What is the two factor theory and what does the two factor theory refer to?

The two-factor theory divides the relevant factors in the enterprise into two types, namely the satisfaction factor and the dissatisfaction factor. The satisfaction factor refers to the factors that can make a person satisfied and motivated. The dissatisfaction factor refers to the factor that is prone to opinions and negative behaviors, i.e., the health factor.

He believes that these two factors are the main factors that affect employee performance. Health factors include company policies and management, supervision, wages, co-worker relationships and working conditions. These factors are non-work-oriented, and if met, they can eliminate dissatisfaction and maintain productivity, but they do not motivate people to behave more positively.

Motivating factors are related to the work itself or the content of the work, including achievement, appreciation, the meaning and challenge of the work itself, responsibility, promotion, development, etc.

The two-factor theory includes health factors and motivational factors.

The two-factor theory, also known as the theory of "motivating a health factor", was proposed by the American psychologist Herzberg in 1959. In the process of achieving organizational goals, the intensity and time distribution of an individual's willingness to contribute to the organizational goals varies. Because it is influenced by the level of satisfaction felt by the individual.

The conventional wisdom is that the opposite of satisfaction is dissatisfaction. This theory proposes a new view of satisfaction. According to Herzberg, the opposite of satisfaction is dissatisfaction, not dissatisfaction; The opposite of dissatisfaction should be the absence of dissatisfaction, not satisfaction.

The factors that lead to people's dissatisfaction are mainly related to the working environment or external factors, such as the company's policies and administration, supervision, interpersonal relationships, material conditions, salary, working environment, etc. These factors do not have the ability to cause dissatisfaction, and if they are improved, they can prevent and eliminate dissatisfaction, but they cannot directly motivate them, just like the role of health care products on physical health, so they are called health factors.

The factors that make people satisfied are often related to the characteristics and content of the work itself, such as the challenge of the work itself, the sense of accomplishment in the work, the recognition and praise of the work, the expectation of future development, and the sense of responsibility in the position. This kind of factor can motivate people's motivation to work, which is called motivational factor.

The greatest influence of the two-factor theory is the management change of "job enrichment". The so-called job enrichment refers to giving employees more responsibility, autonomy and control at work. Job enrichment is different from job enlargement and job rotation in that it does not increase the content of employees' work horizontally, but vertically.

The core of this is to provide sufficient incentives to stimulate the enthusiasm and creativity of employees. However, the theory also has shortcomings, the most important of which is the lack of representation. In fact, people react differently to motivating factors and health factors, and what motivates one person may have a health effect on another, and vice versa.

Therefore, in practice, it is necessary to analyze each person's different situation.

Two-factor theory: The two-factor theory divides the relevant factors in the enterprise into two types, namely satisfaction factors and dissatisfaction factors. The satisfaction factor refers to the factors that can make a person satisfied and motivated.

The dissatisfaction factor refers to the factor that is prone to opinions and negative behaviors, i.e., the health factor. He believes that these two factors are the main factors affecting the performance of employees.

The two-factor hesitation theory, also known as the "hygiene-motivational factors", is one of the representatives of motivation theory, which was proposed by the American psychologist Herzberg in 1959. Therefore, everyone is familiar with this theory.

Hygiene factors: Factors that are part of the work environment or work relationship (e.g., status, job security, salary, benefits) that make employees feel unsatisfied.

Dissatisfaction with the job arises when these factors deteriorate below levels that people find acceptable. But when people think that these factors are good, it only eliminates dissatisfaction and does not lead to a positive attitude, which creates a kind of neutral state that is neither satisfied nor dissatisfied.

Motivational factors: challenging work, achievement, increased work responsibility, appreciation.

Factors that do not create incentives: wages, improved interpersonal relationships, good working conditions, status, safety.

The theory argues that the opposite of satisfaction is not dissatisfaction, but dissatisfaction; The opposite of dissatisfaction is not satisfaction, but the absence of dissatisfaction. Unlike Maslow's hierarchical needs theory, Herzberg argues that the satisfaction of low-level needs does not have a motivational effect, but on the contrary, it only leads to the disappearance of dissatisfaction.

The two-factor theory, also known as the "motivational health theory", is one of the representatives of motivational theory.

Health factors refer to factors that contribute to employee dissatisfaction. If the health factors cannot be satisfied, it is easy for employees to be dissatisfied, passive and slack, and even cause confrontational behaviors such as strikes.

However, after the health factors have been improved to a certain extent, no matter how much efforts are made to improve them, it is often difficult to satisfy the employees, so it is difficult to stimulate the enthusiasm of the employees, so in terms of the health factors, the opposite of "dissatisfied" should be "there is no dissatisfaction".

Motivators are the factors that make employees happy. The improvement of motivating factors and the satisfaction of employees can greatly stimulate the enthusiasm of employees and improve labor productivity.

However, even if the management does not give them satisfaction, the motivating factors often do not make the employees feel dissatisfied, so in terms of motivators, the opposite of "satisfied" should be "not satisfied".

Difference Between Health Factors and Motivational Factors:

The essential difference between health care factors and incentive factors lies in the difference between "equality factors" and "fairness factors". Guess the old.

All that is equal is necessarily health, and therefore must be given basic satisfaction, but can never be fully satisfied; On the contrary, what is fair must be motivating, so although employees will not take the initiative to ask for it, it is the greatest motivating and should be promoted and implemented.

Health factors and incentive factors are actually only formal differences, but no content differences, any content may be health care or incentive because of its equal enjoyment or fair disposal, of course, it can be divided into health care and incentives for multiple contents, but it can also be divided into health care and incentives for one content, for example, salary can be divided into two parts: basic salary and bonus.