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Satisfiers and dissatisfiers: One of the common mistakes made by employers is that they believe that satisfiers and dissatisfiers are the same thing. When an element is present, it can act as a satisfier, but if the same element is missing, it  does not necessarily mean that it is a dissatisfier and vice versa. Table 1 provides a list of elements that employees like and dislike, as proposed by (Tropman, 2001:21).

It can be noted that the list of top dissatisfies is largely based on relationships within the organization. 

•      Motivational structures: Harvard economist Thomas Schelling came up with a two-self model. This implied that every employee embodied two different preference schedules: money now (cash in hand) and money later (cash put aside for retirement). The employer needs to pay both of these selves, in the form of a monthly salary for the here-and-now and the retirement contribution of the then-and-there self. This implies that the employer needs to cater for two compensation targets: the employees’ present and future selves. The needs of the two selves must be balanced in the compensation system.