英国酒店管理学论文代写：激励的卫生理论
管理人员关心的一点是，为什么他们向雇员提供的人事政策和附带福利没有增加雇员的工作积极性。然后，Frederick Herzberg提出了员工工作激励的具体内容理论。它被称为激励的卫生理论。该理论的推导是在对美国匹兹堡地区9个不同国家的200名工程师和会计师所写的关键事件分析的基础上得出的。赫茨伯格和他的同事进行了广泛的采访，并询问了参与者对他们的工作的好恶(Amdam, 1997)。这种研究方法是建立在员工对他们的工作感到非常糟糕的时候，对他们现在和过去的工作感到非常糟糕的时候。这种做法在许多国家的雇员身上重复。研究发现，当人们谈论工作的内在特征时，员工会谈论他们满意的感觉。
英国酒店管理学论文代写：激励的卫生理论
相反，当他们谈论不满意的感觉时，他们谈论的是工作的外在特征。Herzberg将这些因素分别称为激励因素和维持因素。这个理论是弗里茨·海德提出的他展示了人与人之间以及与环境中其他事物之间关系的发展方式。这一理论认为，当人们观察到一组认知要素是一个系统时，他们会保持一种平衡状态形式的偏好。在一种状态下，当员工感到自己“失衡”时，他就会非常有动力去恢复一个平衡的职位(Ichniowski, Shaw and Prennuski, 1997, p. 300)。不平衡状态下的不适感将有助于增强这种态度的力量和对该问题的完全兴趣。
英国酒店管理学论文代写：激励的卫生理论
It was a point of concern for managers that why the personnel policies and fringe benefits they were providing to employees was not increasing the on-job motivation of employees. Then Frederick Herzberg provided a specific content theory of motivation at work of employees. It is known as Hygiene Theory of Motivation. The derivation of this theory was concluded on the basis of analysis of critical incidents written by 200 engineers and accountants belonging to 9 different countries in Pittsburgh area, USA. Extensive interviews were conducted by Herzberg and his associates and the participants were asked about the likes and dislikes they have for their work (Amdam, 1997). The approach of research was built around the aspects of think of a time when employees felt exceptionally bad about their jobs about their present of past jobs. This practice was repeated on employees in various countries. It was revealed that when people job’s intrinsic features were talked employees talked about their satisfied feelings.
英国酒店管理学论文代写：激励的卫生理论
On the contrary when they talked about dissatisfactory feeling then the extrinsic features of Job were talked about. These factors were termed as motivation and maintenance factors respectively by Herzberg. This theory was developed by Fritz Heider for showing the ways in which the relationships were developed among people and also with the various other things present in the environment. This theory states that a preference in form of a balance state will be maintained by people among the elements in case they observe a set of cognitive elements as being a system. In a state when an employee feels that he is “out of balance” then he is quite motivated for restoring a balanced position (Ichniowski, Shaw and Prennuski, 1997, p. 300). The feeling of discomfort in state of imbalances will help in increasing the attitude’s strength and the complete interest in the matter.