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A significant development in motivation was distinction between motivational and maintenance factors in job situation. Herzberg conducted a research and his associates based on the interview of 200 engineers and accountants who worked for eleven different firms in Pittsburgh area.
These men were asked to recall specific incidents in their experience, which made them, feel particularly bad about jobs. The findings of the research led to draw a distinction between what are called as 'motivators' and 'hygiene factors'. To this group of engineers and accountants, the real motivators were opportunities to become more expert and to handle more demanding assignments. Hygiene factors served to prevent loss of money and efficiency. Thus, hygiene factors provide no motivation to the employees, but the absence of these factors serves as dissatisfiers.
Some job conditions operate primarily to dissatisfy employees. Their presence does not motivate employees in a strong way. Management traditionally perceives many of these factors as motivators, but the factors are really more potent as dissatisfiers. They are called maintenance factors in job because they are necessary to maintain ~ reasonable level of Satisfaction among the employees.
Their absence proves to be a strong dissatisfier. They are also known as 'dissatisfiers' or 'hygienic factors' because they support employees' mental health. Another set of job conditions operates primarily to build strong motivation and high job satisfaction among the employees. These conditions are 'Motivational Factors'
Kavungya answered the question on March 26, 2019 at 13:13
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