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Herzberg’s two-factor theory says workplace factors are split into hygiene factors and motivators.

Salary is a hygiene factor so it reduces dissatisfaction but doesn’t motivate people. Once employees are paid fairly, extra pay doesn’t really increase motivation. Recognition and growth give real motivation.

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According to Herzberg’s two factor theory,

there are two main factors that influence one’s motivation in a working environment , which are

• Motivational factors which include personal control , feeling of being valued , independent etc

•Hygiene Factors which can demotivate if not present but don’t actually motivate if present. For example, salaries , bonuses , working policies etc.

• Paying employees salaries reduces dissatisfaction but cannot fully motivate an employee as motivational factors are more important than this and salary is a basic amenity which an employee expects hence providing it reduces dissatisfaction but can’t motivate one fully if present.

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A motivation theory by Frederick Herzberg which states that employee satisfaction and dissatisfaction are affected by two factors

Hygiene factors prevent dissatisfaction,

Examples

Job Security

Salary etc

Motivators increase satisfaction and motivation.

Achievement

Recognition

Responsibility

Promotion

Personal growth

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Salary is a hygiene factor, not a motivator.

Increasing salary can reduce dissatisfaction (people won’t complain as much).

But it doesn’t truly motivate employees because motivation comes from motivators like achievement, recognition and responsibility.

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Accordions to Herberg theory, people effected by two main factors at work

motivation factors

Factors that make people work better for example success, responsibility etc

hygiene factors

Factors that stop people from being unhappy for example salary

Salary can make workers less unhappy, but it does not fully motivate them. Employees get more motivation from recognition.

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It is explain about job satisfaction and dissatisfaction depend on hygiene factors (prevent dissatisfaction like salaryy, working conditions, relationships,...) and motivation factors (create satisfaction and motivation like: achievement, recognition, responsibility, promotion, personal growth and meaningful work)

Salary is hygiene factor: if employees who has low salary they will become satisfaction because it is not suitable for their work

If employees who has high salary, it will be long time motivation and maintain stability for work

Ex: and employee may receive a pay rise and feel less unhappy about their job. But if the work is boring and offers no recognition or growth. They may still lack enthusiasm and motivation

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1. Motivators : make motivation

2. Hygience factors : avoid dissatisfaction

reduce salary :employee dissatisfaction easily leads to decreased work motivation, lower efficiency and potential resignation

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Hygiene factors prevent dissatisfaction,but do not motivate

Motivators actively boost performance and satisfaction

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Herzberg's two factor theory states that job satisfaction is influenced by 2 factors being motivators and hygiene factors

Salary is a hygiene factor because it is included under the job context but not the work itself

Salary does not offer the internal satisfaction like recognition and personal growth...it also meets a financial need but it does not inspire the environment in which employees are working in