ทฤษฎีสองปัจจัย Two Factor Theory
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ทฤษฎีสองปัจจัย Two Factor Theory
Herzberg’s Two Factor Theory | Motivation Theory
Regarded as one of the original motivational theorists. Clinical psychologist and pioneer of job enrichment, Fredrick Herzberg devised the Two Factor Theory of Motivation. This video will cover both factors and how they have been applied at Google.
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In his research he asked employees to state the things that were good and bad at work. He discovered the things that made people satisfied at work were completely different to the things that made them dissatisfied. This prompted Herzberg to propose the two factor theory of motivation.
The first set of factors he called Hygiene factors: These won’t encourage employees to work harder but they will cause them to become dissatisfied if they are not present.
The second set of factors are Motivators: These are factors that can encourage employees to work harder.
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Herzberg’s Two-Factor Theory
Herzberg’s TwoFactor Theory:
Feelings, attitudes and their connection with industrial mental health are related to Abraham Maslow’s theory of motivation. His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration. According to Herzberg, individuals are not content with the satisfaction of lowerorder needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higherlevel psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. This appears to parallel Maslow’s theory of a need hierarchy. However, Herzberg added a new dimension to this theory by proposing a twofactor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. This theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in dissatisfaction.
Herzberg’s Motivation Theory
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