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Insight into Herzberg's Two-factor Incentive Theory

机译：洞察赫尔兹伯格的双因素激励理论

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摘要

llerzberg's two-factor incentive theory has great influence on the field of management and has been widely applied to the management practice. However, there are also controversies over the theory. One of the reasons behind these controversies is that Herzberg didn't conduct further analysis of the essence of the theory when putting it forward. Herzberg divides the factors affecting the employees' job satisfaction into incentive factors which are related to the work itself and hygiene factors which are mainly relevant to the working environment. He believes that what motivate the employees can only be incentive factors, and hygiene factors merely eliminate the employees' dissatisfaction. This paper carries out an in-depth analysis of the essence of Herzberg's two-factor incentive theory and finds that the degree of the employees' subjective initiative is obviously different when it comes to these two kinds of factors, and the division of incentive factors and hygiene factors is essentially the division of the different areas in which the employees exert their subjective initiative. The research result shows that the source of the motivation lies not in certain fixed factors but in how much subjective initiative the employees can exert in these factors. If the organization managers really want to motivate the employees, they should provide adequate conditions for the employees to exert their subjective initiative completely.
机译：Llerzberg的双因素激励理论对管理领域产生了很大影响，并且已被广泛应用于管理实践。但是，在这个理论上也存在争议。这些争议背后的原因之一是，赫尔兹伯格在将其推迟时，赫尔茨贝格尚未对理论的本质进行进一步分析。 Herzberg将影响员工工作满意度的因素分为与工作本身和主要与工作环境相关的工作本身和卫生因素相关的因素。他认为，员工只能是激励因素，卫生因素只会消除员工的不满。本文对赫尔兹伯格的双重激励理论的精髓进行了深入的分析，并发现员工主观倡议的程度显然是不同的，当涉及这两种因素，以及激励因素的划分卫生因素基本上是员工施加主观倡议的不同领域的划分。研究结果表明，动机的来源不在某些固定因素中，但员工可以在这些因素中发挥多少主观举措。如果组织经理真正想要激励员工，他们应该为员工提供充分的条件，以完全发挥主观倡议。

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