Abstract:
There are motivational theories that have been tested in environments of variety of
organizations. Many organizations have human related problems highlighting the need
of a motivational mechanism. The problem is how far these theories can be used in
changing situations. As such most of the motivational theories are not applicable to the all
circumstances.
The purpose of this study is to examine the validity qfHerzberg's Two-factor theory to the
financial executive level employees. Also, the study also focuses on the differences of job
satisfaction and dissatisfaction of the private and the public sectors employees and male
and female employees.
The public and the private sector financial level executives were considered as population and
sample of 100 out of them were selected. For this study a structured questionnaire was used
as a data collection tool, requesting them to rank job factors including motivational factors
(W hen motivator factors exist actively they create job satisfaction) and hygiene factors
(If employees consider hygiene factors inadequate, then they can cause dissatisfaction at
work).
Results and findings of the study revealed that financial executive level employees' ranked
salary as a motivator factor within a group of other factors such as Advancement, Work
itself, Recognition, Growth, Achievement and Res!Jonsibility respectively. Even though
Herzberg's theory identifies salary as a hygiene factor this study finds it as a motivating
factor for account professionals. This might be because of economic situation that they
actually countenanced. Furthermore, ranks are also contradictory to the Herzberg's TwoFactor
Theory.
In addition, researchers have found that there is a significant difference between job
satisfaction of the private and the public sector employees. Compared to the private sector
employees public sector employees are less motivated by extrinsic factors (Working
Conditions, Safety, Company Policy and Administration, Relationships, Salary, Security)
and more motivated by intrinsic factor (Advancement, Work itself, Recognition, Growth,
Achievement and Responsibility). In addition, the study found no significance difference
between male and female employees' job satisfaction and dissatisfaction factors.
