Two Factor Theory[二因素理论]
(Hertzberg)

知识中心

   

激励因素与保健因素。 Frederick Hertzberg的Two Factor Theory[二因素理论]和KITA理论解析。

目录

  1. 摘要
  2. 论坛
  3. 最佳实践
  4. Expert Tips
  5. 相关资料
  6. 打印

Two Factor Theory Diagram美国心理学家Frederick Hertzberg的二因素理论(Two Factor Theory)试图证明,个人对工作的态度在很大程度上决定着任务的成功与失败,Hertzberg研究证明,个人对工作的满意与否受两个因素制约: 能给人们带来满意和心理成长的因素,通常都是工作内在的,即由工作本身所决定的激励因素(Motivation Factors; 而引起人们不满意的往往是一些工作外的因素,大多与人们的工作条件和环境有关,Hertzberg称之为保健因素(Hygiene FactorsHerzberg通过对两百多名美国的会计、工程师等白领工作者的调查,从而总结出了“二因素理论”(Two Factor Theory),又称“保健-激励理论”(Motivation-Hygiene Theory)。


保健-激励因素

  • 保健因素处理不好,会引发员工的不满情绪;处理得好,则可以预防或消除这种不满。 然而,保健因素并不能对员工产生激励作用,只能起到保持人的积极性、维持工作现状的作用。所以保健因素又称为“维持因素”。
  • 激励因素处理得好,不仅能够产生满意情绪,而且能够促进人们产生更好的绩效;如果处理不当,其不利效果顶多是没有满意情绪,但不会导致不满。 激励因素源于工作内在的促发动力。

典型的保健因素

  • 工作环境

  • 管理和监督

  • 薪水

  • 状态

  • 安全

  • 公司

  • 工作

  • 公司政策与治理

  • 人际关系

典型的激励因素

  • 工作成就感

  • 工作成就得到的认可

  • 工作上的责任感

  • 工作富有趣味

  • 高水平的工作要求

  • 晋升与成长

二因素组合构成的四种情境:

  • 高保健因素 + 高激励因素: 最理想的工作情境,员工具有较高的工作热情,鲜有不满情绪。

  • 高保健因素 + 低激励因素: 员工没有不满情绪,但是也没有较高的工作热情, 工作的目的就是为了薪水。

  • 低保健因素 + 高激励因素: 员工存有高度工作热情的同时,对工作条件也有很多不满。 这种情境往往出现于那些具有挑战性和鼓舞人心的工作, 但是薪水和工作条件却差强人意。

  • 低保健因素 + 低激励因素: 这属于最坏的工作情境, 员工既无工作热情,又有大量怨气。

Herzberg建议,工作可以而且应该按照以下方法来安排组织:

  • 扩大工作范围,
  • 轮换工作岗位,
  • 充实工作内容。

除了二因素理论以外,Frederick Hertzberg还有一个著名的KITA理论,即打屁股(Kick In The Arse),后来这一提法被改成更为文雅的KITP,即踢裤子(Kick In The Pants)。Herzberg的话说,KITA不能够产生任何工作激励, 它的作用只在于使员工动起来。


二因素理论论坛
  因地制宜,因人而异
越来越多的组织的领导和管理者认识...
     
 
  Increasing Employee Motivation and Satisfaction with Job Titles
Traditional purposes of job titles are stan...
     
 
  Nothing Flourishes Without Attention
Nothing flourishes without attention. This simple ...
     
 
  Privacy at Work
When it comes to office spaces, organizations are ...
     
 
  PROs and CONs of Employee Of the Month Programs
A common recommended and used form to increase emp...
     
 
  Is Lack of Of Challenge a Hygiene Factor?
What challenges an employee at any phase in his li...
     
 
  Using Herzberg's Two Factor Theory in Small Companies
How can you apply Herzberg 2 factor theory in a sm...
     
 
  Scope of Herzberg's Two Factor Theory
This theory need not be confined to any type of bu...
     
 
  How to Keep a Workforce Motivated at Crossroads
Many enterprises transform their structures mergin...
     
 
  Avoid Under and over Motivation
Under motivated as well as over motivated worke...
     
 
  Money Remains the Primary Motivating Factor!
Never forget: money remains the primary motivating...
     
 
  Strong Motivational Factors Can Overcome Demotivating Factors
Deeply felt internal motivational factors can over...
     
 
  Motivation Engenders Commitment
Adequately motivated staff are usually more commit...
     
 
  Additional Hygiene Factors
Though the theory covers many of the reasons, I be...
     
 
  Two Factor Theory 2.0
2 Factor Theory may be applied in any type of orga...
     
 
  Two Factor Theory Still Holds Today?
I think Herzberg's theory fits hundred percent per...
     
 
  Application of Two Factor Theory in Non-Governmental Organizations
Is the model applicable in non-government organiza...
     
 
  Stress inTwo Factor Theory
Where should we position STRESS in this 2 Factor T...
     
 
  Education Motivation
Where does educational motivation fit in?...
     
 
  Hygiene and Motivation: Hand and Glove
It may seem not very practical to apply this theor...
     
 

二因素理论 小组


小组

二因素理论 培训|活动


搜索培训、会议及活动项目


最佳实践 - 二因素理论 高级帐户
  What motivates Employees to be more Innovative?
In the current crisis, it's important to keep your...
     
 
  How to measure motivation?
(How) Can motivation be measured?...
     
 

Expert Tips (ENG) - Two Factor Theory 高级帐户
 

Drivers and Levers of Employees

In their 2002 book "Driven: How Human Nature Shape...
Usage (application)Improving Employee Motivation
 
 
 

Examples of Two Factor Model

I would like to compare Herzberg's 2 factor model ...
Usage (application)Teaching Two Factor Theory
 
 
 

Satisfaction and Dissatisfaction According to Herzberg

I find it interesting that Herzberg separates diss...
Usage (application)Important Note
 
 
 

Promotion-focused versus Prevention-focused Employees

An interesting way to look at employees or coachee...
Usage (application)Employee Motivation
 
 
 

Alternate Classifications of Human Needs (Employees, Consumers)

One of possible ways to classify human (employee, ...
Usage (application)Motivation, Marketing, Human Needs
 
 
 

Differences in Organizational Commitment Between Paid Workers and Volunteers

Paid and unpaid workers in hybrid organizations Usage (application)Organizational Commitment, Employee Motivation, Non-profit Organizations
 
 
 

Base your Workspace Design on Employee Interaction

Many innovative organizations of today have faith ...
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 argue...
Usage (application)Corporate Transparency, Employee Privacy
 
 
 

Why Employees Stay: Contextual Factors Influencing Job Embeddedness

Mitchell, Lee and Tyler (2014) focus on the con...
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 ...
Usage (application)Family-work conflicts, Coaching, Mentoring, Job Performance
 
 

相关资料 - 二因素理论 高级帐户
 

新闻关于二因素 理论


     
 

新闻关于理论 Herzberg


     
 

视频关于二因素 理论


     
 

视频关于理论 Herzberg


     
 

简报关于二因素 理论


     
 

简报关于理论 Herzberg


     
 

更多关于二因素 理论


     
 

更多关于理论 Herzberg


     

比较: 马斯洛(Maslow) Hierarchy of Needs[需求层次理论]  |  Hawthorne Effect[霍索恩效应]  |  Customer Satisfaction model[顾客满意度模型]  |  Theory X Theory Y[X理论-Y理论]  |  Competing Values Framework[竞值架构]Expectancy Theory[期望理论]  |  ERG Theory[ERG理论]  |  Cultural Dimensions[文化尺度]  |   Leadership Continuum[领导连续体]  |  Theory of Needs[需求理论]  |  Managerial Grid[管理方格理论]


返回到分类主页: 人力资源管理  |  知识与无形资产  |  领导力


更多管理方法、模型和理论

Special Interest Group Leader

你在这里


关于12manage | 广告服务 | 链接我们 | 隐私 | 服务条款
版权所有 2017 12manage经理人进阶捷径。V14.1 - 最后更新:18-11-2017。各管理方法名称(tm)为其原创者所拥有。