Motivatie-HygiŽne Theorie



Motivatie Factoren, HygiŽne Factoren. Verklaring van de Motivatie-HygiŽne Theorie en KITA van Frederick Hertzberg.


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Two Factor Theory DiagramVolgens de Twee Factor Theorie van Frederick Hertzberg worden de mensen beÔnvloed door twee factoren. De tevredenheid en de psychologische groei zijn een resultaatfactor van motivatie factoren. Ontevredenheid was een resultaat van hygiŽne factoren. Hertzberg ontwikkelde deze motivatietheorie tijdens zijn onderzoek van 200 accountants en ingenieurs in de V.S.

De twee Factoren in de Theorie

  • HygiŽne Factoren zijn nodig om ervoor te zorgen†dat een werknemer niet ontevreden wordt. Zij veroorzaken geen hogere niveaus van motivatie, maar zonder hen is er ontevredenheid.
  • Motivatie Factoren zijn nodig om een werknemer tot een hogere prestatie te motiveren. Deze factoren resulteren uit interne generators in de werknemers.

Typische HygiŽne factoren

  • Werkcondities

  • Kwaliteit van supervisie

  • Salaris

  • Status

  • Veiligheid

  • Bedrijf

  • Baan

  • Bedrijfsbeleid en -bestuur

  • Interpersoonlijke relaties

Typische Motivatie factoren

  • Dingen bereiken

  • Erkenning voor het bereiken van dingen

  • Verantwoordelijkheid voor een taak

  • Interessante baan

  • Bevordering naar taken met een hoger niveau

  • Groei

Het combineren van de hygiŽne en de motivatie factorenresultaten in scenario vier

  • Hoge HygiŽne + Hoge Motivatie: De ideale situatie waar de werknemers erg gemotiveerd zijn en weinig klachten hebben.

  • Hoge HygiŽne + Lage Motivatie: De werknemers hebben weinig klachten maar zijn niet erg gemotiveerd. De baan wordt waargenomen als een salarischeque.

  • Lage HygiŽne + Hoge Motivatie: De werknemers zijn gemotiveerd maar hebben veel klachten. Een situatie waar de baan opwindend en uitdagend is. Maar toch zijn de salarissen en de werkvoorwaarden niet in orde.

  • Lage HygiŽne + Lage Motivatie: De slechtste situatie. De werknemers zijn niet gemotiveerd en hebben veel klachten.

Hertzberg suggereert dat het werk vaak kan en zou moeten†worden gerangschikt op de volgende manieren:

  • baan uitbreiding
  • baan rotatie, en/of
  • baan verrijking.

Naast de Twee Factor Theorie, is Frederick Hertzberg ook bekend†voor zijn acroniem KITA, dat op een nette manier vertaald is: Schop Onder je Broek (Kick In the Pants)! Hertzberg zei dat KITA geen motivatie veroorzaakt. Maar slechts beweging.

Motivatie-HygiŽne Theorie | Tweefactortheorie Forum
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Best Practices - Motivatie-HygiŽne Theorie | Tweefactortheorie Premium
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Expert Tips (ENG) - Two Factor Theory Premium

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:
Usage (application): Improving Employee Motivation

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

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

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

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

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

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

How to Avoid Too Much Transparency and Allow Some Privacy

In an article ďThe Transparency TrapĒ 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

Why Employees Stay: Contextual Factors Influencing Job Embeddedness

Mitchell, Lee and Tyler (2014) focus on the contextual (or external) factors that influence employeesí staying, instead of emphasizing the fact...
Usage (application): Employee Retention, Attrition, Organizational Commitment, Employee Satisfaction

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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Motivatie-hygiŽne Theorie


Motivatie-hygiŽne Herzberg


Motivatie-hygiŽne Theorie


Motivatie-hygiŽne Herzberg


Motivatie-hygiŽne Theorie


Motivatie-hygiŽne Herzberg


Motivatie-hygiŽne Theorie


Motivatie-hygiŽne Herzberg

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Auteursrecht 2017 12manage - The Executive Fast Track. V14.1 - Laatst bijgewerkt op: 17-8-2017. Alle namen zijn tm van hun eigenaren.