In 1959, Frederick Herzberg, a behavioral scientist suggest a two-factor concept or the motivator-hygiene theory. Follow to Herzberg, there room some job determinants that result in satisfaction while over there are various other job determinants that protect against dissatisfaction. Follow to Herzberg, the contrary of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.

Herzberg classified these job components into 2 categories-

Hygiene factors-Hygiene determinants are those job components which are important for the existence of an ideas in the workplace. These execute not result in positive satisfaction for long-term. Yet if these components are absent / if these components are non-existent in ~ the workplace, then they cause dissatisfaction. In other words, hygiene determinants are those determinants which once adequate/reasonable in a job, pacify the employees and also do no make lock dissatisfied. These factors are extrinsic come work. Hygiene components are additionally called asdissatisfiers or maintenance factorsas castle are forced to avoid dissatisfaction. These factors define the job environment/scenario. The hygiene components symbolized the physiological demands which the individuals wanted and expected to be fulfilled. Hygiene components include: " Salary firm Policies and also administrative policies Fringe services (health treatment plans) physics Working conditions (The working problems should it is in safe, clean and hygienic. The work tools should it is in updated and also well-maintained) The employees’ condition within the organization need to be familiar and retained Interpersonal relations task Security

2. Motivational factors-According come Herzberg, the hygiene determinants cannot be concerned as motivators. The motivational components yield confident satisfaction. These factors are innate to work. These factors motivate the employees because that a remarkable performance. These factors are referred to as satisfiers. These space factors connected in performing the job. Employees discover these factors intrinsically rewarding. The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational determinants include:

recognition - The employees need to be praised and also recognized for their success by the managers. The sense of achievement - The employee must have actually a sense of achievement. This depends on the job. There have to be a fruit that some kind in the job. Growth and promotional avenues - There should be development and advancement opportunities in an organization to motivate the employees to perform well. Responsibility - The employee must host themselves responsible because that the work. The managers should give them ownership of the work. They should minimize control yet retain accountability. The meaningfulness of the occupational - The job-related itself must be meaningful, interesting and complicated for the employee to perform and to get motivated.

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bill Duncan


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i am a huge fan that Herzberg and have been teaching his model in my course on project Leadership and Teams for practically 20 years.However, his design is better represented through a matrix 보다 by her 3 arrows: it is possible to have motivated employees who are not satisfied.