Two Factor Theory was originally posted on April 8, 2016. To read more of Dr. Barney J. Wilson work click here.
Frederick Herzberg proposed a two factor theory for an employee's happiness on the job. Maintenance factors include pay, respect from your boss and peers, and work conditions. Motivational factors include opportunities for recognition, responsibility and advancement.
As a Diversity Strategist, I propose a deeper consideration of Two additional Factors that are vital to developing sustainable learning communities or workplaces where people of color, women and LGBTQ feel welcomed and can succeed. The factors are:
1. Are there people who look like me throughout the organization and especially in high enough positions that make a difference to my well-being? For example, in a college or university, are there other undergraduate students, graduate students, Teacher Assistants (TAs), faculty members, researchers, administrators and student support staff that look like me. An undergraduate student who does not see familiar graduate students , TAs, faculty members and college administrators who look like them and who are accessible to them, will not feel welcomed, will feel isolated, lonely, under-valued and marginalized.
2. Do the people who are there like me? This factor has everything to do with attracting, retaining and growth for college students on campuses and minority workers in the workplace. No one wants to feel invisible. No one wants to feel that their views don't matter and are not valued. Body language, how things are said to people and how people are greeted are vital to someone who might be thinking about leaving college or the workplace.
Frederick Herzberg proposed a two factor theory for an employee's happiness on the job. Maintenance factors include pay, respect from your boss and peers, and work conditions. Motivational factors include opportunities for recognition, responsibility and advancement.
As a Diversity Strategist, I propose a deeper consideration of Two additional Factors that are vital to developing sustainable learning communities or workplaces where people of color, women and LGBTQ feel welcomed and can succeed. The factors are:
1. Are there people who look like me throughout the organization and especially in high enough positions that make a difference to my well-being? For example, in a college or university, are there other undergraduate students, graduate students, Teacher Assistants (TAs), faculty members, researchers, administrators and student support staff that look like me. An undergraduate student who does not see familiar graduate students , TAs, faculty members and college administrators who look like them and who are accessible to them, will not feel welcomed, will feel isolated, lonely, under-valued and marginalized.
2. Do the people who are there like me? This factor has everything to do with attracting, retaining and growth for college students on campuses and minority workers in the workplace. No one wants to feel invisible. No one wants to feel that their views don't matter and are not valued. Body language, how things are said to people and how people are greeted are vital to someone who might be thinking about leaving college or the workplace.