Which theory distinguishes hygiene factors from motivators in the workplace?

Which theory distinguishes hygiene factors from motivators in the workplace?

• A. Maslow's hierarchy of needs
• B. McClelland's theory of needs
• C. Herzberg's two-factor theory
• D. Alderfer's ERG theory

Answer: (C)

The key idea is distinguishing elements in the job that prevent dissatisfaction from those that actually increase motivation. This split is captured by Herzberg's two-factor theory. In this view, hygiene factors—such as company policies, supervision, salary, working conditions, and interpersonal relations—do not raise long-term motivation, but their absence can cause discontent. Motivators—like achievement, recognition, the work itself, responsibility, and opportunities for growth and advancement—actively enhance job satisfaction and motivation when present. That explains why simply improving pay or conditions may reduce dissatisfaction but not necessarily boost performance unless meaningful work and growth opportunities are also provided. The other theories organize needs differently (Maslow’s hierarchy, McClelland’s needs for achievement/power/affiliation, Alderfer’s ERG), but none draw the explicit hygiene-versus-motivator distinction that Herzberg offers.

The key idea is distinguishing elements in the job that prevent dissatisfaction from those that actually increase motivation. This split is captured by Herzberg's two-factor theory. In this view, hygiene factors—such as company policies, supervision, salary, working conditions, and interpersonal relations—do not raise long-term motivation, but their absence can cause discontent. Motivators—like achievement, recognition, the work itself, responsibility, and opportunities for growth and advancement—actively enhance job satisfaction and motivation when present. That explains why simply improving pay or conditions may reduce dissatisfaction but not necessarily boost performance unless meaningful work and growth opportunities are also provided. The other theories organize needs differently (Maslow’s hierarchy, McClelland’s needs for achievement/power/affiliation, Alderfer’s ERG), but none draw the explicit hygiene-versus-motivator distinction that Herzberg offers.