Herzberg's two-factor theory

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.