Herzberg's Theory of Job Satisfaction Frederick Irving Herzberg(1923-2000) was a management professor at the University of Utah known internationally for his work on helping companies understand how to motivate workers and increase productivity. He is known for his ‘motivation-hygiene Theory’. According to Herzberg, five factors increase job satisfaction and staff motivation to perform I Achievement i.e., a sense of 1 or pride whenever a demanding task is 2 out successfully. One way managers can contribute to this is by encouraging employees to set clear, realistic professional goals for themselves. 2 Recognition i.e., the 3 of an individual’ s or group’ s efforts, or contributions. For example, managers can highlight staff efforts and contributions in meetings. They can also give a genuinely positive performance 4 and devise a judicious system of 5 , such as housing allowances or extra holidays. 3 Challenging Work For work to be 6 , there must be tasks that are challenging or motivating. Just as each individual prefers some tasks more than others, each finds some tasks more challenging than others. 4 Responsibility When staff feel responsible and 7 for their own work, and when they are somehow involved in the decision-making process, their job satisfaction increases. Managers can gradually increase staff 8 and decision making as they gain expertise. 5 Growth and Development Everyone needs to continue to develop personally and professionally on the job. When there are limited opportunities for 9 and development, motivation decreases. Employees may commit energy to other aspects of their personal lives, seek other employment, or 10 out. Managers can advocate educational or special training 11 for staff and encourage them to attend training programs and conferences.