This is another of the well known motivation theories [it is also known as intrinsic/extrinsic motivation] and concludes that certain factors in the workplace result in job satisfaction, but if absent, lead to dissatisfaction.
The factors that motivate people can change over their lifetime, but "respect for me as a person" is one of the top motivating factors at any stage of life.
He distinguished between:
Motivators(e.g. challenging work, recognition, responsibility) which give positive satisfaction, and
Hygiene factors (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation.
The name Hygiene factors is used because, like hygiene, the presence will not make you healthier, but absence can cause health deterioration.
The theory is sometimes called the "Motivator-Hygiene Theory" and/or "The Dual Structure Theory."
Herzberg's theory has found application in such occupational fields as information systems and in studies of user satisfaction and as such is regarded as one of the mainstream motivation theories.
Clayton Alderfer developed and simplified Maslow's Hierarchy into a shorter set of three needs: Existence, Relatedness and Growth ['ERG'].
However, unlike Maslow, he saw these as a continuum rather than a hierarchy.
At the basic level is the need to stay alive and safe, now and in the foreseeable future. This includes Maslow's physiological and safety needs.
When we feel safe and secure, we deal with our social needs and are now interested in relationships with other people and our status from which we derive a sense of identity and position within our immediate society.This includes Maslow's love/belonging and esteem needs.
Ultimately we seek growth and self creative expression both for ourselves and for our environment. When we are successfully growing, we feel a sense of wholeness, achievement and fulfilment. This includes Maslow's self-actualization and transcendence.
This theory [also known as the Three-Need Theory or Learned Need Theory] states that needs are formulated over time by our experiences. We will tend to have one of these needs that affects us more powerfully than others and thus affects our behaviors, and they fall into three general categories of needs:
Achievers seek to excel and appreciate frequent recognition of how well they are doing. They will avoid low risk activities that have no chance of gain. They also will avoid high risks where there is a significant chance of failure.
Affiliation seekers look for harmonious relationships with other people. They will thus tend to conform and shy away from standing out. The seek approval rather than recognition.
Power seekers want power either to control other people (for their own goals) or to achieve higher goals (for the greater good). They seek neither recognition nor approval from others -- only agreement and compliance.