Answer to Question 1
Answer: FALSE
Answer to Question 2
Answer: Frederick Herzberg's two-factor theory (also called motivation-hygiene theory) proposes that intrinsic factors are related to job satisfaction, while extrinsic factors are associated with job dissatisfaction. Further, he argues that data suggested that the opposite of satisfaction was not dissatisfaction, as traditionally had been believed. Removing dissatisfying characteristics from a job would not necessarily make that job more satisfying (or motivating). Herzberg proposed that a dual continuum existed: The opposite of satisfaction is no satisfaction, and the opposite of dissatisfaction is no dissatisfaction.
Following this theory, you can motivate employees who show no dissatisfaction by emphasizing motivators, the intrinsic factors having to do with the job itself. These factors include achievement, recognition, work itself, responsibility, advancement, and growth. However, to motivate dissatisfied employees, the extrinsic factors associated with job dissatisfaction must first be addressed. These factors can include supervision, company policy, relationship with supervisor, working conditions, salary, relationship with peers, personal life, relationship with subordinates, status, and security. Once the dissatisfaction has been removed, you can maximize motivation by emphasizing the intrinsic factors.
Why people don't stop smoking
Earth Affects People; People Change Earth
Monstrous people from distant lands depicted in a fifteenth-century European woodcut.
For millions of people, the United States represents a land of opportunity and freedom from ...
People with binge eating disorder often eat in secret
People in poor, urban areas often find themselves in “food deserts"