Final answer:
The statement is true; good hygiene factors, according to Herzberg's two-factor theory, can remove dissatisfaction but will not increase job satisfaction. To truly motivate and satisfy employees, elements such as recognition and responsibility must also be addressed.
Step-by-step explanation:
The statement 'Good hygiene factors remove dissatisfaction but do not cause people to become highly satisfied' is indeed true. This concept originates from Frederick Herzberg's two-factor theory, which posits that certain workplace factors, known as hygiene factors, are necessary to prevent employee dissatisfaction but are not sufficient for creating high satisfaction. Examples of hygiene factors include company policies, supervision, salary, interpersonal relations, and working conditions. Conversely, the theory identifies motivators like achievement, recognition, work itself, responsibility, and advancement, as the drivers that actually create job satisfaction.
It is understood that if hygiene factors are missing or are inadequate, employees will become dissatisfied. However, even if these factors are provided adequately, they merely prevent dissatisfaction without necessarily promoting high levels of satisfaction or motivation.
Thus, the focus on hygiene factors is just one part of a strategy to foster a positive work environment. Employers seeking to achieve more than just a lack of dissatisfaction must also address motivators, which can lead to empowered and highly satisfied employees.