Certified Safety Professional Exam 2025 – 400 Free Practice Questions to Pass the Exam

In Herzberg's Motivational Theory, hygiene factors are elements that do not lead to higher levels of motivation but can cause dissatisfaction if they are inadequate or absent. These factors are primarily related to the work environment and include aspects such as supervision, salary, company policies, physical working conditions, and interpersonal relationships.

Salary, as a hygiene factor, plays a crucial role in ensuring that employees feel fairly compensated for their work. Similarly, supervision refers to the quality of leadership and guidance provided by management, which can impact employee satisfaction and the overall workplace atmosphere. When hygiene factors are present and satisfactory, they can contribute to a comfortable and acceptable work environment. However, their presence does not increase motivation or job satisfaction; rather, they simply help to prevent dissatisfaction.

In contrast, other factors mentioned, such as achievement, recognition, advancement, and responsibility, are categorized as motivators. These factors contribute directly to an individual's intrinsic motivation and job satisfaction, driving them to perform better and engage more fully in their work. Understanding this distinction is crucial for anyone involved in organizational behavior or human resource management, as it helps in designing better workplace policies that encompass both hygiene factors and motivators to optimize employee performance and satisfaction.