Teoría de los dos Factores
(Herzberg)

Centro de Conocimiento



Resumen, foro, mejores prácticas, consejos de expertos y fuentes de información.


Resumen

Two Factor Theory DiagramSegún la Teoría de los dos Factores de Frederick Herzberg, hay dos factores que influencian a la gente. La satisfacción y el crecimiento psicologico son factores resultantes de los factores de la motivación. El descontento es un resultado de los factores de higiene. Herzberg desarrolló esta teoría de la motivación durante su investigación con 200 contadores e ingenieros en los E.E.U.U.


Los dos factores en la teoría

  • Los factores de higiene son necesarios para asegurar que un empleado no este descontento. No causan niveles de motivación más altos, pero sin ellos habrá descontento.
  • Los factores de motivación son necesarios para motivar al empleado hacia un mayor desempeño. Estos factores provienen de los generadores internos de los empleados.

Factores típicos de la higiene

  • Condiciones de trabajo

  • Calidad de la supervisión

  • Sueldo

  • Estatus

  • Seguridad

  • Compañía

  • Tarea

  • Políticas de la compañía y de administración

  • Relaciones interpersonales

Factores típicos de motivación

  • Logro

  • Reconocimiento por el logro

  • Recibir responsabilidad por determinadas tareas

  • Trabajo interesante

  • Promoción a realizar tareas de alto nivel

  • Crecimiento

Combinar los factores de la higiene y de la motivación resulta en el panorama cuatro

  • Alta higiene + Alta motivación: La situación ideal donde los empleados están altamente motivados y tienen pocas quejas.

  • Alta higiene + Baja motivación: Los empleados tienen pocas quejas pero no son altamente motivados. El trabajo se percibe como el cobro de un cheque.

  • Baja higiene + Alta motivación: Los empleados son motivados pero tienen muchas quejas. Una situación donde el trabajo es emocionante y desafiante. Sin embargo, los sueldos y las condiciones del trabajo no son aceptables.

  • Higiene baja + Baja motivación: Es la peor situación. Los empleados no están motivados y tienen un montón de quejas.

Herzberg sugiere que a menudo el trabajo se puede arreglar y debería ser arreglado de las siguientes maneras:

  • Ampliación de las tareas
  • Rotación de tareas, y/o
  • Enriquecimiento de trabajo.

Además de la Teoría de los dos Factores, la teoría de Frederick Herzberg también es conocida por sus siglas KITA, que se traduce cortésmente como Patada en los pantalones! Herzberg dijo que KITA no produce la motivación. Sino que sólo le da movimiento.


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Foro sobre Teoría de dos Factores (Motivación Humana).


Hygiene and Motivation: Hand and Glove
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Education Motivation
Where does educational motivation fit in? (...)
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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 (...)
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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 indi (...)
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Two Factor Theory Still Holds Today?
I think Herzberg's theory fits hundred percent perfect for present day organizations. Human minds need motivations so of (...)
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Stress inTwo Factor Theory
Where should we position STRESS in this 2 Factor Theory? Please explain... Thank you... (...)
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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 th (...)
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Increasing Employee Motivation and Satisfaction with Job Titles
Traditional purposes of job titles are standardization and benchmarking. They are sources and reflections of formality a (...)
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Additional Hygiene Factors
Though the summary of Two Factor Theory covers most of the factors, I believe others factors like management style, orga (...)
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Hygiene Factors and Employee Information System
If there's an integrated personnel / employee information system in an organization, what will be the impact on the empl (...)
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The 2 Most Important Words to Say to your Employees
I believe that the two most important words in any language are without a doubt “thank you”, whether we are in the busin (...)
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Boredom Could be a Driver for Creativity and Performance
Negative emotions, such as anger, anxiety, depression, and boredom are believed to generate behavioural issues and decli (...)
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Money Remains the Primary Motivating Factor!
Never forget: money remains the primary motivating factor of employees.... Here in Uganda, the oldest national universi (...)
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Strong Motivational Factors Can Overcome Demotivating Factors
Deeply felt internal motivational factors can overcome demotivating factors. Such positive internal motivational facto (...)
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Achieve a State of Flow and Motivation
THE STATE OF FLOW AND MOTIVATION The state of Flow, according to Mihály Csíkszentmihályi, is the ability to focus our p (...)
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Social and Environment Issues Missing in 2 Factor Theory?
I think that the theory is great, but it does ignore the fact that even with great structure of Motivators and Hygiene f (...)
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Avoid Under and over Motivation
Under motivated as well as over motivated workers both have negative effects in productivity. A balance has to be develo (...)
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2 reacciones
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 chall (...)
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Employee Motivation: It's not About the Money!
There has been extensive research proving that money is not the motivating factor for promoting desirable behaviour in b (...)
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How to Keep a Workforce Motivated at Crossroads
Many enterprises transform their structures merging several organisational cultures in cycles. How can the staff remai (...)
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Mejores Prácticas

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Los temas mejor valorados sobre Teoría de dos Factores (Motivación Humana). Aquí encontrará las ideas más valiosas y sugerencias prácticas.


How to measure motivation?
(How) Can motivation be measured? (...)
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Privacy at Work | Privacy in Offices
When it comes to offices and office spaces, organizations are trying to find a balance between public and private worksp (...)
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How to Create a Psychologically Safe Workplace?
Optimum utilisation of every employee’s knowledge and contribution today is a must for most organizations. However, in o (...)
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Motivation Engenders Commitment
Adequately motivated staff are usually more committed to perform optimally. More often than not, they are happy on thei (...)
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Civility and Respect towards Employees
Research on Civility by Christine Porath revealed that the 20,000 respondents (employees from all over the world) (...)
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Nothing Flourishes Without Attention
Nothing flourishes without attention. This simple phrase is endemic in all endeavors. A gardener knows all too well what (...)
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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 MI (...)
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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 (...)
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List of Intrinsic Motivators
Intrinsic motivation (the wish to carry out an activity for the sake of the activity itself, and not in the hope of obta (...)
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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 (...)
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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). Suc (...)
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Consejos de Expertos

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Conocimientos avanzados sobre Two Factor Theory (Human Motivation) (Inglés). Aquí encontrará consejos profesionales de expertos.


Drivers and Levers of Employees

Improving Employee Motivation
In their 2002 book "Driven: How Human Nature Shapes our Choices", Paul R. Lawrence and Nitin Nohria mention 4 drives und (...)

Examples of Two Factor Model

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

Satisfaction and Dissatisfaction According to Herzberg

Important Note
I find it interesting that Herzberg separates dissatisfaction and satisfaction as whole different feelings apart from on (...)

Promotion-focused versus Prevention-focused Employees

Employee Motivation
An interesting way to look at employees or coachees for motivation purposes is described by Heidi Grant Halverson and E (...)

Alternate Classifications of Human Needs (Employees, Consumers)

Motivation, Marketing, Human Needs
One of possible ways to classify human (employee, consumer) needs is to break them down into: - Biogenic Needs (essenti (...)

Differences in Organizational Commitment Between Paid Workers and Volunteers

Organizational Commitment, Employee Motivation, Non-profit Organizations
Paid and unpaid workers in hybrid organizations Although financial considerations are an important reason to work for a (...)

Base your Workspace Design on Employee Interaction

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Many innovative organizations of today have faith that more open spaces triggers personal interactions, performance, cre (...)

Practical Tips to Increase the Performance of your Employees

Employee Development, Employee Growth, Coaching by Managers, Mentoring, Career Management, Management Development
The performance of an employee (or a team of them) depends on many factors. One of the main factors is how well the empl (...)

How to Avoid Too Much Transparency and Allow Some Privacy

Corporate Transparency, Employee Privacy
In an article “The Transparency Trap” it is argued that although a certain level of transparency does drive out wastefu (...)

Why Employees Stay: Contextual Factors Influencing Job Embeddedness

Employee Retention, Attrition, Organizational Commitment, Employee Satisfaction
Mitchell, Lee and Tyler (2014) focus on the contextual (or external) factors that influence employees’ staying, instead (...)

Family-Work Conflicts (FWC) and Daily Job Performance

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