保健因素、激励因素与有效激励

保健因素、激励因素与有效激励 姚莹莹 (上海理工大学，上海，200093) 摘 要 在人力资源管理中，有效激励对吸引、保留、培养员工起着至关重要的作用，是人力资源管理成败的关键。然而，只有提升员工满意度与凝聚力并能实现组织目标的激励行为才是有效激励，保健因素与激励因素分析了影响员工满意的因素，是有效激励的典范。 关键词 有效激励 保健因素 激励因素 1引言 有效激励是指某一组织实施的能够达到预期效果，有效提升员工队伍凝聚力、向心力和整体战斗力的激励行为。美国哈佛大学教授威廉•詹姆士研究发现，在缺乏科学有效激励的情况下，人的潜能只能发挥出20%—30%，而科学有效的激励机制能够让员工把另外 70%—80%的潜能也发挥出来。所以，有效的激励机制才能使员工的潜能在最大程度上发挥出来，从而实现人力资源管理中的激励目的。然而，面对不同的员工、工作性质、环境特点等，影响员工行为的激励方法也不同。只有让员工满意，才能激发其潜能并提升员工凝聚力。赫茨伯格的双因素理论实际上是针对员工满意的目标而言的。所谓保健因素实质上是人们对外部条件的要求;所谓激励因素实质上是人们对工作本身的要求。赫茨伯格的理论关注员工需求，使员工满意，从而实现有效激励。 2双因素理论 双因素理论是美国的行为科学家弗雷德里克?赫茨伯格(Fredrick Herzberg)提出来的。双因素理论认为引起人们工作动机的因素主要有两个:一是保健因素，二是激励因素。保健因素是指造成员工不满的因素。包括公司政策和管理、技术监督、薪水、工作条件以及人际关系等。这些因素涉及工作的消极因素，也与工作的氛围和环境有关。也就是说，对工作和工作本身而言，这些因素是外在的，而激励因素是内在的，或者说是与工作相联系的内在因素。保健因素不能得到满足，则易使员工产生不满情绪、消极怠工，甚至引起罢工等对抗行为;但在保健因素得到一定程度改善以后，无论再如何进行改善的努力往往也很难使员工感到poverty. In the area of poverty alleviation, to rely on e-commerce business park, active docking Alibaba group "rural treasure", "the stars plan" and "featured the Museum" project to accelerate the implementation of electronic commerce "hundred thousand rural village" project, free train operation staff, offering online support help for poor families, the provision of micro-credit support, helping them to use e-commerce platform to escape poverty. In poverty reduction, give a man a fish and feed him for a day, to targeted skills training and entrepreneurship training free of charge for the poor, increase employment, entrepreneurial skills, ensure the transfer of training people, poverty. In terms of student poverty, high school, vocational college students ' stipends and other costs, can be through the "one card", such as direct subsidies to households. In terms of financial poverty, in order to further increase the size of loans, expands the scope of delivery, developing industry, Enterprise provides protection for the poor. In respect of transport poverty alleviation, to solve the bottleneck in poor villages, development of transport, vigorously promoting the construction of rural roads and ordinary roads. PV poverty reduction, to support conditions of poor villages and photovoltaic system of centralized, poor construction projects, poor 满意，因此也就难以再由此激发员工的工作积极性，所以保健因素的“不满意”的对立面是“没有不满意”。 激励因素是指能造成员工感到满意的因素。包括工作本身、认可、成就和责任，这些因素涉及对工作的积极感情，又和工作本身的内容有关。这些积极感情和个人过去的成就、被人认可及担负过的责任有关，它们的基础在于工作环境中持久的而不是短暂的成就。激励因素的改善而使员工感到满意的结果，能够极大地激发员工工作的热情，提高劳动生产效率;但激励因素即使管理层不给予其满意满足，往往也不会因此使员工感到不满意，所以就激励因素来说:“满意”的对立面应该是“没有满意”。 赫茨伯格的理论认为，满意和不满意并非共存于单一的连续体中，而是截然分开的，这种双重的连续体意味着一个人可以同时感到满意和不满意，它还暗示着工作条件和薪金等保健因素并不能影响人们对工作的满意程度，而只能影响对工作的不满意的程度。 其理论根据是:第一，不是所有的需要得到满足就能激励起人们的积极性，只有那些被称为激励因素的需要得到满足才能调动人们的积极性;第二，不具备保健因素时将引起强烈的不满，但具备时并不一定会调动强烈的积极性;第三，激励因素是以工作为核心的，主要是在职工进行工作时发生的。由此看出，保健因素和激励因素的巧妙使用，可以实现人力资源管理中的有效激励。 3保健因素与激励因素的实质区别与联系 保健因素与激励因素的实质区别是“平等因素”与“公平因素”的区别。平等因素是指共同享有的、共同承受的、共同面对的因素;公平因素是与其工作职责目标紧密统一的，必须按工作成就成绩分层次、分等级享有、承受与面对的因素。凡是平等的必然是保健的，因而是必须给予其基本满足，但却是永远难以完全满足的因素;相反，凡是公正的必然是激励的，因而虽然是员工不会主动要求的，但却是最大程度地有激励性的，从而也是应该给予提倡与实施的。 从保健因素与激励因素的实质区别可知，保健因素与激励因素实际上只是形式上的区别，而没有内容上的区别。任何内容都可能因其平等享有或公平处置而具有保健性或激励性，当然可就多项内容划分为保健与激励的，但也可就一项内容划分为保健与激励的，例如薪金就可划分为基本工资与奖金两部分。 保健因素与激励因素在量上的划分，关键还是取决于工作的性质，当员工的 nt poverty, high school, vocational college students ' stipends and other costs, can be through the "one card", such as direcfor the poor, increase employment, entrepreneurial skills, ensure the transfer of training people, poverty. In terms of stude ing and entrepreneurship training free of chargecommerce platform to escape poverty. In poverty reduction, give a man a fish and feed him for a day, to targeted skills train-credit support, helping them to use e-lp for poor families, the provision of microort helementation of electronic commerce "hundred thousand rural village" project, free train operation staff, offering online supppark, active docking Alibaba group "rural treasure", "the stars plan" and "featured the Museum" project to accelerate the impcommerce business -poverty. In the area of poverty alleviation, to rely on e2poor jects,s. PV poverty reduction, to support conditions of poor villages and photovoltaic system of centralized, poor construction probottleneck in poor villages, development of transport, vigorously promoting the construction of rural roads and ordinary roade the ivery, developing industry, Enterprise provides protection for the poor. In respect of transport poverty alleviation, to solvsidies to households. In terms of financial poverty, in order to further increase the size of loans, expands the scope of delt sub 工作性质安全舒适度要求很高时，高工资高福利政策也就是必须的，比如很多高科技公司对员工之所在福利待遇上照顾地无微不至、工作环境也搞得优美随意、工作时间非常宽松，其原因就在于高科技公司的工作是高创造性的，创造是需要灵感的，而灵感的产生往往与需要创造人心无旁骛，由此高基本工资福利与高福利待遇显得也就非常重要。相反，当员工的工作性质需要其高外向性，必须面对外面各种令人畏难的艰难困苦环境时，实施低基本工资与高机动工资也就非常必要，俗话“重赏之下必有勇夫”也就反映了这一道理。保健因素与激励因素的联系体现在两个方面:二者密切相关，相辅相成;二者在一定条件下可以相互转化，这里的条件指的是环境、员工、工作性质等，要具体问题具体分析。保健因素的满足，可以保障员工不产生不满意感，那么员工便会有继续留在组织的可能，也就为激励因素提供了条件与可能性;若员工连最基本的保健因素都无法满足，他们就会产生不满意感，消极对待工作甚至辞职，激励因素也就无从谈起了。激励因素能让员工产生满意感，能在一定程度上缓解保健因素缺乏而产生的不满意感，更能使员工产生积极情绪，提升组织凝聚力与战斗力。 不同国家由于经济、文化等原因，对保健因素和激励因素的划分也会有所不同。发展中国家显然较发达国家更注重薪酬激励，薪酬能带给其极大地满足感，属于激励因素，而美国员工普遍看来更注重任务本身的挑战性及个人成长。同时，面对性别、年龄、受教育水平、价值观等不同的人，对保健因素和激励因素的划分也不同。高级知识型员工高级知识型员工偏好“业务成就”激励;中级知识型员工偏好“工作环境”激励;初级知识型员工偏好“薪酬福利”激励(《知识型员工激励因素的实证研究》陈井安，景光仪，科学学与技术管理)。 所以，人力资源主管必须对本土文化、组织环境、工作性质、员工偏好等作深入了解，对保健因素和激励因素的理解与应用应具体问题具体分析，科学、灵活应运保健因素与激励因素，才能真正实现有效激励。 4有效激励之双因素理论在人力资源管理中的运用 4.1直接满足与间接满足相结合 直接满足，又称为工作任务以内的满足。它是一个人通过工作所获得的满足，这种满足是通过工作本身和工作过程中人与人的关系得到的。它能使员工学习到新的知识和技能，产生兴趣和热情，使员工具有光荣感、责任心和成就感。对于这种激励方法，管理者应该予以充分重视。这种激励的措施虽然有时所需的时间 nal ct, entrepreneurial skills, ensure the transfer of training people, poverty. In terms of student poverty, high school, vocatiofeed him for a day, to targeted skills training and entrepreneurship training free of charge for the poor, increase employmen commerce platform to escape poverty. In poverty reduction, give a man a fish and-credit support, helping them to use e-ion of microndred thousand rural village" project, free train operation staff, offering online support help for poor families, the provisaccelerate the implementation of electronic commerce "hucommerce business park, active docking Alibaba group "rural treasure", "the stars plan" and "featured the Museum" project to -poverty. In the area of poverty alleviation, to rely on e3nditions of poor villages and photovoltaic system of centralized, poor construction projects, poorrt colopment of transport, vigorously promoting the construction of rural roads and ordinary roads. PV poverty reduction, to suppoprovides protection for the poor. In respect of transport poverty alleviation, to solve the bottleneck in poor villages, deve rprisef financial poverty, in order to further increase the size of loans, expands the scope of delivery, developing industry, Enteollege students ' stipends and other costs, can be through the "one card", such as direct subsidies to households. In terms o 较长，但是员工的积极性一经激励起来，不仅可以提高生产效率，而且能够持久，所以管理者应该充分注意运用这种方法。 间接满足，又称为工作任务以外的满足。这种满足不是从工作本身获得的，而是在工作以后获得的。例如晋升、授衔、嘉奖或物质报酬和福利等，就都是在工作之后获得的。其中福利方面，诸如工资、奖金、食堂、托儿所、员工学校、俱乐部等，都属于间接满足。往往有一定的局限性管理者要慎重对待此种激励方法。 4.2注重沟通，建设独特的组织文化 沟通，才能使企业充满活力，让员工充分表达自己，人力资源主管也更易捕捉到员工的需求。管理在一定程度上就是用一定的文化塑造人。是企业的核心理念、经营哲学、管理方式、用人机制、行为准则的总合，是人力资源管理中的一个重要机制。其中最为主要的是企业的核心价值观，这个价值观是在企业成长的过程中不断沉淀积累的结果，是根据所从事行业的特点和外部环境的变化而不断批判和继承的结果。企业价值观是员工思想与行为的方向标。因此，企业首先要努力创造一种恰当的氛围，激励员工的工作激情，强调对工作的责任感;强调每个员工的主人翁地位，让员工树立归属感。当企业文化能够真正融入每个员工个人的价值观时，他们才能把企业的目标当成自己的奋斗目标，可以为企业的长远发展提供动力。这种舍弃商业的利益关系，淡化主客体，在利益一致性上，产生卓越的执行文化，人格的一致性追求，应该是所有激励的极致。 4.3了解员工偏好，给予差别激励 激励的关键在于满足员工的需要，使员工满意。不同员工的需求是不一样的，人力资源主管必须学会发现、辨别员工需要与偏好。例如对核心员工和临时工的激励就显然不同。核心技术人员、高级管理者、营销骨干等都属于核心员工，他们是组织发展的主力军。加强对他们的激励，可以起到事半功倍的效果。对他们的激励更要使用长期激励的手段，如股票期权、 目标激励等。 4.4以人为本，人性化的管理手段 知识经济时代，人的作用提升到了前所未有的高度。受教育程度的提高、通讯信息技术的便捷等使组织倾向于扁平化，员工的自我管理、自主意识也得到很大提升。必然要求组织授权，给予员工更多自主权。同时，信息化社会也是一个高风险的社会，人们面临更多的选择、更大的竞争压力，所以，对其精神、人文 t subnt poverty, high school, vocational college students ' stipends and other costs, can be through the "one card", such as direcfor the poor, increase employment, entrepreneurial skills, ensure the transfer of training people, poverty. In terms of stude ing and entrepreneurship training free of chargecommerce platform to escape poverty. In poverty reduction, give a man a fish and feed him for a day, to targeted skills train-credit support, helping them to use e-lp for poor families, the provision of microort helementation of electronic commerce "hundred thousand rural village" project, free train operation staff, offering online supppark, active docking Alibaba group "rural treasure", "the stars plan" and "featured the Museum" project to accelerate the impcommerce business -poverty. In the area of poverty alleviation, to rely on e4poor jects,s. PV poverty reduction, to support conditions of poor villages and photovoltaic system of centralized, poor construction probottleneck in poor villages, development of transport, vigorously promoting the construction of rural roads and ordinary roade the ivery, developing industry, Enterprise provides protection for the poor. In respect of transport poverty alleviation, to solvsidies to households. In terms of financial poverty, in order to further increase the size of loans, expands the scope of del 关怀也成为人力资源管理的重要成分。具体可以从以下方面入手: 4.4.1恰当授权 授予员工更多的自主决定权，给予员工更多的参与管理权。满足员工的这种需要，不仅可以激励员工，使管理者有更多时间处理具有发展性的事情，还有利于企业的长期发展。 4.4.2目标激励 目标激励是指通过设置恰当的目标，激发人的动机，达到调动积极性的目的。目标之所以能够起到激励的作用，是因为目标是组织和个人的奋斗方向，完成目标是员工工作结果的一种体现，是员工成就感的体现。目标激励的关键在于使员工的目标与组织目标保持一致。 4.5建立公正的绩效评价体系 为保证实施有效激励，应建立公正的绩效评价体系。绩效评价又称人事评估、绩效考核、员工考核等。绩效评价是有效激励的基础，没有公正的评价，激励将是无效的;有效激励是绩效评价的目的，如果仅仅是停留在评价的层次上而没有激励措施，也将带来员工的消极行为和精神疲软。公正的绩效评价可以从以下几方面实施: 4.5.1明确人才考核内容 建立并健全由品德、知识、能力和业绩等要素构成的人才评价指标体系，对每支人才队伍都要明确其相应的考核内容。 4.5.2改革薪酬 以绩效优先、兼顾公平的原则，建立与岗位责任、风险和工作业绩挂钩的体制。如对项目负责人按经营责任制兑现;对一般管理人员和科技人员全面实行岗位效益薪酬制，以岗定薪，易岗易薪;对作业层的操作人员，推行定额计件工薪等。 分配政策向关键岗位和有突出贡献人才倾斜，对在经营管理、科技创新和技能岗位等方面为组织做出突出贡献，取得显著科技成果、经济效益和社会效益的优秀人才实施重奖。 4.5.3完善人才约束机制 rprisef financial poverty, in order to further increase the size of loans, expands the scope of delivery, developing industry, Enteollege students ' stipends and other costs, can be through the "one card", such as direct subsidies to households. In terms onal ct, entrepreneurial skills, ensure the transfer of training people, poverty. In terms of student poverty, high school, vocatiofeed him for a day, to targeted skills training and entrepreneurship training free of charge for the poor, increase employmen commerce platform to escape poverty. In poverty reduction, give a man a fish and-credit support, helping them to use e-ion of microndred thousand rural village" project, free train operation staff, offering online support help for poor families, the provisaccelerate the implementation of electronic commerce "hucommerce business park, active docking Alibaba group "rural treasure", "the stars plan" and "featured the Museum" project to -poverty. In the area of poverty alleviation, to rely on e5nditions of poor villages and photovoltaic system of centralized, poor construction projects, poorrt colopment of transport, vigorously promoting the construction of rural roads and ordinary roads. PV poverty reduction, to suppoprovides protection for the poor. In respect of transport poverty alleviation, to solve the bottleneck in poor villages, deve 及时调整素质、能力、品德与岗位不相适应的领导人员，对业务能力低、技 术水平差的专业技术人员，在考核的基础上，按照一定比例进行末尾淘汰，实行 低聘、缓聘或解聘;调整不胜任岗位要求的员工，做到人员能进能出、职务能上 能下，实现从身份管理向岗位管理的转变。 参考文献 [1]杨涛. 从双因素论谈如何有效激励员工[J]. 贵阳学院学报，2011(3). [1]陈井安，景光仪. 知识员工激励因素的实证研究[J]. 科学学与科学技术管理，2005(8). [2]陈红. 有效激励:降低人力资源成本的重要途径[J]. 企业天地，2004(1). Health factors, motivational factors and effective incentives Yao Yingying (University of Shanghai for Scienence and Technology, Shanghai, 200093) Abstract In human resource management, effective incentive to attract, retain and train staff plays a vital role and it is a key to the success or failure of the human resource management However, only motivate behavior that enhance employee satisfaction and cohesion and to achieve organizational goals can be called effective incentive, health factors and motivators analyzes the factors that influence employee satisfaction is an effective incentive model. Keywords Effective incentives, health factors, incentives, employee satisfaction e the ivery, developing industry, Enterprise provides protection for the poor. In respect of transport poverty alleviation, to solvsidies to households. In terms of financial poverty, in order to further increase the size of loans, expands the scope of delt subnt poverty, high school, vocational college students ' stipends and other costs, can be through the "one card", such as direcfor the poor, increase employment, entrepreneurial skills, ensure the transfer of training people, poverty. In terms of stude ing and entrepreneurship training free of chargecommerce platform to escape poverty. In poverty reduction, give a man a fish and feed him for a day, to targeted skills train-credit support, helping them to use e-lp for poor families, the provision of microort helementation of electronic commerce "hundred thousand rural village" project, free train operation staff, offering online supppark, active docking Alibaba group "rural treasure", "the stars plan" and "featured the Museum" project to accelerate the impcommerce business -poverty. In the area of poverty alleviation, to rely on e6poor jects,s. PV poverty reduction, to support conditions of poor villages and photovoltaic system of centralized, poor construction probottleneck in poor villages, development of transport, vigorously promoting the construction of rural roads and ordinary road