Frederick Herzberg's hygiene-motivation theory

Hygiene factors
Hertzbergs' first component in his approach to motivation theory involves what are known as the hygiene factors and includes the work and organizational environment. These hygiene factors include:

• company policy and administration
• Supervision (leadership and management, including perceptions) which people receive while on the job
• working relationships, including those with co-workers and your relationship with your manager
• status
• salary
• working conditions security (including ergonomics)

These factors do not lead to higher levels of motivation but without them there is dissatisfaction.

Motivation factors
The second component in Herzbergs' motivation theory involves what people actually do on the job and should be engineered into the jobs employees do in order to develop intrinsic motivation with the workforce. The motivators are:

• achievement
• recognition
• the work
• responsibility opportunities for advancement and growth

These factors result form internal instincts in employees, yielding motivation rather than movement.

Both these approaches (hygiene and motivation) must be done simultaneously. Treat people as best you can so they have a minimum of dissatisfaction. Use people so they get achievement, recognition for achievement, interest and responsibility and they can grow and advance in their work.