Herzberg's Two-Factor Theory of Motivation divides workplace factors into:
Hygiene factors (which prevent dissatisfaction but do not increase satisfaction) – e.g., salary, security, relationships.
Motivators (which drive job satisfaction and performance) – e.g., recognition, achievement, responsibility, and personal growth.
Employees most often mention recognition as a key factor in job satisfaction, as it directly impacts motivation and engagement.
(A) Incorrect – Security.
Job security is a hygiene factor, meaning its absence causes dissatisfaction, but its presence does not create job satisfaction.
(B) Incorrect – Status.
Status is a hygiene factor, not a motivator. It prevents dissatisfaction but does not enhance motivation significantly.
(C) Correct – Recognition.
Recognition is a motivator, meaning it actively increases job satisfaction and is frequently cited by happy employees.
(D) Incorrect – Relationship with coworkers.
Work relationships are hygiene factors. While poor relationships can lead to dissatisfaction, strong relationships alone do not create motivation.
IIA’s Global Internal Audit Standards – Human Resources and Organizational Behavior
Discusses motivation theories and their impact on employee performance.
Herzberg’s Two-Factor Theory of Motivation
Identifies recognition as a primary factor for employee satisfaction.
Analysis of Answer Choices:IIA References and Internal Auditing Standards:
