Frederick Irving Herzberg

Picture of Frederick Irving Herzberg

Date of Birth: 04/17/1923

Age: 76

Citizenship: United States


Frederick Irving Herzberg was born April 17, 1923. He studied at New York City College (City College of the City University of New York), but dropped out in the last year to go to the army. The patrol sergeant, he became one of the first representatives of the allied troops entered the concentration camp Dachau (Dachau concentration camp). Herzberg believed that impression from what he saw in a concentration camp, and the conversation with the Germans who lived in the area, called his interest in the problem of motivation. Demobilized, Herzberg returned to City College and graduated in 1946, then took postgraduate studies at the University of Pittsburgh (University of Pittsburgh), known, among other things, his medical studies. At the same time, he taught psychology at Case Western Reserve University (Case Western Reserve University) in Cleveland (Cleveland), and later moved to the University of Utah School of Business (University of Utah), where he served as a professor in the field of management. By the mid `50s he led a research consulting company `Psychological Service of Pittsburgh`, granted Herzberg vast field of action for data collection.

Throughout the second half of the 50-ies of the last century Herzberg spent developing their theories and research, which resulted in 1959 was the two-factor theory of motivation, explaining the factors that make the employee feel satisfaction from their labor. According to this theory, people are influenced by two groups of factors: the so-called hygiene factors and motivators.

Hygiene factors or environmental factors, which include salaries and bonuses, administrative policy guidance and the company in general, relationships with colleagues, control, status, working conditions, job security and personal life, keep the employee at work, but do not in themselves guarantee satisfaction from work and do not motivate a person to the necessary actions, although in the case of their absence the employee is experiencing dissatisfaction with their work. Motivators also, including achievement, recognition, work itself, responsibility, and career development, greatly improve work efficiency. The result of the separation factor was the several conclusions, which are still used in the field of management.