Final answer:
Herzberg's Two-Factor Theory indicates that managers should focus on motivation factors, such as recognition and personal growth, to nurture long-term employee dedication and improve job satisfaction. These factors are intrinsic and influence satisfaction more than hygiene factors like salary.
Step-by-step explanation:
According to Herzberg, managers should focus on motivation factors to produce employees who are dedicated for the long-term. This principle is derived from Herzberg's Two-Factor Theory, which suggests that workplace satisfaction and motivation are influenced by two sets of factors: hygiene factors and motivation factors. Hygiene factors, which include elements like salary and work conditions, are necessary to prevent job dissatisfaction but are not sufficient for lasting work motivation. On the other hand, motivation factors, such as recognition, responsibility, and personal growth, directly improve job satisfaction and encourage employees to be more productive and engaged in the long term.
For example, in the scenario related to motivation in which Carl mows the yard for $20, the type of motivation is extrinsic because it is motivated by an external reward. In contrast, intrinsic motivation comes from within and is related to the joy or fulfillment from performing the activity itself, not because of an external reward.
The most predictive factor of overall job satisfaction is not financial rewards but work content. The nature of the work itself and factors such as autonomy are more likely to influence how satisfied employees feel about their job.