International Conference on Management and Information Systems September 2324, 2016 13 ! " # $ ! " # ! "% &’ ! ! "#$ " !$ % & $& " ’( "# $! )*(!+ "# , %# ! $& # & && -$ ! "#$ !$ %, $ "# & ! "# $! &""# !"#, .! "# "# " # & "# # !, .! ! "# ’( #$ & / "# & # , "$& & #& ’( "# & ’( &"# " ( ! & ! "#, () * A question which often arises in the mind of management of big organizations: What people want from their jobs? Is it a high salary? Or job security, work environment, opportunities for growth and advancement – or something or all things put together. This is an important question, as it forms the basis for motivation to the employees of the organization the art of engaging with employees of your organization in such a way that they give their very best performance. The psychologist Fredrick Herzberg had the same question in the 1950s and 60s as a means of understanding employee satisfaction. He set out to determine the effect of attitude on motivation, by asking people to describe situations where they felt really good, and really bad, about their jobs. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad. These results form the basis of Herzberg's MotivationHygiene Theory (sometimes known as Herzberg's Two Factor Theory). Published in his famous article, "One More Time: How do You Motivate Employees," To better understand employee attitudes and motivation Herzberg performed studies to determine which factors in the employee’s work environment cause satisfaction and which factors cause dissatisfaction. He developed the motivation hygiene theory and he called the satisfiers as Motivation and dissatisfiers as Hygiene. Hygiene is considered as maintenance factors required to avoid dissatisfaction. +) !’ The study was conducted in one of the manufacturing company in Nagpur city. 200 employees were provided with the questionnaire and we received 185 complete filled questionnaires for analysis. Five factors were considered for Motivation: Career Progression, Rewards & recognition, Empowerment, Achievement, challenging work atmosphere. Six factors were considered for Hygiene: Remuneration, Compensation, Work Environment, Job Security, Policies & Procedures and Relationship with managers. Herzberg (1968) published an article dedicated to the practical implications of his theory. In this article, he stressed the difference between “kick in the pants” (KITA) management and management through motivation (Herzberg, 1968). In essence, KITA management continues to focus on hygiene factors and results in only short term movement, while management through motivation taps into the potential of the employees and provides an opportunity to derive satisfaction out of work and results in long term motivation. It is the first article of many that will focus on job enrichment in the workplace. +)( ,-. To identify which of the two factor is more important for employees To identify the most important Motivation factor in Herzberg theory To identify the most important Hygiene factor in Herzberg theory