نظرية العامل الثنائى
لهرزبرغ

مركز المعرفة

   

عوامل التحفيز ، العوامل الصحّية . شرح من نظرية العامل الثنائى و كيتا (ركلة فى البنطال) من فردريك هرزبرغ.

محتويات

  1. ملخص
  2. المنتدى
  3. أفضل الممارسات
  4. Expert Tips
  5. المراجع
  6. الطباعة

Two Factor Theory Diagramوفقا لنظرية العامل الثنائى من فردريك هرزبرغ فان الناس تتاثر بعاملين اثنان الرضاء والنمو النفسي كان عامل من عوامل التحفيز. الاستياء كان نتيجة عوامل العادات الصحية. طور هيرزبرج نظرية الحافز أثناء فحصه لـ 200 محاسب ومهندس في الولايات المتحدة الأمريكية.


العاملان في النظرية

  • عوامل العادات الصحية تحتاج لضمان أن الموظف لن يصبح مستاء. وهذا لا يسبب مستويات أعلى من الحافز، لكن بدونها هناك استياء.
  • عوامل الحافز مطلوبة لكي تحفز الموظف إلى الأداء الأعلى. وتنتج هذه العوامل من المولدات الداخلية في الموظفين.

عوامل العادات الصحية المثالية

  • شروط العمل

  • جودة الاشراف

  • الراتب

  • المنزلة

  • الأمان

  • الشركة

  • العمل

  • سياسات الشركة والإدارة

  • العلاقات الشخصية

عوامل التحفيز المثالية

  • الإنجاز

  • إدراك الإنجاز

  • مسئولية للمهمة

  • متعة الوظيفة

  • تقدم للمهام الأعلى فى المستوى

  • النمو

جمع عوامل الحافز والعادات الصحية يؤديان إلى أربعة سيناريوهات

  • العادات الصحية العالية + حافز عالي: حالة مثالية حيث الموظفون على مستوى عالى من التحفيز إلى حد كبير وشكاوى قليلة.

  • عادات صحية عالية + حافز منخفض: الموظفون عندهم بضع الشكاوى لكن لم يتم تحفيزهم إلى حد كبير. ينظر للعمل كشيك راتب.

  • عادات صحية منخفضة + حافز عالي: المستخدمون يحفزون لكن عندهم الكثير من الشكاوى. حالة العمل مثيرة وصعبة. على أية حال شروط العمل والرواتب ليست جيدة.

  • عادات صحية منخفضة + حافز منخفض: أسوأ حالة. المستخدمون غير محفزين وعندهم الكثير من الشكاوى.

يقترح هرزبرج بأنه في أغلب الأحيان العمل يمكن أن يرتب ويجب أن يرتب في الطرق التالية:

  • job enlargement توسيع المجال الوظيفى
  • Job Rotation التقلب بين الوظائف ، و او
  • Job Enrichment اثراء الوظيفة.

إضافة إلى نظرية العامل الثنائى ، لفريدريك هرزبرغ يعرف أيضا بالمختصر كيتا ، الذي ترجم بشكل مؤدب كتأنيب لمن لا يبدي حماسا ! قال هرزبرج بأن كيتا لا ينتج حافز . لكن حركة فقط


نظرية العامل الثنائى المنتدى
  Increasing Employee Motivation and Satisfaction with Job Titles
Traditional purposes of job titles are standardization and benchmarking. They are sources and reflections of formality and rigidity or mechanisms of bureaucratic control. Over the past decade however, London Business School professor Dan Cable...
     
 
  Nothing Flourishes Without Attention
Nothing flourishes without attention. This simple phrase is endemic in all endeavors. A gardener knows all too well what would happen to his plants if they are not attended to.
 
   
 
  Privacy at Work
When it comes to office spaces, organizations are always trying to find a balance between on the one hand public and on the other hand private workspace in order to encourage collaboration. However, public spaces are often criticized as it ass...
     
 
  PROs and CONs of Employee Of the Month Programs
A common recommended and used form to increase employees motivation and performance is Employee-Of-the-Month (EOM). Such a strategy would boost morale through employee rewards and giving credits to excellent employees.
 
   
 
  Is Lack of Of Challenge a Hygiene Factor?
What challenges an employee at any phase in his life is the motivator.
Sometimes, earning more money is seen as a challenge by an employee, depending on his experience and urge to cross a social strata or a barrier.
Sometimes money just wor...
     
 
  Using Herzberg's Two Factor Theory in Small Companies
How can you apply Herzberg 2 factor theory in a small company (5-10 employees)?
Any experiences? Does anyone know of a simple set of tools?...
     
 
  Scope of Herzberg's Two Factor Theory
This theory need not be confined to any type of business situation. It can be used for interaction between any two individuals to understand how individuals are motivated whenever they interact...
The factors established by this theory are univ...
     
 
  How to Keep a Workforce Motivated at Crossroads
Many enterprises transform their structures merging several organisational cultures in cycles.
How can the staff remain motivated when changes are made in the organisations values, collectiveness, consistency etc... In the adage of old wine and...
     
 
  Avoid Under and over Motivation
Under motivated as well as over motivated workers both have negative effects in productivity. A balance has to be developed in order for workers to act normally, never discouraged nor disgusted and extremely anxious and expectant of rewards or...
     
 
  Money Remains the Primary Motivating Factor!
Never forget: money remains the primary motivating factor of employees....
Here in Uganda, the oldest national university Makerere has been closed due to striking lecturers over poor pay. They don't complain about harassment or poor working envi...
     
 
  Strong Motivational Factors Can Overcome Demotivating Factors
Deeply felt internal motivational factors can overcome demotivating factors.
Such positive internal motivational factors could be a strong belief of cause or a smart direction of the organization....
     
 
  Motivation Engenders Commitment
Adequately motivated staff are usually more committed to perform optimally.
More often than not, they are happy on their beats which could be due to their being satisfied with the welfare, training and perquisites they are enjoying from their em...
     
 
  Additional Hygiene Factors
Though the theory covers many of the reasons, I believe others factors like management style, organization culture, office politics, training standards also should come under the hygiene factor.
Without the proper management of these fact...
     
 
  Two Factor Theory 2.0
2 Factor Theory may be applied in any type of organizations and in all levels. But, again there are other elements in the work environment which may effect the motivation of employees and the organization results.
Since knowledge, such as...
     
 
  Two Factor Theory Still Holds Today?
I think Herzberg's theory fits hundred percent perfect for present day organizations. Human minds need motivations so often... In the mean time hygiene factors also play a vital part in job satisfaction....
     
 
  Application of Two Factor Theory in Non-Governmental Organizations
Is the model applicable in non-government organizations where officers are not receiving remunerations in whatever kind where the pressing concern is how to drive them to perform to their best level?...
     
 
  Stress inTwo Factor Theory
Where should we position STRESS in this 2 Factor Theory? Please explain... Thank you......
     
 
  Education Motivation
Where does educational motivation fit in?...
     
 
  Hygiene and Motivation: Hand and Glove
It may seem not very practical to apply this theory in some parts of the world, like the third world. Going through Herzberg's theory in detail I have just realised it's the best work situation that bears fruit for both employee and employer. I would...
     
 
  What are (the Main) Causes of Attrition?
The theory is pretty good, but I am of the view that the underlying reason for a big percentage of people who move on is the boss. Most of the time when an employee leaves his job it's due to the treatment he or she receives from the boss. Treatment ...
     
 

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أفضل الممارسات - نظرية العامل الثنائى العضوية المتميزة
  What motivates Employees to be more Innovative?
In the current crisis, it's important to keep your innovation effort at a high level. Martha E. Mangelsdorf writes in MITSloan Management Review Vol 40 No 3 p. 24 about an analysis by Professors Henry Sauermann and Wesley M. Cohen on what makes em...
     
 
  How to measure motivation?
(How) Can motivation be measured?...
     
 

Expert Tips - ENG - Two Factor Theory العضوية المتميزة
 

Drivers and Levers of Employees

In their 2002 book "Driven: How Human Nature Shapes our Choices", Paul R. Lawrence and Nitin Nohria mention 4 drives underlying everything we do:
...
Usage, application:Improving Employee Motivation
 
 
 

Examples of Two Factor Model

I would like to compare Herzberg's 2 factor model to a human body (organisation):
- The disease-infected human body (unhealthy organisation) can ...
Usage, application:Teaching Two Factor Theory
 
 
 

Satisfaction and Dissatisfaction According to Herzberg

I find it interesting that Herzberg separates dissatisfaction and satisfaction as whole different feelings apart from one another. He says dissatisfac...
Usage, application:Important Note
 
 
 

Promotion-focused versus Prevention-focused Employees

An interesting way to look at employees or coachees for motivation purposes is described by Heidi Grant Halverson and E. Tory Higgins in HBR March 20...
Usage, application:Employee Motivation
 
 
 

Alternate Classifications of Human Needs (Employees, Consumers)

One of possible ways to classify human (employee, consumer) needs is to break them down into:
- Biogenic Needs (essential, inherent certain eleme...
Usage, application:Motivation, Marketing, Human Needs
 
 
 

Differences in Organizational Commitment Between Paid Workers and Volunteers

Paid and unpaid workers in hybrid organizations
Although financial considerations are an important reason to work for a certain organization, the...
Usage, application:Organizational Commitment, Employee Motivation, Non-profit Organizations
 
 
 

Base your Workspace Design on Employee Interaction

Many innovative organizations of today have faith that more open spaces triggers personal interactions, performance, creativity and innovation. Becaus...
Usage, application:Workspace Design, Innovation Environment, Employee Interaction, Office Space Design
 
 
 

How to Avoid Too Much Transparency and Allow Some Privacy

In an article The Transparency Trap it is argued that although a certain level of transparency does drive out wasteful and unfair practices and enc...
Usage, application:Corporate Transparency, Employee Privacy
 
 
 

Why Employees Stay: Contextual Factors Influencing Job Embeddedness

Mitchell, Lee and Tyler (2014) focus on the contextual (or external) factors that influence employees staying, instead of emphasizing the fact...
Usage, application:Employee Retention, Attrition, Organizational Commitment, Employee Satisfaction
 
 
 

Family-Work Conflicts (FWC) and Daily Job Performance

FAMILY ROLES and WORK are two factors influencing each other: - Work can interfere with family roles; this is called a Work-Family Conflict (WFC).
...
Usage, application:Family-work conflicts, Coaching, Mentoring, Job Performance
 
 

المراجع - نظرية العامل الثنائى العضوية المتميزة
 

أخبار

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أخبار

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فيديو

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فيديو

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عروض

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عروض

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ويكيبيديا

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ويكيبيديا

نظرية العامل الثنائى
     

: قارن مع Hierarchy of Needs Maslow تدرج الاحتياج لماسلوو   |  Hawthorne Effect Mayo تاثير هاثرون لمايو   |  ارضاء العميل نموذجيّة كانو  |  Theory X Theory Y نظرية اكس نظرية واى   |  Competing Values Framework هيكل القيم التنافسيةExpectancy Theory نظرية التوقع   |  ERG Theory نظرية أرج   |  Cultural Dimensions الأبعاد الثقافيّة   |   Leadership Continuum التسلسل القيادى   |  نظرية الحاجات  |  الشبكة الإداريّة Managerial Grid 


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