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Motivation & Herzberg Two-Factor Theory

I read a great article on motivation (intrinsic vs extrinsic) in Agile adoption.

Intrinsic and Extrinsic Motivation in Agile Development, Adoption


However I find I don't totally agree with some of the comments tending to tell us that we should not applaud good behavior or success. In thinking about this I think one could apply Herzberg's Two-Factor Theory.


I believe that applauding stories completed in a sprint review would fall in the Recognition factor, and is highly correlated to job satisfaction. While I believe that punishment for not completing a story (in whatever manner) would be found somewhere on the hygiene side of the chart, the side that leads to dissatisfaction.

To understand the difference image that your trash has not been taken out in a few weeks - does this make you dissatisfied, yes! But does the trash always being removed on schedule make you satisfied, no. Therefore the trash factor is a hygiene factor, and does not lead to satisfaction. Herzberg found that there is a dual continuum: a continuum from satisfaction to no-satisfaction with a separate continuum from no-dissatisfaction to dissatisfaction. Keep this in mind when you think of motivators, there may be a disconnect in the continuum you intuitively perceive.

Some interesting links on motivation.

A BBC video of Fred Herzberg describing the Two-Factor Theory.  Or it may be a Doctor Who episode.

See Also:
One More Time:  How do you motivate employees?
David's notes on Drive by Dan Pink

The Professional Happiness AssociationHappy Melly is a collection of people hands-on resources to help you learn how to be happy at workand to empower you to help others achieve job satisfaction. The Happy Melly blog is where our Funders, Supporters and an occasional guest sound off on this topic. It’s filled with work-life balance tips, small business resources, how to motivate employees and find out what makes people happy, and how social entrepreneurship is allowing people finally to say “I Love My Job!”

The Human Side of Enterprise - Douglas McGregor

HBR  - Does Money Really Affect Motivation? A Review of the Research by Tomas Chamorro-Premuzic
Majority of American Workers Not Engaged in Their Jobs Gallup
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David's notes on "Drive"

- "The Surprising Truth about what Motivates Us" by Dan Pink.

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What I notice first and really like is the subtle implication in the shadow of the "i" in Drive is a person taking one step in a running motion.  This brings to mind the old saying - "there is no I in TEAM".  There is however a ME in TEAM, and there is an I in DRIVE.  And when one talks about motivating a team or an individual - it all starts with - what's in it for me.

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Pink starts with an early experiment with monkeys on problem solving.  Seems the monkeys were much better problem solver's than the scientist thought they should be.  This 1949 experiment is explained as the early understanding of motivation.  At the time there were two main drivers of motivation:  biological & external influences.  Harry F. Harlow defines the third drive in a novel theory:  "The performance of the task provided intrinsic reward" (p 3).  This is Dan Pink's M…

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