Although employees were not unhappy before the new employee recognition program began, employee ratings of satisfaction on the annual survey were even stronger once the monthly recognition awards were started. This is consistent with .

Although employees were not unhappy before the new employee recognition program began, employee ratings of satisfaction on the annual survey were even stronger once the monthly recognition awards were started. This is consistent with the two-factor theory

To motivate staffs better, identify what it is that is causing on the job dissatisfaction and attend to them.

Also, if employees are performing well and their okay with pay and benefits, as well as supervisors and working condition, you can decide to start appreciating exemplary ones in other to make them strive the more for excellence on their own

shrutiagrawal1798 shrutiagrawal1798 · Answer 2 · 2022-01-02T11:04:03+01:00

Employee ratings of satisfaction on the annual survey has been stronger even with the dissatisfaction with employee recognition program has been constituent with two factor theory or Herzberg's motivation-hygiene theory.

The employee recognition program has been mediating changes in the employee policy that has been mediating the changes in the circulation and working of employees in the company.

There has been a level of dissatisfaction that has been found in the employees with the acceptation of new program.

The satisfaction level in the survey rating has been demonstrating that there has been factor in the working that has led to employee’s satisfaction.

This has been demonstrating that in the working environment, there are factors that have been balancing the employee’s satisfaction with the factors not helping the employees. This has been described as two factor theory or Herzberg's motivation-hygiene theory.

For more information about Herzberg's motivation-hygiene theory, refer to the link:

https://brainly.com/question/6456986