What Are the Different Types of Human Factors Jobs?

Two factor theory is also called "motivation-health theory". Proposed by American psychologist Herzberger in 1959. He divided the relevant factors in the enterprise into two types, namely, satisfaction factors and dissatisfaction factors. Satisfaction factors are factors that can make people satisfied and motivated. Dissatisfaction factors are factors that are prone to opinions and negative behaviors, that is, health care factors. He believes that these two factors are the main factors affecting employee performance. Health factors include company policy and management, supervision, wages, co-worker relationships, and working conditions. These factors are factors other than work. If these factors are met, dissatisfaction can be eliminated and the original work efficiency can be maintained, but it cannot motivate people to act more actively. Motivation factors are related to the work itself or the work content, including achievements, appreciation, the meaning and challenge of the work itself, sense of responsibility, promotion, development, etc. If these factors are satisfied, people can have a great incentive, if they are not satisfied, they will not produce dissatisfaction like the health factors. ^[1]

First, not all needs are met to motivate people.

According to Herzberg's theory, there are two basic approaches to motivating employees:

(1) Directly meet

Direct satisfaction, also known as satisfaction within the task. It is the satisfaction that a person obtains through work, and this satisfaction is obtained through the work itself and the relationship between people in the work process. It enables employees to learn new knowledge and skills, generate interest and enthusiasm, and gives employees a sense of honor, responsibility, and achievement. Therefore, employees can be intrinsically motivated, resulting in great

Inadequacy of two-factor theory

Herzberg's two-factor theory now generally believes that motivating factors include work itself, recognition, achievement, and responsibility, and other aspects related to the work itself. Health care factors include company policy and management, technical supervision, salary, and working conditions. As well as interpersonal relationships and other work-related content. Some people even compare these contents with Maslow's hierarchy of needs theory, arguing that health care factors are equivalent to lower-level needs such as physical needs and safety requirements proposed by Maslow; motivating factors are equivalent to social, respected Needs, higher-level needs such as self-actualization. In fact, according to the Hertzberg survey results, we can see that most of the project factors are two-sided. It has both the motivation factor and the health care factor, but some project factors are more Time and frequency are more inclined to motivational or health factors. What's more, Herzberger's investigation has its limitations and atypicalness, and it is not objectively realistic to think that all levels and times of society are so psychologically inclined.

Two-factor theory

Two factors take subjectivity as the criterion for judging whether employees are motivated or not. In fact, employee satisfaction can be manifested as serious and responsible because of taking the job as a home, or as non-enterprise caused by self-satisfaction. The former is a manifestation of employee loyalty and duty, while the latter is a manifestation of employee decadence Dissatisfaction can be expressed as advice and suggestions, as well as indifference and hostility. The former is a positive and reliable indicator of employee work, while the latter is a passive and passive performance of employees. Therefore, the two-factor theory is an investigation of the satisfaction and dissatisfaction of various factors. It neither judges the degree of satisfaction with the labor productivity of the respondent, nor does it satisfy the "personal satisfaction" and "organization The "achievement of goals" is linked, it is only the subjective premise of "the employee is satisfied with a certain factor and has the corresponding initiative" as the only premise, which not only to a certain extent negates the internal and external pressures such as laws and regulations, authority examples Factors have a positive impact on people's initiative and have a subjective conjecture.

Two-factor theoretical investigations lack repeatability. Some Western behavioral scientists question the validity of Herzberg's two-factor incentive theory. Many experiments have been performed and this theory has not been confirmed. At the same time, in 2004, Master Liu Yun, a lecturer at the School of Management of Chongqing Technology and Business University, randomly selected some high-performing employees and low-performing employees as survey objects for 5 domestic companies. The "Investigation and Analysis of Health and Motivation Factors on Employee Motivation" concluded: "When incentive factors are in place, employees may show high performance or low performance; when health factors are in place, employees may also show high performance Low performance may occur; under certain circumstances, motivational factors may not have a motivational role, and health care factors may not have a motivational role. " As a result, some behavioral scientists have criticized the experiments conducted by Herzberger and his colleagues as a product of the method used: people always attribute the good results to their own efforts and the bad results. The questionnaire does not take into account this general mental state in terms of objective conditions or others.

Respondents are not sufficiently representative. Herzberg's research was conducted only for two hundred engineers and accountants. In fact, different occupations and different classes of people have different responses to incentives and health factors, such as domestic migrant workers, Compared with the blue-collar, white-collar, and management, it is impossible to consistently consider wages and salaries as health factors and the sense of achievement as the motivating factor. On the contrary, for migrant workers, wages and salaries are often more relative to the sense of achievement. It is more motivating, so it is said that Herzberg's survey has its limitations and atypicalness, so the research results are not practical in all occasions, but have certain reference value.

The fallacy of the two-factor theory is that apart from simply categorizing the motivating factors and the health factors, the key is that it associates satisfactory performance with proactiveness, and associates dissatisfied performance with negative passiveness. Satisfactory performance is not necessarily proactive, but it is widely recognized that the work responsibility goals of an enterprise unit must meet the needs of employees in order to be motivating. Satisfying the health factors according to the description of the two-factor theory will make the employees not inactive, but it will not make them positive, and the satisfaction of excessive health factors will breed inertia; at the same time, giving them incentives will make employees very positive. But not giving them incentives does not make employees less active. Therefore, the significance of the two-factor theory is to tell the management: Although people have the initiative under the condition that people's needs need to be consistent with their responsibility goals, some forms of needs are difficult to fully meet or can only be given to them. Basically satisfied, and some need forms, although not actively pursued by the employees, can maximally stimulate their satisfaction and satisfaction, and thereby stimulate their initiative.

Two-factor theory initiative

Despite the above deficiencies and fallacies of the two-factor theory, its "health care factors cannot be satisfied, which often causes employees to have dissatisfaction, negative work delays, and even strikes; but the improvement of health factors has made it difficult for employees to become Very satisfied, so as to truly stimulate the enthusiasm of employees "and" motivation factors can bring people satisfaction, but even if the incentive factors do not give them satisfaction, they often do not make employees dissatisfied " The assertion is very positive. At the same time, we often see similar phenomena in reality. For example, when we give benefits to employees year after year, we often do nt see employees. Therefore, there will be no positive response in work. But if we cancel this one year, A welfare policy often causes people's dissatisfaction and even passive work. Another example is when the management runs the company like a home, takes care of everything, has a good relationship with each other, has a beautiful environment, and good welfare. Of course, it will increase employee loyalty to the company, but if the management runs the company like a company, , It is not obvious that employees feel dissatisfied because of this. Therefore, the two conclusions of the two-factor theory still make some sense.