Both theories “distinguish between motivators and hygiene factors (the name hygiene is used because, like hygiene, presence does not will not make you healthier, but absence can lead to poorer health) motivators include challenging work, recognition and responsibility. These motivators provide positive satisfaction arising from the intrinsic (intangible) conditions of the work itself. Hygiene factors such as status, job security, and fringe benefits are extrinsic (tangible) and do not provide positive satisfaction, even if dissatisfaction results from their absence.” Additionally, according to Herzberg, “the job must present enough challenge to allow the employee to use all of his or her abilities. Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility. If a job cannot be designed to utilize an employee's full capabilities, then the company should consider automating the task or replacing the employee with one with a lower skill level. Finally, if a person cannot be fully utilized, then there will be a motivation problem.”