Which factors are motivators according to the two-factor theory to inspire work performance?

Recognition is identified as a motivator in the two-factor theory, which was developed by psychologist Frederick Herzberg. This theory posits that workplace factors can be categorized into two distinct groups: motivators, which enhance job satisfaction and encourage employees to perform at a higher level, and hygiene factors, which can lead to dissatisfaction if not adequately addressed but do not necessarily motivate employees.

Recognition serves as a motivator because it fulfills an employee’s psychological need for acknowledgment and appreciation of their contributions. When employees receive recognition for their hard work, achievements, and efforts, they are more likely to feel valued and motivated, thus leading to increased work performance and engagement. This form of positive reinforcement can drive individuals to strive for excellence and foster a commitment to their roles and responsibilities.

The other factors listed, such as benefits and salary, company policy and administration, and working conditions, fall into the category of hygiene factors. While these elements are important for preventing dissatisfaction in the workplace, they do not inherently inspire individuals to perform better. Instead, they address basic needs and expectations that must be met for employees to remain satisfied in their jobs. However, once these hygiene factors are fulfilled, recognition stands out as a true motivator that can elevate an employee's job performance and intrinsic satisfaction