According to Herzberg's theory, should management focus on hygiene factors?

Herzberg's two-factor theory distinguishes between hygiene factors and motivators, which help in understanding employee satisfaction and motivation in the workplace. Hygiene factors, such as salary, company policies, fringe benefits, physical working conditions, and relationships with others, are essential for preventing dissatisfaction but do not directly contribute to higher levels of motivation or job satisfaction.

While it is important for management to ensure that hygiene factors are adequately addressed to avoid dissatisfaction among employees, focusing solely on these factors may not significantly enhance motivation or encourage employees to perform at their best. To improve motivation and job satisfaction, management should emphasize motivators such as recognition, opportunities for advancement, responsibility, and personal growth, which can lead to higher levels of engagement and commitment from employees.

Thus, while hygiene factors are necessary for creating a baseline level of workplace satisfaction, the primary focus for enhancing employee motivation and performance should be on motivators rather than just hygiene factors.