Incentive methodology 2. Two factor theory

Time:2022-1-5

By learning and understanding people’s demand levels and incentive theories and methods, we can help us better understand ourselves and people’s external and internal driving modes. For our personal growth, team management, family education, product design And so on, have important reference and guiding significance.

1. Two factor theory

Two factor incentive theory(dual factor theory), also known as Herzberg’s motivation hygiene theory, is Frederick, a behavioral scientist in the United States·Herzberg(Fredrick Herzberg). Incentive factors refer to such factors as sense of achievement, recognition of others, work itself, responsibility and promotion. Health care factors refer to organizational policies, management methods, interpersonal relationships, working environment, wages and other factors.

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❶ health factorsWorking environment, management measures, interpersonal relationship and salary, work environment and work relationship. With these, I think it should be. If there is something missing, I am dissatisfied.

Health care is the basic factor. If you are not satisfied, it will lead to great dissatisfaction and low enthusiasm. Satisfaction will not be of great help to improve your enthusiasm. Herzberg tells us that the satisfaction of material needs is necessary, and without it will lead to dissatisfaction, but even if it is satisfied, its role is often very limited and unsustainable.

  • For example, paying wages on time is a basic need.
  • Health care can prevent diseases and reduce the risk of diseases, but it can not treat diseases. It mainly plays the role of health care and prevention. It is a necessary basic condition and preventive.
  • If the commuting distance is greater than a certain range (such as 2 hours) when we are looking for a job, it may not be considered. When it is within the acceptable range, such as 10 minutes to 1 hour, it will have no material impact on our decision-making.

❷ incentive factorsAchievement, appreciation, challenging work, responsibility, growth and development, related to the work itself or the work content. It’s nothing without these, but if there is, I’ll be satisfied.

The factors that can bring positive attitude, satisfaction and motivation are called “incentive factors”. Those factors that can meet the needs of personal self realization include:Achievement, appreciation, challenging work, responsibility, growth and development。 If these are met, it can greatly improve personal enthusiasm, stimulate potential and improve efficiency.

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Health care factors must be satisfied. Of course, this satisfaction is moderate and relative. A balance should be determined according to the actual situation. When health care factors are satisfied, they can not play a more positive role. Only “incentive factors” can make people work better. “Incentive factors” and “health care factors” have different degrees to mobilize employees’ enthusiasm, mainly as follows:

  1. Not all needs can be met to stimulate people’s enthusiasm. Only those needs called incentive factors can be met to mobilize people’s enthusiasm;
  2. When there is no health care factor, it will cause strong dissatisfaction, but when there is, it will not necessarily mobilize strong enthusiasm;
  3. The incentive factor is based on work, which mainly occurs when employees work, and is mobilized through internal drive.

2. Interpretation of two factor theory

The two factor theory is also controversial. It is believed that Herzberg’s theory is based on the survey. The questionnaire itself does not cover enough people, and the samples are not diverse and rich enough. Secondly, as respondents,People are always used to attributing good results to their own efforts, while attributing bad results to objective conditions or others. Therefore, the information fed back by respondents is biased
However, the two factor incentive theory is of positive significance to urge enterprise managers to pay attention to the importance of work content. In management, it plays an important guiding role in ideological work construction and team incentive. Understanding the meaning and relationship between material encouragement and spiritual encouragement and effectively combining them according to the actual situation can play a greater role in encouragement.

The two factor theory is similar to Maslow’s hierarchy of needs theory. Health care factors are equivalent to Maslow’s primary needs such as physiological needs, security needs and emotional needs; Incentive factors are equivalent to higher needs such as the need to be respected and self realization.

According to Herzberg’s investigation and summary of various industries, the incentive factors basically belong to the work itself or work content, and the health care factors basically belong to the working environment and working relationship. At the same time, Herzberg believes that incentive factors and health care factors will overlap, influence and dynamically transform each other. For example, salary is a health factor, and sometimes it can also stimulate satisfactory results; Appreciation is an incentive factor, which can play a positive role, but when it is not appreciated, it may play a negative role.

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For individuals, work is our main or even the only income channel. At the same time, work is also the most important part of our life. The “quality” of work also affects the quality of our life. Therefore, when many people choose a job, the salary will account for a large proportion, but it is not the only standard. We will also pay attention to the working environment, working relations, corporate culture and personal development. I don’t like intrigues and gangs, and expect a more transparent and relaxed corporate culture. Pay attention to the value and significance of work, pay attention to the goal and vision of the enterprise, and refuse to be a tool man. Everyone means repetition, cumbersome, mechanical, no creativity and no pursuit, which is doomed to be unsustainable.

Therefore, it is a problem that every migrant worker, including managers, needs to face and think about how to match personal development with enterprise objectives and find a good balance and cooperation mode.

3. Management application

To mobilize people’s enthusiasm, we should not only pay attention to external factors such as material interests and working conditions, but also pay attention to work arrangement, employ according to their talents, take their place, pay attention to spiritual encouragement, praise and recognition, and give people opportunities for growth, development and promotion. In modern enterprises, especially the creative work relying on mental labor, the importance of this internal incentive is becoming more and more obvious.

  • First of all, we should recognize the diversity of incentives and refine the operation. Different people, different environments and different periods are different. We should analyze and formulate strategies according to the actual situation.
  • Pay attention to the protection of health factors, and try to eliminate obvious dissatisfaction and slackness. Pay attention to grasp the degree. Excessive can not improve the enthusiasm.
  • Pay attention to the importance of spiritual motivation, the recognition of corporate culture, company objectives and vision, work recognition and praise, trust and challenges, etc. do not use them as tools. Incentive is an important part of organizational management, which is considered as“The greatest management principle”。
  • Bonuses can not be simply big pot and equalitarianism, which can not play a good role.an able man is always busy, more importantlyMore work, more gain。 The bonus should be linked to the performance of work performance. The organic combination of material and spirit will play a better role. Although they all give money, the basic salary is health care, and the performance bonus is incentive. Therefore, if you want money to motivate employees, you should match health care factors with incentive factors.
  • For example, the company’s afternoon tea is a health factor because everyone has a share; The incentive factor is to invite the person with the first performance every month to have afternoon tea.

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