Another practical guideline is to work to understand each employee's needs rather than treating all employees alike. A job title, employee of the year award, and a jacket with the employee's name and job title may be great needs satisfiers for one employee and a joke to another employee. A final guideline is that a worker's needs change over time. Herzberg developed a Two-Factor Theory of Motivation that also deals with needs but in a way different from Maslow. Examples of dissatisfiers are poor working conditions, exhausting physical work combined with excessively long workdays and weeks, unfair pay, disagreeable supervisors, unreasonable rules and policies, and conflict with co-workers.
Motivators are factors that influence job satisfaction and lead to motivation.
Examples include achievement, recognition, satisfying work, responsibility and personal growth through training and new experiences. Employers can learn practical lessons from Herzberg's theory. The dissatisfiers must be removed before motivators can work. Employees working in unsafe conditions with unfair pay will not be motivated by recognition and delegation of additional responsibility. However, making the workplace safe and increasing the pay to a fair level is not enough.