Teoria dei Due Fattori
(Herzberg)

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Fattori Motivazionali, Fattori di Igiene. Spiegazione di Teoria dei Due Fattori e di KITA di Frederick Herzberg.

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.

Teoria dei Due Fattori Special Interest Group Special Interest Group (59 membri)

Teoria dei Due Fattori Forum   Argomenti recenti   Teoria Duale di Herzberg La rotazione delle mansioni potrebbe anche essere un fattore di igiene e alcuna volte, soprattutto quando è richiesta dal diretto interessato, un fatt...           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...           Civility and Respect towards Employees Research on Civility by Christine Porath revealed that the 20,000 respondents (employees from all over the world) ranked "respect" as the mo...           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 ...           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...           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 moral...           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 workspa...           Stress inTwo Factor Theory Where should we position STRESS in this 2 Factor Theory? Please explain... Thank you......           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 indi...           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 hygien...           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 e...           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 mechanis...           Two Motivation Factors As the analysis considered both hygiene factors as well as motivation factors, it is very relevant to present day organizations....           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 worker...           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, depen...           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 factors a company might suffer ...           Additional Hygiene Factors Though the theory covers many of the reasons, I believe others factors like management style, organization culture, office politics, training stand...           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 a...           Stratification and Herzberg I wonder how well Hertzberg translates to an organisation with flat structures and little upward mobility? I believe it used to be called 'stratificat...           Hygiene Factor & Information Systems If there's an integrated information system in an organization, what will become the impact on the employees' hygiene factors?...           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 belie...           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 close...           Motivation Hygiene applies Everywhere Herzberg's 2 Factor theory need not confine to work situations only. Just analyze an interactional session between two individuals. How recognition mo...

Migliori Pratiche - Teoria dei Due Fattori   How to measure motivation? (How) Can motivation be measured?...           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...           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 4...           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?...           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 wh...

Expert Tips (ENG) - Two Factor Theory   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 ...       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...       Satisfaction and Dissatisfaction According to Herzberg Important Note I find it interesting that Herzberg separates dissatisfaction and satisfaction as whole different fe...       Promotion-focused versus Prevention-focused Employees Employee Motivation An interesting way to look at employees or coachees for motivation purposes is described by Heidi G...       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: -...       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 import...       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 interactio...       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 do...       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 e...       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...

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