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About Business Basics
Business Basics are AI-generated explanations prepared with access to the complete collection, human-reviewed prior to publication. Short and simple, covering business fundamentals.
Topics Covered
- Herzberg's Two-Factor Theory
- Motivators vs Hygiene Factors
- Examples of Hygiene Factors
- Examples of Motivators and Effects
- Practical Management Implications
Talk Citation
(2025, September 30). Herzberg's two-factor theory [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved September 30, 2025, from https://doi.org/10.69645/WUHT3480.Export Citation (RIS)
Publication History
- Published on September 30, 2025
Transcript
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0:00
We’ll explore Herzberg’s
Two-Factor Theory,
an influential framework for
understanding
workplace motivation.
Developed by Frederick
Herzberg in the nineteen fifties,
this Motivation-Hygiene
Theory examines
what truly drives people
to perform well at work.
Herzberg’s research showed that
satisfaction and
dissatisfaction stem from
different sources, categorised as
‘motivators’ and ‘hygiene factors.’
Unlike earlier theories treating
motivation and
demotivation as opposites,
Herzberg saw them as separate
dimensions—reshaping how
managers globally design jobs
and approach employee
satisfaction.
Hygiene factors,
according to Herzberg,
are elements of the
work environment that,
if inadequate or missing,
cause dissatisfaction.
However, even when
fully addressed,
these do not
necessarily motivate
employees to work harder
or exceed expectations.
Common examples of
hygiene factors
include salary or wages,
company policies,
supervision quality,
job security,
working conditions,
and relationships
with colleagues.
A fair wage and a safe working
environment will prevent
complaints, but they will not
necessarily make
staff enthusiastic.
Herzberg argued that
to truly motivate,
organisations must consider more
than simply fixing what’s wrong.
Motivators, on the other hand,
are aspects of work
that genuinely drive
individuals to
higher performance
and greater satisfaction.
These factors are
inherently related
to the job content
rather than the context.