Herzberg, F. (1987). Harvard Business Review.


The growth or motivator factors that are intrinsic to a job are: 1. Achievement, 2. Recognition for achievement, 3. The work itself, 4. Responsibility, and 5. Growth or advancement. The dissatisfaction-avoidance or "hygiene" factors that are extrinsic to the job include: 1. Company policy and administration, 2. Supervision, 3. Interpersonal relationships, 4. Working conditions, 5. Salary, 6. Status, and 7. Security. A composite of the factors involved in causing job satisfaction and dissatisfaction, drawn from samples of 1,685 employees, reveals that motivators were the main cause of satisfaction and hygiene factors the main cause of unhappiness on the job. The motivation-hygiene theory suggests that work be enriched to bring about effective utilization of personnel. "Job enrichment" describes the systematic attempt to motivate employees by manipulating the motivator factors. Management can produce job enrichment by: 1. Removing some controls while maintaining accountability, 2. Increasing employees' accountability for their own work, 3. Giving people complete natural work units, and 4. Assigning individuals specialized tasks so they can become experts in them.