1. Herzberg’s Two-Factor Theory of Motivation
In 1959, Frederick Herzberg, a scientist proposed a two-factor theory/ motivator- hygiene theory
There are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction

2. HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION
Herzberg classified these job factors into two categories:
MOTIVATIONAL FACTORS
Recognition,
Sense of achievement,
Growth opportunities, Responsibility, Meaningfulness of work
HYGIENE FACTORS
Pay, Company Policies, Fringe benefits, Physical working conditions, Status, Interpersonal relations, Job security

3. HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION
Limitations of Two-Factor Theory
Overlooks situational conditions
Herzberg’s theory is more focusing on satisfaction (and not on productivity)
Theory’s reliability is uncertain
No comprehensive measure of satisfaction was used
Some parts are being biased
The theory ignores blue-collar workers

4. HERZBERG’S TWO-FACTOR THEORY OF MOTIVATION
Implications of Two-Factor Theory
Managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction
Managers must ensure that works are stimulating and rewarding to workers
Jobs must utilize employees’ skills to the maximum level