Herzberg's Two-Factor Theory states that certain factors cause job satisfaction and other factors cause dissatisfaction.
Frederick Herzberg's Two-Factor Theory, also known as Motivation-Hygiene Theory or intrinsic vs. extrinsic motivation, concludes that there are certain factors in the workplace that can cause job satisfaction and a separate set of factors that can cause dissatisfaction.
The key factor that differentiates Two-Factor Theory is the idea of expectation.
To ensure a satisfied and productive workforce, managers must pay attention to both sets of job factors.
Analyze Frederick Herzberg's perspective on motivating employees through his Two-Factor Theory (also known as Motivation-Hygiene Theory)
Organizational design is dictated by a variety of factors, including the size of the company, the diversity of the organization's operations, and the environment in which it operates.
Another environmental factor that shapes organization design is competition.
In considering organizational design relative to the environment, managers may find it helpful to employ two specific frameworks to identify external factors and internal strengths and weaknesses:
Porter's five-forces analysis: This analysis identifies factors of the industry's competitive environment that may substantially influence a company's strategic design.
Porter's five-forces analysis identifies five environmental factors that can influence a company's strategic design: power of buyers, power of suppliers, competition, substitutes, and barriers to entry.