"A sample limited to one profession would have yielded results of doubtful generality. To develop findings independent of the peculiar circumstances of the engineer, we needed to study a comparable group. Accountants were chosen because their jobs, like those of engineers,· are rich in technique. This richness makes it likely that the accountant, like the engineer, would have much to tell us. However, the groups are vastly different in the nature of their training, their present degree of professionalization, the kind of work they do, and, presumably, the kind of people attracted into them. Last, by covering accountants and engineers, we examined the job attitudes of two of the most important staff groups in modern industry"

“True motivation comes from achievement, personal development, job satisfaction, and recognition.”

“The results of this study are presented under three general headings. The first, and most extensive, section consists of data relating to the factors that lead to positive and negative attitudes toward the job. It will be recalled that the major question this study set out to investigate was whether different kinds of factors were responsible for bringing about job satisfaction and job dissatisfaction.”

“Idleness, indifference and irresponsibility are healthy responses to absurd work... If you want people motivated to do a good job, give them a good job to do.”

“Dissatisfiers led to dissatisfaction because of the need to avoid pain for situations that caused discomfort; satisfiers led to job satisfaction because of a need for growth or self-actualization.”

“It's the job of the manager not to light the fire of motivation, but to create an environment to let each person's personal spark of motivation blaze.”

“I can charge a man's battery, and then recharge it, and recharge it again. But it is only when he has his own generator that we can talk about motivation. He then needs no outside stimulation. He wants to do it.”