Do leaders increase satisfaction by only meeting hygiene factors significantly?

The premise of the question touches on the concept of hygiene factors, which are elements identified by Frederick Herzberg in his Two-Factor Theory of motivation. Hygiene factors, such as salary, company policies, and working conditions, are necessary to prevent dissatisfaction but do not necessarily lead to higher satisfaction or motivation.

In this context, the correct answer indicates that merely addressing hygiene factors will not suffice for leaders aiming to enhance overall team satisfaction. While meeting these factors is important to create an environment free of discontent, it does not lead to increased satisfaction or engagement among team members on its own. True satisfaction arises from motivator factors such as recognition, responsibility, and opportunities for personal growth. Consequently, leaders need to focus on both hygiene factors and motivators to truly elevate team satisfaction and performance.

This understanding aligns with contemporary leadership theories that emphasize the need for a holistic approach to employee engagement, where both base needs and higher-level motivators are critical to developing a motivated and satisfied workforce. Therefore, the assertion that leaders can increase satisfaction solely by addressing hygiene factors is not valid.