According to Herzberg, motivating factors (also called satisfiers) are primarily intrinsic job elements that lead to satisfaction, such as achievement, recognition, the (nature of) work itself, responsibility, advancement, and growth. These are factors that can result in job dissatisfaction if not well managed.

Some simple examples of hygiene factors include organizational policies and procedures, supervision, relationships with co-workers and supervisors, physical work environment, job security, and compensation. It is part of Herzberg’s motivation-hygiene theory.

Extrinsic motivators include status, job security, salary, and fringe benefits. It’s important for managers to realize that not providing the appropriate and expected extrinsic motivators will sow dissatisfaction and decrease motivation among employees.

According to Herzberg maintenance or hygiene factors are to maintain good working environment. Presence of these factors does not satisfy people but their absence dissatisfies them.

The main factors to take into account are:

• Number of machines and equipment.
• Failure rate.
• Average cost for the maintenance of a machine (it depends a lot on the procedures and on task distribution)
• Staff quality.
• Some equipment do not apply to preventive maintenance due to the failure rate distribution.

Motivation-Hygiene Theory

According to Herzberg, these factors do not motivate employees. However, when they are missing or inadequate, hygiene factors can cause serious dissatisfaction.

8 Causes of Job Dissatisfaction

• Underpaid.
• Limited Career Growth.
• Lack of Interest.
• Poor Management.
• Unsupportive Boss.
• Lack of Meaningful Work.
• Opportunities for growth or incentives for meaningful work.
• Work and Life Balance.

Hygiene factors include organizational policies and procedures, supervision, relationships with co-workers and supervisors, physical work environment, job security, and compensation. It is part of Herzberg’s motivation-hygiene theory.

Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations) that do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence. The term “hygiene” is used in the sense that these are maintenance factors.

Salary is the most interesting hygiene factor because it is often used in an attempt to motivate even though salary is not a motivator. Salary becomes a problem when perceived to be significantly lower than salaries of others doing similar jobs in similar organizations.

Herzberg’s two-factor theory holds that employers cannot choose between motivation or hygiene but instead must strive to improve both. Employers can tailor company policy to improve employee welfare and thus avoid low motivation and low hygiene simultaneously.

Here are 12 fantastic ways you can use to motivate your employees:

1. Create a friendly work environment.
2. Acknowledge employees’ achievement.
3. Rewarding employees.
4. Positive communication is the key.
5. Encourage friendly competition.
6. Have a meaningful and worthwhile goal.
7. Create a career path.
8. Be a leader worth following.

The motivational (intrinsic) factors i.e. recognition, the job itself, responsibility, professional growth. Hygiene (extrinsic) factors i.e. senior management, the role of supervisor, good relation with coworkers.

The five factors: engagement, respect (praise and appreciation), fair compensation, motivation, and life satisfaction all help lead to job satisfaction in the workplace. While extrinsic factors like compensation are important, intrinsic factors generally contribute more to job satisfaction.

Factors Affecting Human Performance

• Goal Clarity.
• Repertoire.
• Knowledge of Structures.
• Feedback.
• Mental Models.
• Motivation.
• Environment.