The two factor theory is widely referred to as the hygiene motivation theory. As stated above, motivation of employees is a challenge. Nobody has brought evidence refuting the theories of Herzberg. Therefore, the ideas that are put forward by him may still be looked at. Hygiene Factors and Dissatisfaction at Work

The hygiene factor in job satisfaction can best be explained using Herzberg's (1966) two factor theory (Motivation-Hygiene Theory).The hygiene factors refer to the factors that are majorly concerned with the work conditions. The factors are contextual features of conditions of work. They are however not essential to the job itself. They are also not concerned by how workers perform their work. Examples of hygiene factors include safety, room temperature, levels of noise and lighting. The factors also entail wages and salaries. However, the pay isn't based on the real performance. It can either be monthly or hourly. Worker conditions or benefits in the place of work, leadership style and culture of the organization are viewed as hygiene factors. Dissatisfaction takes place when these factors are removed. That is the main point regarding these factors. Again, the provision of these factors is not capable of motivating the workers to work very hard more than in the past. The provision and improvement of hygiene factors may sometimes fail to offer motivation to the employees. This is because the factors are not dependent on employees' hard work (Herzberg,1966).

Productivity and Employee Satisfaction

The satisfaction of workers as well as productivity is of great significance for organizations to achieve their goals and objectives. In order to comprehend the reliance of value to productivity and worker satisfaction, it is very vital to realize the things that are capable of making workers to be satisfied, productive as well as to comprehend the reciprocal association that workers have with the clients. There is a positive correlation between employee satisfaction and productivity (McGregor, 1960)

Employee Satisfaction

A number of factors affect worker satisfaction. Every factor connects with one another. Jointly, every factor is significant to worker satisfaction.

Work Environment

The quality of internal work surrounding is one of the most significant factors that contribute to worker satisfaction. The internal surroundings may be got by the feelings of the workers towards their work, workmates as well as their employers. The employees usually require dignity and respect from their workmate, employers as well as their clients. Workers usually need to be part and parcel of the organizational team. A number of them want their work to be recognized and considered to be vital for the operation of the organization. Workers want to be mutually respected by not only their colleagues but also their employers. Greater responsibility makes the workers to feel that they are worth. Similarly, responsibility is capable of making the employees to feel that they are valued and trusted by those who employ them. Workers who provide services the public members are fulfilled when they meet the needs of the customers. On the other hand, workers are dissatisfied and frustrated if they fail to meet the needs of the customers.

The key thing that obstructs workers from attaining results for the customers

In a number of situations, it is the bosses that prevent the workers from meeting the expectations of the customers. Workers are always not trained adequately to take the responsibility of decision making which is very vital for them to attain results that are desirable for the customers. Despite the fact that they could be adequately trained, a number of workers are prevented from decisions making by workers who do not trust them. Workers are always forced to perform their work within the boundaries of extremely rigid practice policies and guidelines.

To facilitate the workers to attain results for the customers and also to experience the linked satisfaction. Employers should train their workers besides empowering so that they may have freedom to come up with wise decisions for the customers and the clients. Similarly, it is apparent that workers are not capable of assuming unending responsibilities.

Employee Compensation and reward

Despite the fact that it is employees wish to get competitive and fair monetary compensation for the hard work they do to the organizations, compensation past this level cannot motivate like the factors that are connected to the work environment within the organizations as well as the relationship that they have with customers.

When employees are recognized by the work mates, employers, and clients when they diligently perform their work they will be inspired. Similarly, when they feel...

On the contrary, they do want to know how the business works. This knowledge leads to employee satisfaction by enabling employees to better assist clients. Employee satisfaction is heightened by their ability to take on more responsibility and to perform their tasks more efficiently. Employees who are knowledgeable about the operation of the business become high performers, providing excellent customer service and performing their responsibilities efficiently, while functioning in a team where they know how and why their role is important.
Advantages of Employee Satisfaction Survey

Employee Satisfaction Surveys help the employer to identify the problems of the employees. This in turn mitigates the effects of these problems on the firm. Surveys also help in the identification of problems in the working environment that can lead to injuries to personnel. Remuneration and benefits that are always close to the heart of many employees can be measured and monitored to gauge how satisfied the employees are with the rates through the satisfaction surveys. In many organizations the moral and the mood of the employees always have effect on the overall performance of the organization. These can be easily and effectively monitored through employee satisfaction surveys. The traditions, processes and procedures of many organizations are always loyally held in high esteem by the line managers without consulting the personnel on the effects. It is a fact that as business evolve so do their traditions and processes which have direct bearing on their procedures and daily operations which are run by the personnel hence the need for employee satisfaction survey. The goals, objectives mission and vision of all organizations are always the guidelines the steer the organizations to achieve the desired output (Ellis, 2002). Through Surveys the firms can ascertain monitor and measure the extent to which the personnel are aligned with them. It is through training that employees can acquire skills to help the organization soar to greater heights. Through the surveys the organization can have skills inventory that will enable the management to facilitate training for the personnel. Communication is integral to an organization's success as it enhances free flow of ideas from top to bottom and vice versa. Through surveys the organizations can get to know the communication needs of the personnel and the preferred channels.

West (2008) insists that all Employee Satisfaction surveys should have the backing of top management because will ensure that implementation process will be easy. He also believes that the right questions should be asked to avoid offending the employees and these surveys should be conducted at intervals and not randomly. West (2008) postulates that the surveys should be used as incentives in themselves to encourage willing participation from all employs. Anonymity should be encouraged at all times to ensure candidness while at the same time discouraging wild accusations. Andy West Insists that the employees are the backbone of any organization and anything that affects their morale will have direct impact on the success of the business or organization. To avoid this all organizations are to ensure that their employees understand their jobs well and if need arises are trained and equipped with new skills that will ensure optimum output with minimum supervision which will in turn result to high turnover for the organization.

Haskett et al. In the book The Service of Profit Chain, tries to explain why many business are better in what they do than their peers year in year out. In their research thy found out that relationships are stronger between loyalty of customer and profits; loyalty of both the employee and the customer and finally the satisfaction of both the employee and the customer (Haskett et al., 1997).They also found out that these relationships are always mutually reinforcing in the sense that when customers are satisfied, employees are satisfied too and the reverse is true too. They also show how service industry can measure the relationship between the operating units and the profit chains; share the information on the results of self appraisal; develop a score card that measures performance; Develop a system that rewards and recognizes merit on acceptable standards; Share information on the performance of the company with all employees; Encourage internal information exchange within the organization; and improve the overall performance of the profit service chain.

Peter Senge in his book The Fifth Discipline, he argues that all of us create our own realities as such we need a fifth discipline, System Thinking, to…