How are motivating factors related to employee performance according to Herzberg?

According to Herzberg's Two-Factor Theory, motivating factors are crucial for enhancing job satisfaction and thus improving employee performance. These factors, which include opportunities for advancement, recognition, responsibility, and personal growth, contribute to positive feelings about the job. When employees experience high levels of job satisfaction through these motivators, they are more likely to be engaged and put forth their best effort, thus boosting overall performance.

Herzberg posited that it is not merely the presence of basic financial or hygienic factors that affect employee performance, but rather, it is the motivating factors that truly inspire employees to exceed basic performance levels. By focusing on what inspires and drives employees—rather than just what keeps them from being dissatisfied—you can foster an environment where individuals feel valued and motivated to succeed.

The other options misrepresent the complexities of motivation. Saying that motivating factors are not significant to performance outcomes ignores the essential role they play in creating a satisfying work environment. Claiming they decrease engagement levels contradicts the notion that motivation leads to higher engagement, and suggesting they are primarily financial incentives overlooks the broader scope of what motivates individuals in the workplace.