According to Herzberg's two-factor theory, who satisfies the need for personal growth?

Herzberg's two-factor theory, also known as the motivation-hygiene theory, distinguishes between two categories of factors that influence motivation in the workplace: hygiene factors and motivator factors.

Motivator factors are directly linked to an individual's intrinsic satisfaction and are critical for personal growth and fulfillment. These include achievements, recognition, the nature of the work itself, responsibility, and opportunities for advancement. When these motivator factors are present, employees are more likely to experience job satisfaction and be motivated to perform at their highest levels. Thus, they contribute significantly to satisfying the need for personal growth, encouraging individuals to develop their skills and pursue their potential.

In contrast, hygiene factors relate to the work environment and are necessary to prevent dissatisfaction but do not necessarily lead to higher levels of motivation or personal growth. These factors include salary, company policies, working conditions, and interpersonal relationships. Although important for organizational stability, they do not fulfill the deeper need for personal achievement and self-actualization that motivator factors do.