According to Herzberg's Two-Factor Theory, the 'hygiene factor' that leads to job dissatisfaction is: 

Explanation:

Herzberg's Two-Factor Theory

Herzberg's Two-Factor Theory, also known as the Motivation-Hygiene Theory, is a psychological framework designed to understand employee satisfaction and motivation in the workplace. The theory classifies job-related factors into two categories:

• Motivators: These are intrinsic factors that lead to job satisfaction by fulfilling an employee's need for personal growth and achievement. Examples include recognition, responsibility, achievement, and advancement.
• Hygiene Factors: These are extrinsic factors that do not directly contribute to job satisfaction but can cause dissatisfaction if they are absent or inadequate. Examples include salary, company policies, working conditions, and job security.

Salary

• According to Herzberg's Two-Factor Theory, salary is classified as a hygiene factor. This means that while an adequate salary can prevent job dissatisfaction, it does not necessarily lead to job satisfaction or motivation. In other words, employees expect a fair salary as a basic requirement for their job, and its absence can lead to dissatisfaction. However, increasing salary alone might not significantly boost motivation or satisfaction unless accompanied by motivators like recognition and achievement.
• For instance, an employee may feel dissatisfied if they perceive their salary as unfair or insufficient compared to their peers. On the other hand, even if the salary is increased, the employee may not feel truly satisfied unless they also experience factors like career growth, acknowledgment of their efforts, or challenging work.

Important Information

• Option 1: Responsibility - Responsibility is a motivator in Herzberg's theory. It satisfies an employee's intrinsic need to feel important and in control of their work. Assigning more responsibility can lead to job satisfaction and motivation.
• Option 2: Achievement - Achievement is another motivator. It refers to the sense of accomplishment that employees feel when they successfully complete tasks or reach their goals. This intrinsic factor greatly enhances job satisfaction.
• Option 3: Recognition - Recognition is also a motivator. When employees are acknowledged for their contributions, it boosts their morale and job satisfaction, fostering a positive work environment.
• Option 4: Salary - As explained above, salary is a hygiene factor. It prevents dissatisfaction but does not inherently motivate employees or lead to job satisfaction.