It appears there might be a slight confusion in your terminology. The reference to “Hygine Theory” could be a misspelling, and it is likely that you meant Herzberg’s Two-Factor Theory.

Herzberg’s Two-Factor Theory:

Frederick Herzberg, a psychologist, proposed the Two-Factor Theory of motivation in the 1950s. This theory suggests that there are two sets of factors that influence job satisfaction and dissatisfaction, and they operate independently. These factors are:

1. Hygiene (Maintenance) Factors:
   • Description: These factors are related to the work environment and the conditions surrounding the job. They are essential for preventing dissatisfaction but do not necessarily lead to satisfaction if present.
   • Examples:
     • Company policies
     • Quality of supervision
     • Salary and benefits
     • Working conditions
     • Job security
     • Interpersonal relationships
   • Effect: The absence of hygiene factors can lead to job dissatisfaction, but their presence does not result in high job satisfaction. They are often considered as basic needs that must be met for a satisfactory work environment.
2. Motivational Factors:
   • Description: These factors are intrinsic to the job itself and are related to the actual content of the work. They are sources of job satisfaction and can contribute to higher motivation and performance.
   • Examples:
     • Achievement
     • Recognition
     • Work itself (the nature of the job)
     • Responsibility
     • Advancement
     • Growth and development
   • Effect: The presence of motivational factors leads to increased job satisfaction and motivation, while their absence does not necessarily cause dissatisfaction.

Key Points:

• Herzberg argued that job satisfaction and dissatisfaction are not on the same continuum but exist independently. Addressing factors that prevent dissatisfaction (hygiene factors) will not necessarily result in increased satisfaction; motivational factors need to be considered for that purpose.
• Improving hygiene factors can prevent job dissatisfaction but does not guarantee increased motivation or job satisfaction.
• Motivational factors are intrinsic to the nature of the work and have a direct impact on job satisfaction and motivation.
• Herzberg’s Two-Factor Theory has been influential in understanding employee motivation and has implications for how organizations design jobs and manage their workforce.

It’s important to note that Herzberg’s Two-Factor Theory is just one among several theories of motivation, and different individuals may respond differently to various motivators and demotivators