A) achievement needs Herzberg used the term “hygiene” in the sense that these are maintenance factors. Removing dissatisfying characteristics from a job does not necessarily make the job satisfying. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. If you want to motivate your team, you then have to focus on satisfaction factors like … But poor working conditions, which are job dissatisfiers, may make employees quit. The factors so identified were classified by him into two categories: 1. We can do this by improving the actual content of the job … A significant development in motivation was distinction between motivational and maintenance factors in job situation. According to Herzberg motivational factors are responsible for job satisfaction. Hygiene factors are the characteristics associated with job dissatisfaction. Thus, this theory is based on two types of factors. Motivational factors and . D) According to Herzberg, removing dissatisfying characteristics from a job will invariably make that job more satisfying and motivating. A job with many satisfiers will usually motivate workers, provide job satisfaction, and prompt effective performance. According to Herzberg, a manager who wants to increase employee satisfaction needs to focus on the motivating factors, or satisfiers. Once you have removed hygiene stressors, the next step is to boost the job satisfaction of each team member. The characteristics associated with job dissatisfaction are called hygiene factors. However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives lead to worker satisfaction at work, while another and separate set of job characteristics lead to dissatisfaction at work. Herzberg’s theory is based on a two-factor hypothesis, that is, factors leading to job satisfaction and factors leading to job dissatisfaction. Job Satisfaction and Job Dissatisfaction. B) To motivate people, Herzberg suggested emphasizing the hygiene factors of a job. In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. Boost Job Satisfaction. According to Herzberg, these factors do not motivate employees. 2. 2. However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. C) Herzberg's theory has influenced how we currently design jobs. To increase job satisfaction and status, aim to construct jobs in such a way that each team member finds their job meaningful. When these have been adequately addressed, people will not be dissatisfied nor will they be satisfied. According to Fredrick Herzberg’s Motivation-Hygiene Theory (also called the Two-Factor Theory), you can love and hate your job at the same time.You can be a doctor who loves healing and solving puzzles, and you can hate doing charts or working with a particular administrator or colleague. 43) According to Herzberg, what characteristic is associated with job dissatisfaction? They are factors leading to job satisfaction and factors leading to job dissatisfaction. However, when they are missing, inadequate or not maintained, they can cause dissatisfaction. A) advancement B) status C) work itself D) growth Answer: B Diff: 1 Page Ref: 343 Topic: Early Theories of Motivation 44) According to Herzberg,when _____ are adequate, people won't be dissatisfied, but they also will not be satisfied. The absence of such a factor would not mean job satisfaction but it might be called no job-dissatisfaction. A research was conducted by Frederick Herzberg and his associates based on the interview of 200 engineers and accountants who worked for eleven different firms in Pittsburgh area.

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