ng conditions, and so forth in the hygiene group. An unsatisfactory status of any of these hygiene factors could result in a disincentive for the individual to perform productively. By contrast, however, a satisfactory status for the factors would not motivate the individual to exceptional levels of performance. Herzberg's motivational factors included such things as opportunities to achieve, opportunities to gain responsibility, and so forth, as motivational factors in the organizational life of an individual, the absence of which would not result in any disincentive to perform. A satisfactory status for these factors would motivate an individual to seek exceptional levels of performance.
Herzberg's two factor theory continues to be tested. One such test found that public sector workers tended to value extrinsic, or hygiene, factors to a greater extent than was true among private sector employees. For public sector employees, both motivation factors and hygiene factors were found to be sources of job satisfa
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