Motivatie-Hygiëne Theorie
(Hertzberg)

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

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

De twee Factoren in de Theorie

• Hygiëne 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 Hygiëne 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 hygiëne en de motivatie factorenresultaten in scenario vier

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

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

• Lage Hygiëne + 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 Hygiëne + 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.

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Sometimes money just wor...           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?...           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...           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...           Avoid Under and over Motivation Under motivated as well as over motivated workers both have negative effects in productivity. 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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...           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...           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...           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....           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 how to drive them to perform to their best level?...           Stress inTwo Factor Theory Where should we position STRESS in this 2 Factor Theory? Please explain... Thank you......           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 just realised it's the best work situation that bears fruit for both employee and employer. I would...         Bekijk nog 6 andere onderwerpen Begin een nieuw onderwerp

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Best Practices - Motivatie-Hygiëne Theorie | Tweefactortheorie Premium   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...           How to measure motivation? (How) Can motivation be measured?...

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 “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       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       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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