According to Herzberg, which factors do not motivate but help prevent dissatisfaction?

Herzberg's two-factor theory divides workplace factors into two categories: motivators and hygiene factors. Hygiene factors, also referred to as maintenance factors or dissatisfiers, are essential for preventing dissatisfaction among employees but do not significantly contribute to employee motivation. These factors include aspects such as salary, company policies, working conditions, and relationships with colleagues. While their presence may prevent dissatisfaction, their absence can lead to discontent, but they do not intrinsically motivate employees to perform better or be more productive.

In contrast, motivators are elements that can enhance job satisfaction and drive employees to achieve higher levels of performance. Factors such as achievement, recognition, the nature of the work itself, responsibility, and opportunities for advancement fall within this category, which actively encourages employees to increase their productivity and engagement.

Understanding this distinction is crucial in human relations and organizational behavior, as it emphasizes the need for companies to address hygiene factors to create a baseline of employee satisfaction while also incorporating motivators to inspire and engage their workforce meaningfully.