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Business Administration QUESTION #9582
Question 1
Herzberg's Two-Factor Theory identifies 'hygiene factors' and 'motivators.' A government department improves air conditioning, raises salaries by 15%, and increases leave entitlements. Six months later, employee performance remains unchanged. Which theoretical prediction does this outcome validate, and what intervention should have been made instead?
  • It validates Maslow's prediction that physiological and safety needs are pre-conditions for motivation — the department should now address social needs through team-building
  • It validates Herzberg's prediction that hygiene factors (salary, working conditions, benefits) prevent dissatisfaction but do not produce motivation — the department should have introduced achievement opportunities, recognition, responsibility and meaningful work✔️
  • It contradicts Herzberg because salary increases are classified as motivators in the Two-Factor framework — the department should conduct a job redesign study
  • It validates McGregor's Theory X — the employees are inherently unmotivated and require closer supervision rather than financial incentives
Correct Answer Explanation
Herzberg specifically classified salary, working conditions and fringe benefits as hygiene factors — their presence prevents dissatisfaction but their improvement does not generate positive motivation. Only motivators (achievement, recognition, responsibility, advancement, work itself) produce genuine performance improvement. This is Herzberg's most counterintuitive and practically significant insight — and the scenario precisely illustrates it.