'s utilization of motivational processes to increase workplace productivity.

Based on his interviews of a group of employees to determine the factors that affected their level of satisfaction at the workplace, Herzberg then categorized the factors broadly under two categories: a) hygiene issues; and b) motivators. According to Herzberg, hygiene issues do not directly motivate employees to work; however, the poor management of these factors can result in employee dissatisfaction, which will in turn impinge on workplace productivity. Specific examples of hygiene issues are: company policies and administration, supervision, physical work environment, social relations, salary and security. On the other hand, motivators directly produce satisfaction by catering to the individual's desire for personal growth and quest for meaning in life. Within the context of the workplace, Herzber

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