What concept does Herzberg's theory imply about factors causing job satisfaction?

What concept does Herzberg's theory imply about factors causing job satisfaction?

• A. They are the same as those causing job dissatisfaction
• B. They are completely independent of workplace conditions
• C. They differ from hygiene factors
• D. They are solely reliant on external rewards

Answer: (C)

Herzberg's theory, often referred to as the Two-Factor Theory or Dual-Factor Theory, posits that job satisfaction and job dissatisfaction are influenced by two separate sets of factors. The factors that lead to job satisfaction are distinct from what Herzberg labels as hygiene factors, which are associated with job dissatisfaction. According to the theory, factors that lead to satisfaction (such as achievement, recognition, and opportunities for advancement) are intrinsic to the job itself and contribute to a person's motivation. In contrast, hygiene factors (including salary, company policies, and working conditions) do not lead to motivation or satisfaction when present; they can lead to dissatisfaction when absent. Therefore, the correlation that factors causing job satisfaction differ from hygiene factors aligns perfectly with Herzberg's assertions. This understanding of the differentiation emphasizes the importance of creating conditions that foster intrinsic motivation rather than focusing solely on external or hygiene factors to improve workplace morale and effectiveness.

Herzberg's theory, often referred to as the Two-Factor Theory or Dual-Factor Theory, posits that job satisfaction and job dissatisfaction are influenced by two separate sets of factors. The factors that lead to job satisfaction are distinct from what Herzberg labels as hygiene factors, which are associated with job dissatisfaction.

According to the theory, factors that lead to satisfaction (such as achievement, recognition, and opportunities for advancement) are intrinsic to the job itself and contribute to a person's motivation. In contrast, hygiene factors (including salary, company policies, and working conditions) do not lead to motivation or satisfaction when present; they can lead to dissatisfaction when absent. Therefore, the correlation that factors causing job satisfaction differ from hygiene factors aligns perfectly with Herzberg's assertions.

This understanding of the differentiation emphasizes the importance of creating conditions that foster intrinsic motivation rather than focusing solely on external or hygiene factors to improve workplace morale and effectiveness.