Based on this, Frederick Herzberg developed the theory that people’s job satisfaction depends on two kinds of factors. Factors for satisfaction (motivators / satisfiers) and factors for dissatisfaction (hygiene factors / dissatisfiers). The Two-factor theory, also known as the motivation-hygiene theory, was developed by psychologist Frederick Herzberg in 1959 to explain job satisfaction and employee motivation. The theory posits that there are two distinct sets of factors that influence workplace attitudes: satisfiers, which lead to job satisfaction, and dissatisfiers, which do not necessarily motivate but can lead to a lack of satisfaction if present. Satisfiers, or motivators, relate to the job content and include ... This theory is famously also known as the Motivation-Hygiene theory or two-factor theory. The motivational factor relates to the factors of growth, and the hygiene factor relates to the factors of survival or maintenance. Learn how Herzberg’s two-factor theory explains the difference between intrinsic and extrinsic motivators in job satisfaction and dissatisfaction. Find out how managers can apply this theory to motivate employees and improve work performance.
