Which pair best describes Herzberg's two sets of motivational factors?

Which pair best describes Herzberg's two sets of motivational factors?

• A. Maintenance (Dissatisfiers) and Motivating (Satisfiers)
• B. Hygiene and Physiological
• C. Monetary and Non-monetary
• D. Internal and External

Answer: (A)

Two-factor theory splits what motivates people into two kinds: factors that prevent dissatisfaction and factors that actively increase motivation. The two sets are hygiene factors (dissatisfiers) and motivators (satisfiers). The pair described aligns with that: Maintenance corresponds to the dissatisfiers, which, when lacking, cause dissatisfaction, while improving them beyond a basic level doesn’t significantly boost motivation. Motivating corresponds to the satisfiers, which genuinely increase satisfaction and drive when present. This is why that pairing is the best fit. In practice, hygiene factors include things like pay, working conditions, supervision, and company policies—if these are poor, workers complain, but improving them beyond adequacy doesn’t create lasting motivation. Motivators include achievement, recognition, the work itself, responsibility, and growth opportunities—these things raise how much people want to work and engage. The other options don’t reflect Herzberg’s two categories: physiology isn’t the paired set in this theory, the money vs. non-money distinction isn’t the formal dichotomy, and internal vs. external doesn’t capture the hygiene/motivation split.

Two-factor theory splits what motivates people into two kinds: factors that prevent dissatisfaction and factors that actively increase motivation. The two sets are hygiene factors (dissatisfiers) and motivators (satisfiers). The pair described aligns with that: Maintenance corresponds to the dissatisfiers, which, when lacking, cause dissatisfaction, while improving them beyond a basic level doesn’t significantly boost motivation. Motivating corresponds to the satisfiers, which genuinely increase satisfaction and drive when present. This is why that pairing is the best fit.

In practice, hygiene factors include things like pay, working conditions, supervision, and company policies—if these are poor, workers complain, but improving them beyond adequacy doesn’t create lasting motivation. Motivators include achievement, recognition, the work itself, responsibility, and growth opportunities—these things raise how much people want to work and engage. The other options don’t reflect Herzberg’s two categories: physiology isn’t the paired set in this theory, the money vs. non-money distinction isn’t the formal dichotomy, and internal vs. external doesn’t capture the hygiene/motivation split.