When using the motivator-hygiene model, firms can assume that intrinsic items, such as employee growth opportunities and interesting work, will have the same motivational effect internationally.

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The motivator-hygiene model, also known as Herzberg's two-factor theory, suggests that factors leading to job satisfaction (motivators) are separate from those leading to job dissatisfaction (hygiene factors). The impact of intrinsic items like growth opportunities and interesting work can vary significantly across different cultures and countries, meaning firms cannot assume a uniform motivational effect internationally. Cultural differences can influence how employees perceive and value these intrinsic motivators.

When Using the Motivator-Hygiene Model, Firms Can Assume That Intrinsic