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 Selon la Théorie des deux facteurs (Two Factor Theory) de Frederick Hertzberg les personnes sont influencés par deux facteurs. La satisfaction et la croissance psychologique sont un facteur de résultat des facteurs de motivation. Le mécontentement était un résultat des facteurs d'hygiène. Hertzberg a développé cette théorie de la motivation pendant ses recherches sur 200 comptables et techniciens & ingénieurs aux Etats-Unis.
Les deux facteurs dans la théorie
- Les facteurs d'hygiène sont nécessaires pour s'assurer qu'un employé ne devient pas mécontent. Ils ne causent pas des niveaux plus élevés de motivation, mais sans eux il y a mécontentement.
- Les facteurs de motivation sont nécessaires afin de motiver un employé à un rendement plus élevé. Ces facteurs résultent des générateurs internes des employés.
Facteurs typiques d'hygiène
Facteurs typiques de motivation
quatre scénarios résultent de la Combinaison des facteurs d'hygiène et de motivation
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Hygiène élevée + Motivation haute : La situation idéale où les employés sont hautement motivés et ont peu de plaintes.
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Hygiène élevée + Motivation basse : Les employés ont peu de plaintes mais ne sont pas hautement motivés. Le travail est perçu comme un travail alimentaire.
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Hygiène basse + Motivation haute : Les employés sont motivés mais ont beaucoup de plaintes. Une situation où le travail est passionnant et provocant. Cependant salaires et conditions de travail ne sont pas CORRECTS.
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Hygiène basse + Motivation basse : La situation la pire. Les employés ne sont pas motivés et ont un bon nombre de plaintes.
Hertzberg suggère que souvent le travail puisse être organisé et devrait être organisé des 3 manières suivantes :
- élargissement des tâches
- rotation de poste, et/ou
- valorisation du travail.
Sans compter que la Théorie des deux facteurs, Frederick Hertzberg est également connue sous son acronyme KITA, qui a été poliment traduit par "Kick In The Pants" ou "Coup de pied au cul" (traduction Française moins polie mais plus proche de la réalité NDLR) ! Hertzberg a indiqué que le KITA ne produit pas la motivation. Mais seulement le mouvement.
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 Objet de la Motivation
Que doit faire un Manager s'il découvre que la motivation de son employé est illicite ou n'est pas éthique?...
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Fidéliser Son Personnel
Pour fidéliser son personnel, concernant la politique de rémunération, dès le départ, soyons clair avec nos collaborateurs. Qu'il sache en entrant dans l'entreprise quelles sont les possibilités d'évolution et quelles en sont les conditions. Les poss...
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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 would happen to his plants if they are not attended to.
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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...
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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). Such a strategy would boost morale through employee rewards and giving credits to excellent employees.
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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...
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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 individuals to understand how individuals are motivated whenever they interact...
The factors established by this theory are univ...
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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 remain motivated when changes are made in the organisations values, collectiveness, consistency etc... In the adage of old wine and...
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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 developed in order for workers to act normally, never discouraged nor disgusted and extremely anxious and expectant of rewards or...
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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 university Makerere has been closed due to striking lecturers over poor pay. They don't complain about harassment or poor working envi...
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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 their beats which could be due to their being satisfied with the welfare, training and perquisites they are enjoying from their em...
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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...
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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 the work environment which may effect the motivation of employees and the organization results.
Since knowledge, such as...
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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 often... In the mean time hygiene factors also play a vital part in job satisfaction....
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Théorie des Deux Facteurs Groupe d'Intérêt Spécial
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Théorie des Deux Facteurs Enseignement & Evènements
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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 MITSloan Management Review Vol 40 No 3 p. 24 about an analysis by Professors Henry Sauermann and Wesley M. Cohen on what makes em...
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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:
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Usage (application) : Improving Employee Motivation
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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
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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
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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
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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
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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
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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
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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
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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
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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
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Deux Facteurs Théorie
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Théorie Herzberg
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Deux Facteurs Théorie
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Comparez avec : Maslow Hiérarchie des Besoins | Effet de Hawthorne | Modèle de Satisfaction Client Kano | Théorie Y Théorie X | Cadre des Valeurs en Concurrence | Théorie des Attentes | Théorie ERG | Dimensions Culturelles | Continuum du Leadership | Théorie des Besoins | Grille Managériale
Retour vers la page des disciplines de Management : Ressources Humaines | Connaissance et Immatériel | Leadership
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