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Herzberg’s Two-Factor Theory Best Practices

Herzberg’s Two-Factor Theory proposes that there are two categories of job characteristics, one of which is consistently related to job satisfaction (called motivation factors) and one related job dissatisfaction (called hygiene factors). He proposed that elements of the job that dealt with the tasks given to the employee and their growth and development created satisfaction whereas external factors such as pay and coworker relationships related to dissatisfaction when they weren’t present, but do not encourage employees to work harder. His central conclusion was that satisfaction and dissatisfaction were two separate factors rather than being opposing ends of the same spectrum.

More about Herzberg’s Two-Factor Theory

Description of Herzberg’s Two-Factor Theory

There are four situations an organization can find itself in using the factors from this theory.

  • High hygiene and motivation: In this situation, workplace conditions promote employee motivation and simultaneously, employees have no grievances about their salary, status etc.
  • High hygiene and low motivation: Here, employees are unmotivated to perform their work. They might be satisfied with external working conditions but nothing about their tasks inspires them to work diligently. In this case, employees are simply working for a paycheck rather than taking intrinsic interest in their work.
  • Low hygiene and high motivation: These set of circumstances results in highly motivated employees who have many complaints about the competitiveness of their salary and working conditions.
  • Low hygiene and motivation: Finally, this situation is one in which employees are neither motivated nor content with their external working conditions.

In order to best reduce stressful aspects of the job, ensure that employees feel supported, salaries are competitive with those in the industry and, as often as possible, make sure that employees are performing work that they find meaningful. In addition to eliminating undesirable working conditions, workplace satisfaction can be accomplished when employees are given appropriately challenging tasks, a variety of tasks to perform that require different, but complementary skill-sets and more responsibilities.

Praxie's Online Herzberg's Two-Factor Theory Tools & Templates

Herzberg’s Two-Factor Theory is most often described or represented as a model in presentation software. Get started with our Herzberg’s Two-Factor Theory template.

How to use it:

  1. List specific issues that contribute to both job dissatisfaction and satisfaction.
  2. Identify improvement strategies based on eliminating the sources of dissatisfaction and enhancing the sources of satisfaction.
  3. Based on your analysis, list specific actions to create a more positive, supportive work environment that produces greater satisfaction.

Unlike most traditional Herzberg’s Two-Factor Theory processes, Praxie’s online Herzberg’s Two-Factor Theory tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.