In the workplace, factors influencing employee satisfaction can be categorized into two groups: hygiene factors and motivators.
Hygiene Factors: Preventing Dissatisfaction
Hygiene factors, also known as maintenance factors, do not inherently motivate employees but are essential to prevent dissatisfaction. Their absence can lead to dissatisfaction at work. These factors include clean facilities, comfortable seating, minimum salary levels, company policies, and supervisory practices. These are extrinsic to the job itself and primarily address basic workplace needs.
Motivators: Driving Satisfaction
Motivators, on the other hand, contribute to job satisfaction and personal growth. These include meaningful work, a sense of responsibility, and an employee’s perceived importance within the organization. These factors are intrinsic to work and play a crucial role in enhancing motivation and engagement.
Eliminating dissatisfaction requires ensuring good hygiene factors, but these alone do not create satisfaction. To increase job satisfaction, organizations must focus on providing motivational factors. However, the absence of these motivators does not necessarily cause dissatisfaction.
Herzberg developed this theory in 1964 based on interviews with engineers and accountants. The collected data described sequences of workplace events that caused significant changes in their feelings.
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