Two Factor Theory
(Hertzberg)

ナレッジセンター

Frederick HertzbergのTwo Factor Theoryに従って人々は2つの要因によって影響を及ぼされる。 満足および心理的な成長は刺激の要因の結果の要因である。 不満は衛生学の要因の結果だった。 Hertzbergは米国の200人の会計士そしてエンジニアの彼の調査の間にこの刺激理論を開発した。

理論の2つの要因

• 衛生学の要因は必要従業員が不満を抱かれるようにならないことを保障するためにである。 それらにより刺激のハイレベルを引き起こさないが、それらなしに不満がある。
• 刺激の要因は必要高性能に従業員に動機を与えるためである。 これらの要因は従業員の内部発電機に起因する。

典型的な衛生学は考慮する

• 労働条件

• 監督の質

• サラリー

• 現状

• 安全

• 会社

• 仕事

• 会社の方針および管理

• 対人関係

典型的な刺激は考慮する

• 達成

• 達成のための認識

• 仕事のための責任

• 興味深い仕事

• 高レベルの仕事への進歩

• 成長

衛生学および刺激の要因を結合することは4シナリオで起因する

• 高い衛生学+高く刺激: 従業員に非常に独創力のあり、少数の不平があるところ理想的な状態。

• 高い衛生学+低く刺激: 従業員に少数の不平があるが、非常に独創力のない。 仕事はペイチェックとして感知される。

• 低い衛生学+高く刺激: 従業員に独創力のあるが、多くの不平がある。 仕事が刺激的、挑戦的であるところ状態。 但しサラリーおよび仕事の状態は良くない。

• 低い衛生学+低く刺激: 最も悪い状態。 従業員に独創力のないし、不平の多くがある。

Hertzbergは頻繁に仕事が整理することができ、次の方法で整理されるべきである提案する:

• 仕事拡大
• 仕事回転、および/または
• 仕事強化。

Two Factor Theoryのほかに、Frederick HertzbergはまたKick In The Pantsとして丁寧に翻訳された彼の略称KITAのために知られている、! HertzbergはKITAが刺激を生産しないと言った。 しかし動きだけ。

二要素理論（人間の動機）フォーラム   最新のつのトピック：二要素理論（人間の動機）。 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反応   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 (...) 4   0反応   Achieve a State of Flow and Motivation THE STATE OF FLOW AND MOTIVATION The state of Flow, according to Mih�ly Cs�kszentmih�lyi, is the ability to focus our p (...) 3   0反応   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 (...) 3   1反応

二要素理論（人間の動機）ベストプラクティス ここでは、最も価値のあるアイデアと実用的な提案を見つけます。 🥇 How to measure motivation? (How) Can motivation be measured? (...) 33   8反応   🥈 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反応   🥉 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反応   Motivation Engenders Commitment Adequately motivated staff are usually more committed to perform optimally. More often than not, they are happy on thei (...) 17   0反応   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反応   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反応   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反応   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反応   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反応   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 Herz (...) 8   0反応   Education Motivation Where does educational motivation fit in? (...) 8   0反応   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 (...) 8   2反応   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 (...) 8   0反応   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反応   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 (...) 7   2反応   Stress inTwo Factor Theory Where should we position STRESS in this 2 Factor Theory? Please explain... Thank you... (...) 7   0反応   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 (...) 5   0反応   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 (...) 4   0反応   Additional Hygiene Factors Though the covers most of the factors, I believe others factors like management style, organization culture, office pol (...) 4   1反応   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 (...) 4   1反応   Money Remains the Primary Motivating Factor! Never forget: money remains the primary motivating factor of employees.... Here in Uganda, the oldest national universi (...) 3   2反応   Strong Motivational Factors Can Overcome Demotivating Factors Deeply felt internal motivational factors can overcome demotivating factors. Such positive internal motivational facto (...) 3   1反応   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 (...) 2   2反応   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 (...) 2   2反応   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 (...) 2   2反応   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 (...) 2   0反応   How to Keep a Workforce Motivated at Crossroads Many enterprises transform their structures merging several organisational cultures in cycles. How can the staff remai (...) 1   4反応

と比較した: MaslowのHierachy of Needs  |  Hawthorneの効果  |  顧客満足モデルKano  |  Theory X Theory Y  |  Competing Values Framework |  Expectancy Theory  |  ERG Theory  |  Cultural Dimensions  |   Leadership Continuum  |  必要性の理論  |  Managerial Grid

経営ハブに戻る: 人材 |  知識と無形財産 |  リーダーシップ

より多くの方法、モデル、理論