Herzberg's Motivation Test

Today, for sure, every employer knows what the Herzberg test is. The essence of it is to determine the motivation factors in the search for work or it is needed to determine the degree of satisfaction (dissatisfaction) the employee of a company with working conditions. This test consists of 28 pairs of alternative situations. The future or current employee who passes this test must evaluate each of them. To these 28 points (individually for each situation) points are put, their sum should make the number 5. As a result of the test, the motivational factors that dominate the consciousness of a particular person will be revealed and will help in selecting the most suitable work. Later in the article we will describe in more detail what the test is for determining Herzberg's motivation, its history of origin, its application value, and also provide some information about the author.

F. Herzberg: scientific works

In the middle of the 20th century, human sciences began to gain momentum. It was during this period that social psychology and the psychology of labor took the path of development. The author of the popular work "Determining Motivation in Work" - "The Test of Herzberg", as he is more often called today, was already considered a well-known social psychologist at that time. He studied the problem of labor organization in large companies, and as a result of all these studies developed a two-factor theory of motivation. In 1950, Frederic Herzberg studied management in business. And then he concluded that it is important for workers to have success in their work or at least minimal self-expression. He put forward a hypothesis that this will help to increase the productivity and quality of the work. According to Herzberg, creating physically acceptable conditions in the workplace is not an adequate step, and in order to achieve successful management, management will need to do something more meaningful for its employees, namely, to motivate them.

How was the motivation test conducted for the first time?

In the study, which was decided in 1950 by F.Gertsberg, two hundred accountants took part. They had to describe in detail their feelings from work, namely, in which cases they feel full satisfaction with it. It is the answers of these "researched" accountants that formed the basis of the motivational theory of the scientist. It was called two-factor. And only after that he created a test of Herzberg, the answers to the questions of which were to reveal those motives that would contribute to the increase of labor productivity. This theory has been a great success, and continues to be popular among large and small companies to this day.

The essence of the theory of motivation

According to the Herzberg teachings, motivation is built on the following groups of factors:

Hygienic . They are also called external factors or health factors. These include the minimum amenities that an employee should be provided in the course of work. In turn, genetic factors are divided into:

• Economic (decent wages, paid leave, regular bonuses, benefits: social and pension, company-paid courses for professional development).
• Physical (normal working conditions, convenient location for work, aesthetics of the workplace, temperature regime, degree of illumination, sanitary conditions, etc.).
• Social (relationships in the team, corporate events).
• Status (prestige of work, privileges, titles, evaluation of the work done).
• Orientation (discussions, a report on the work done, conversations).
• Security (not only physical, but also social).

Motivational factors . Unlike hygienic, they are called internal. Their absence does not lead to dissatisfaction of employees with their work, but also will not lead to an increase in the working capacity of the collective. But their presence can contribute to a positive perception of work and satisfaction. These include:

• Prizes for merit and recognition.
• The freedom of action.
• Access to the necessary information.
• Movement on the career ladder.
• Imposing a certain responsibility.
• Possibility of using the accumulated experience.
• Cooperation.

results

When a person passes the Herzberg test, the transcript is made through the isolation of those of the above criteria, which are most important for him in the work, and this will enable him to find a job that will meet his needs. If the employer performs a minimum of hygiene factors, then the employee attains a neutral attitude to work. If these factors are not enough, then they form a negative (negative) attitude. It is also interesting to know that, according to Herzberg's formula, there is a definite relationship between the two groups of factors. So, for example, lack of hygiene leads to dissatisfaction, the presence of hygiene in the absence of motivation - to neutrality, and the presence of both factors - to satisfaction.

A detailed description of the motivation test

As already noted, this questionnaire consists of 28 items containing questions. Each of them is given two answers-situations. However, the passing test person does not choose between them, but assesses their attitude to each of them, and the score should be 5 points. That is, if the first situation is estimated at 2 points, then the second one should be put 3 points, if the first one is 1 point, then the second 4, etc. After the test is passed, the marked balls must be entered in the table. Then they are counted. Herzberg's test allows you to assess the following factors: material, that is, financial motives; Recognition by society and leadership; Imposition of responsibility; Relationship with the executive team, promotion on the career ladder; Success; The meaning of the work; Interaction with colleagues, etc.

Objectives

After summarizing the test, the factors that shape your satisfaction (dissatisfaction) with working conditions, both physical and moral, are identified. By the way, there is a difference between the one who conducts the Herzberg test. If this is necessary for management, it eventually becomes possible to identify what motivates one or another employee, and it becomes clear why the same work performed by different employees is so different. In addition, management understands how to motivate each employee individually. Sometimes the test is conducted by recruiting companies, before the person's job, especially if he does not have specific requests. HR-specialist conducts a survey and summarizes, and the interpretation of the Herzberg test allows you to understand what kind of work he needs. With the development of the Internet, this test began to take place online. If the employee feels dissatisfaction with his work, then he can also pass the Herzberg test. Deciphering the results in this case will allow a person to understand what exactly is oppressing him in his work. In short, the theory of F. Herzberg, with its correct use, can benefit both the employer and the employee himself.

Scheme. Herzberg's test: interpretation of the results

If employees see the presence of hygiene factors, then "G +" is put, if they are not, then "G-". The same applies to motivational factors. "M +" with their presence, and "M-" - absence.

Biography of F.I.Gerzberg

An American social psychologist was born in New York in April 1923. He received his higher education in New York City College, but in the last year he was drafted into the army. There was World War II. He was a patrol sergeant and was among the allied military, who were the first to enter the Dachau concentration camp. Later, Herzberg said that the impressions he had received from what he saw in the concentration camp, as well as the conversations with the Germans living in the area, awakened interest in the problem of motivation in him. After the demobilization, Herzberg returned to school and graduated in 1946. After that, he studied in graduate school at the University of Pittsburgh, which was known for his medical research, along with that he was engaged in teaching at the Case Western Reserve University in Cleveland. The next step in his career was the post of senior lecturer, professor of management at the University of Utah School of Business. In the mid-50's he was the head of research in one of the consulting companies. Here in front of him opened a vast field of action for data collection.

Creation of a new labor: Herzberg's labor motivation, a test and its interpretation

From the middle of the 20 th century, the scientist was closely engaged in the development of his theories and studies. As a result, in 1959 he created a two-factor theory of motivation, which we already talked about above. She explains the factors that contribute to the employee's satisfaction with the work he is doing. By the way, as a result of these studies, Herzberg came to one paradoxical conclusion: a high level of wages is not a motivator. This factor refers to the hygienic, that is, to those on which depends either satisfaction, or dissatisfaction with work.

The relationship between the basic theories and the theory of Herzberg

In social science there are many motivational theories, and some of them have much in common with this. So, for example, she and the theory of oil have so many similarities. The first three of the hygienic factors in Herzberg are the same as in the Maslow's pyramid of needs. But on this from the similarity ends, since Maslow believed that creating the necessary conditions or satisfying the needs will lead to a person's satisfaction with the work, and consequently, to an increase in productivity. But Herzberg does not see this relationship. According to his theory, company employees will begin to pay attention to hygiene factors only when there is an inadequate implementation, as well as an atmosphere of injustice. However, the presence of factors of both types provides an increase in productivity. To determine all this, you need to pass the Herzberg test.

Formula

So, you already know what the Herzberg test is. The results, perhaps, are also understandable. Below, we give the formula.

[Motivational factors] + [normal working conditions and work environment] = job satisfaction;
[Normal working environment] - [motivational factors] = lack of satisfaction.

An example of the test of Frederick Herzberg

1. A person faces a choice between high-paid, but uninteresting work, and a bright activity, and which will bring him recognition, but little paid. What will you advise this person?

(A) Choose a highly paid one.

(B) Recognition is much more important than a financial side.

2. Which of the two chiefs choose: (B) a person with whom you are in excellent relations, but only carry out light assignments, or - (D) a strict and demanding boss, where for you there will be responsible assignments and the opportunity to learn new things.

3. A person needs to decide, or accept a proposal for an increase, while losing commissions, which will lead to a reduction in income. Your advice:

(D) Everyone dreams of raising.

(A) Chief of all is the high salary

4. You can choose uninteresting work, at the same time get universal recognition, or stay at the same place and do a work that is close in spirit.

(B) Public recognition is the most important thing in a career.

(F) Interesting work - there is nothing better than this.

5. A person got a job to move to another team for an interesting job and to part with people with whom he can work comfortably.

(H) Human communication is the most precious.

(F) The most interesting is the interesting work.

6. Is enthusiasm born as a result of delegation of maximum responsibility or is high wages important?

(B) Of course, imposition of responsibility.

(A) Only a good salary can stimulate a person to work with all the returns.

7. What do the authorities need to do to understand the employees' interest in the work?

(D) Raise the salary.

(A) For the employee, the leadership's benevolence is most important.

Let's sum up the results

These are roughly questions included in Herzberg's motivational test. When counting, it is taken into account what kind of factors are more in the person's answers, and then the degree of his satisfaction becomes understandable. If the testing is carried out when selecting a job for a recruit, the employee of the company's AP determines that the person is more important in the work, and finds a suitable position for him.