Frederick Herzberg worked as a professor of psychology, management and business, and was a major figure in management theory in the 1960s. Management theory of Frederick Herzberg basics consist of the two-factor theory of motivation and factors contributing to employee satisfaction or dissatisfaction.Critics of Frederick Herzberg believe that his model of motivation is too simplistic and does not account for individual differences among employees. By becoming well versed in both the strengths and weakness of Herzberg theory, however, you can use Herzberg's concepts effectively in the workplace in conjunction with other ideas and practices.When learning the management theory of Frederick Herzberg basics, cover the following areas:1. Become familiar with the two-factor theory of motivation;2. Learn about the different factors affecting employee satisfaction and dissatisfaction, according to Herzberg theory;3. Get tips for applying Herzberg theory based on its pros and cons. Understand the two-factor Herzberg motivation theory The core of Herzberg management theory is the two-factor theory of motivation, which states that employees are motivated by two factor types: hygiene factors, which are external, and motivators, which are internal. Frederick Herzberg shaped his theory around the idea that these external and internal forces may either stimulate or frustrate workers and can sometimes contradict or counteract one another. Consider Herzberg theory in terms of employee satisfaction and dissatisfaction The Herzberg theory of motivation hinges on the concepts of worker satisfaction and dissatisfaction. Frederick Herzberg believed that employees' level of satisfaction or dissatisfaction with their position and product is based on both internal and external factors. Apply Frederick Herzberg theory in your business management to increase employee satisfaction Herzberg leadership theory provides business managers with a comprehensive way of examining employee satisfaction as a critical element of work. Herzberg theory has been criticized, however, for not taking into account individual differences in motivation, which a manager must integrate using his or her personal judgment. Herzberg theory does not necessarily account for workplace productivity, but instead suggests that employee satisfaction is an integral component of the activity of work. Use Herzberg theory in conjunction with an evaluation of workplace productivity to determine how employee satisfaction enhances your business productivity.