The two theories “distinguish between motivators and hygiene factors (the name hygiene is used because, like hygiene, presence will not make you healthier, but absence can cause deterioration of health) motivators include challenging work, recognition and responsibility. These motivators provide positive satisfaction resulting from the intrinsic (intangible) conditions of the job itself. Hygiene factors such as status, job security and benefits are extrinsic (tangible) and do not provide positive satisfaction, although dissatisfaction arises from their absence.” Furthermore, according to Herzberg “the job should present sufficient challenges to exploit the employee's full ability. Employees who demonstrate increasing levels of skill should be assigned increasing levels of responsibility. If a job cannot be designed to take advantage of all of an employee's skills, the company should consider automating the task or replacing the employee with one who has a lower skill level. Finally, if a person cannot be fully utilized, there will be a motivation problem”