Frederick Herzberg is renowned for the development of his motivation-hygiene theory. His theory is based on the principle that employees should be satisfied with their jobs and avoid job dissatisfaction. To this end, Herzberg recommends focusing on hygiene factors to avoid job dissatisfaction and focusing on motivators to boost job satisfaction. In this way, employees achieve positive job satisfaction and performance.2010IntroductionTraditionally, the effectiveness of employee performance was one of the main concerns of managers and theorists who studied issues related to management and who developed management theories. Opinions on the effectiveness of employee performance and its improvement vary constantly. The variety of theories has been developed to stimulate improvement in employee efficiency and productivity through the implementation of new methods proposed by different theorists. In this regard, job satisfaction has been found to be one of the key factors that determine the effectiveness of employee performance. At the same time, many researchers have failed to understand the full range of factors that influence job satisfaction. In such a context, the research and the Motivator-Hygiene theory developed by Frederick Herzberg are particularly remarkable. In fact, F. Herzberg develops the idea that there are two groups of factors that influence job satisfaction and, consequently, the effectiveness of employees' work: on the one hand, there are motivation factors, which motivate employees and lead to their job satisfaction, while, on the other hand, there are hygiene factors that avoid job dissatisfaction, but both groups of factors are essential to maintain positive employee performance. employees because,...... middle of paper ...... job satisfaction. The key factors in hygiene are supervision, working conditions, salary, safety and others. The main motivators are the work itself, advancement, success, recognition and responsibility. All factors are important and hygiene and motivation factors must be present for employees to be satisfied with their work. References: Chyung, SY (2007). Foundations of instructional technology and performance. Massachusetts: HRD press. Feder, B. J. (2000). “FI Herzberg, 76, Professor and Management Consultant,” New York Times, February 1, 2000. Herzberg, FI (1987). “Again: how to motivate employees? », Harvard Business Review, September/October 1987, vol. 65 Number 5, p109-120Herzberg, F. (1959). Motivation to work, New York: John Wiley and Sons. Herzberg, F. (1976). The managerial choice: Be efficient and be human. Homewood, IL: Dow Jones-Irwi