You are addressing job satisfaction issues in your team by gathering feedback on specific dissatisfactions. Which theory of motivation are you applying?

The correct answer is the Herzberg Two-Factor Theory. This theory posits that job satisfaction and dissatisfaction arise from two different sets of factors: hygiene factors and motivators. Hygiene factors include elements such as company policies, supervision, salary, interpersonal relationships, and working conditions; these factors can prevent dissatisfaction but do not necessarily lead to satisfaction or motivation. On the other hand, motivators are factors that lead to job satisfaction and include aspects such as achievement, recognition, responsibility, and opportunities for growth.

By gathering feedback on specific dissatisfactions within your team, you are directly tapping into the hygiene factors that may be causing discontent among team members. Addressing these dissatisfactions can help eliminate negative feelings and improve the overall work environment, thus aligning with Herzberg's theory. This approach of focusing on specific issues can reveal areas needing improvement, contributing to better job satisfaction when effectively managed.

This contrasts with Maslow's Hierarchy of Needs, which delves into a broader range of human motivation needs rather than job-specific dissatisfactions. McGregor's Theory X and Theory Y focuses on managers' assumptions about employee motivation and behavior rather than addressing specific factors of job satisfaction. Similarly, Adams' Equity Theory deals with fairness and equity in the workplace