Teoria dei Due Fattori
(Herzberg)

Centro di Conoscenza

Secondo la Teoria dei Due Fattori di Frederick Herzberg le persone sono influenzate da due fattori. La soddisfazione e lo sviluppo psicologico sono fattori risultanti dei fattori motivazionali. Il malcontento era un risultato dei fattori di igiene. Herzberg ha sviluppato questa teoria della motivazione durante la sua indagine su 200 contabili e ingegneri degli USA.

I due fattori della teoria

• I fattori di igiene sono necessari affinchè un impiegato non sia insoddisfatto. Non causano alti livelli di motivazione, ma senza igiene c'è malcontento.
• I fattori motivazionali sono necessari per motivare un impiegato a raggiungere performance elevate. Questi fattori derivano da generatori interni agli impiegati.

tipici Fattori di igiene

• Condizioni di lavoro

• Qualità del controllo

• Stipendio

• Condizione

• Sicurezza

• Azienda

• Lavoro

• Politiche e gestione dell'azienda

• Rapporti interpersonali

tipici Fattori motivazionali

• Successo

• Riconoscimento per il successo

• Responsabilità lavorativa

• Lavoro interessante

• Avanzamento a ruoli di livello più alto

• Crescita

I quattro scenari risultanti dalla combinazione dei fattori motivazionali e dei fattori di igiene

• Alto livello di igiene + Molta motivazione: La situazione ideale dove gli impiegati sono altamente motivati e fanno pochi reclami.

• Alto livello di igiene + Poca motivazione: Gli impiegati fanno pochi reclami ma non sono molto motivati. Il lavoro è percepito solo come uno modo per percepire uno stipendio.

• Basso livello di igiene + Molta motivazione: Gli impiegati sono motivati ma fanno molti reclami. Una situazione dove il lavoro è eccitante e competitivo. Tuttavia gli stipendi e le condizioni lavorative non vanno bene.

• Basso livello di igiene + Poca motivazione: La situazione peggiore. Gli impiegati non sono motivati e fanno molti reclami.

Herzberg sostiene che spesso il lavoro può essere organizzato, e idealmente dovrebbe essere organizzato nei seguenti modi:

• allargamento delle mansioni
• rotazione delle mansioni e/o
• miglioramento delle condizioni di lavoro.

Oltre alla Teoria dei Due Fattori, Frederick Herzberg è anche conosciuto per il suo acronimo KITA, che è stato educatamente tradotto come Calcio Nei Pantaloni! Herzberg ha detto che il KITA non produce motivazione. Ma soltanto movimento.

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Migliori Pratiche Registrati Gli argomenti più votati su Teoria dei Due Fattori (Motivazione Umana). Qui troverai le idee più preziose e suggerimenti pratici. How to measure motivation? (How) Can motivation be measured? (...) 33   8 reazioni 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 (...) 21   8 reazioni 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 (...) 19   21 reazioni Motivation Engenders Commitment Adequately motivated staff are usually more committed to perform optimally. More often than not, they are happy on thei (...) 17   0 reazioni Civility and Respect towards Employees Research on Civility by Christine Porath revealed that the 20,000 respondents (employees from all over the world) (...) 16   18 reazioni Nothing Flourishes Without Attention Nothing flourishes without attention. This simple phrase is endemic in all endeavors. A gardener knows all too well what (...) 16   13 reazioni 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 (...) 15   13 reazioni 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 (...) 13   5 reazioni 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 (...) 12   8 reazioni 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 (...) 12   3 reazioni 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 (...) 8   33 reazioni

Consigli degli Esperti Registrati Approfondimenti avanzati sul Two Factor Theory (Human Motivation) (Inglese). Qui troverai consigli professionali di esperti. 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 Workspace Design, Innovation Environment, Employee Interaction, Office Space Design 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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