Summary

Various  questions  have  been  raised  as  to  the  best  way  to  motivate  employees. However,  answers  given  only  raised  a  cause  for  movement  and  not  motivation (Herzberg,  1987).  Considering  how  relevant  employees  have  become  in  this Globalisation era which has heralded perfect competition, it therefore imperative that the major cause of motivation is identified and applied (Bourantas, 1999). Owing to this quagmire, (Herzberg,  1987) therefore postulated  a  two-factor theory  which  he  called motivator and hygiene factor. 

However,  the  objective  of  this  dissertation  was  based  on  measuring  motivator  and hygiene  factors  in  Boots  plc,  Victoria.  This  research  therefore  explored  various literatures  on  work  motivation.  The  motivator  factors  measured  were  Achievement, Recognition, Work Itself, Responsibility, Advancement and Growth while the Hygiene factors measured were Company policies and administration, Supervision, Relationship with  supervisor,  Working  conditions,  Salary,  Relationship  with  peers,  Personal  life, Status and Job security. 50 samples were chosen consisting of the employees at Boots Victoria  and  questionnaires  were  given  to  them.  To  counter  check  the  result,  an interview was done with 2 managers. This dissertation employed a deductive approach and a positivist stance was taken with a perfect consideration of all ethical issues to avoid harm to participant. 

After  thorough  examination  of  the  motivator-hygiene  factors,  it  was  deduced  that motivator and hygiene factors were not adequately in use in Boots plc which has given rise  to  de-motivation  of  employees.  However,  recommendations have  been  given  to improve on the factors that caused de-motivation.

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