Final answer:
Herzberg's two-factor theory differentiates between 'hygiene' factors for preventing dissatisfaction and 'motivation' factors for enhancing job satisfaction. Hygiene factors include salary and working conditions, while motivation factors include recognition and personal growth.
Step-by-step explanation:
Fredrick Herzberg's theory, often known as Herzberg's two-factor theory, distinguishes between 'hygiene' factors, which can prevent dissatisfaction, and 'motivation' factors, which can foster job satisfaction. Hygiene factors, such as salary, company policies, working conditions, and job security, are necessary to avoid dissatisfaction but do not necessarily contribute to satisfaction. On the other hand, motivation factors, including recognition, responsibility, and personal growth, can lead employees to higher performance and job satisfaction.
The core of Herzberg's theory is understanding that while hygiene factors are essential for maintaining a baseline of contentment among employees, these factors alone are not enough to motivate long-term performance and satisfaction. Only the additional presence of motivation factors can achieve this. In practice, for a workplace to have motivated and satisfied employees, there needs to be a balance of addressing hygiene issues and nurturing motivational elements.