Introduction
The job of a manager in the workplace is to get things done through employees. For doing this managers should be able to motivate the employees. One of the most important yet difficult responsibilities of a leader in any organisation is motivating staff (Staren, 2009, pp.74-77). Well motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced. Herzberg’s Motivation-Hygiene Theory is one of the content theories of motivation. This theory is used for better understands about the
Management are often confused because they are paying high wages and salaries, have an excellent fringe-benefit package, and provide great working conditions, but their employees are still not motivated. Therefore, by considering only on the hygiene factors, management are not motivating their personnel, now employees have to turn their attention to build job satisfaction.

Job enrichment
Luthans (2002, pp. 262-265) states that ‘the hygiene factors seem to be important in preventing dissatisfaction but it do not lead to satisfaction’. One of the ways of tackling the issue of employee performance and satisfaction is to enhance the motivating factors in jobs (Cole, 2002, p. 113). Job enrichment builds on Herzberg’s Motivator-Hygiene Theory; he believes that only certain jobs should be enriched and that the first step is to select the jobs appropriate for job enrichment. Once jobs are selected for enrichment, management should brain-storm about possible changes; revise the list to include only specific changes related to motivational factors, and seem out generalities and suggestions that would simply increase activities or numbers of task.

Create job satisfaction
To create job satisfaction is another stage for motivating employees. Instead of fixing the working conditions that employees are complaining about, the company might be further ahead to find new ways of recognizing their efforts. A simple technique is to hold regular meetings where each employee is