员工工作动力分析

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Herzberg’s “hygiene factors” and “true motivators” Herzberg的双因素理论:“保健因素”和“真正动力因素”
• Psychologist who conducted pioneering study “The Motivation to Work” (1959), concluding his career with the “classic”– “Herzberg on Motivation”(1983) • Clear distinction made between the “dong li” and the “ji li” , corresponding to a “launch pad” of “hygiene factors” without which „the rocket” of “true motivators” could not be launched • 致力于 “工作动力研究”的心理学家（1959），开创性 的海兹伯格激励理论（1983） • “内在动力（真正动力因素）”和“外在激励（保健因 素）”的明确区分。不具备“保健因素”，“真正动力因素” 也无法起作用
What is being learned about employee motivation in China?
在中国，我们对员工的“动力（Motivation）” 有哪些认知了解？
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Why focus on MOTIVATION? 为什么关注“动力”
• Key issue at IWNC Team Development workshops after pre-event assessments frequently rate motivation as “low-performing” and “high priority to improve” • Key component of “hot topic of Engagement” but complex as combines psychological, cultural, economic and management research, with always risks of stereotyping. • IWNC发现，绝大多数团队发展课程之前的5C团队测评报 告显示，“动力Motivation”要素经常被员工放在“现状满 意度最低”和“最亟待提高”的项目中 • “动力”是“员工投入度（满意度）”不可或缺的要素， 与心理学，文化，经济和管理学的研究范畴紧密相关，而 且常常有受到固有观念影响的风险
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Daniel Pink’s 3 components of INTRINSIC MOTIVATION Daniel Pink’s 内在动力3要素 From “Drive: the surprising truth about what motivates us”
• AUTONOMY- self-direction, being able to decide how you reach the goals set for you • MASTERY- the opportunity to become better and better at what you do • PURPOSE– to do what we do in service of something larger than ourselves.
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Outline of Presentation 日程概要
• Pre-session “feed-forward” from participants’ own experience with key motivators (VIZZ cards) • Models from West and research from China • Discussion of lessons learned from our own experiences. • Key elements of motivational programs/workshops • Open floor for sharing of experiences and ideas for further discussion and Q&A • MSQ Tool from JTB Best Practice Sharing
• Maslow需求层次, Herzberg双因素理论, McClelland成 就需要理论以及 McGregor等都强调了“个人责任感和 自我成就感” • Geert Hofstede认为因为文化差异，具有“个人主义色 彩”的理论在注重协作的社会环境未必成立
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Motivation models 动机理论 • McClelland -- motivation toward “achievement, power, affiliation and avoidance”– suggesting motivation different from individual to individual 成就需要理论：动机因人而异，有成就需求、权利需求、 亲和力需求之分 • McGregor -- with “tight control” of “Theory X” negatively contrasted with “enabling, empowering and giving responsibility” of “Theory Y”. XY理论：X理论”注重“严厉的控制，与此相对的“Y理 论”注重授权，赋予责任感。
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Motivation models from the West 西方“动力”模型 • Famed models of Maslow, Herzberg, McClelland and McGregor are individualistic models with “achievement” based on individual responsibility and self-fulfillment. • Geert Hofstede‟s “cultural programming” model suggests these individualistic models may not resonate the same way in collectivist societies.
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讨论：你对“关键动力要素”的看法（VIZZ卡片） 呈现：西方“动力”模型及研究、中国的相关研究 讨论：小组经验交流 呈现：如何提升员工“动力” 讨论：更多讨论及Q&A 呈现：JTB分享：MSQ动力测评工具应用
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Dangers of “sophisticated stereotyping”(1) 固有的观念（1） • Workforce not pro-active, reluctant to take initiative, process-oriented and prefers to follow orders. • Chief goal in a collectivist society is to avoid risk and potential punishment (“tall tree syndrome”), as well as confrontation at all costs (family and educational reinforcement) • 不积极主动，习惯于服从命令、程序化 • 在注重团队和谐的社会中，尽量避免风险、太突出（如树 大招风）、以及与别人发生冲突
“Motivate” to Engage Your Talent “给力”人才 – 关注工作动力
IWNC Beijing Open Program Series
Charles Rycroft Senior Consultant, IWNC. Nov 19th , 2010
About Motivation 关于“动力”
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Dangers of “sophisticated stereotyping”(2) 固有的观念（2） • Confucian values of hierarchy and harmony interpreted by Westerners as over-respect for authority, not voicing individual opinions, never saying no nor criticizing in public, nor giving honest feedback since ”face”, “guanxi” and “belongingness” valued more than objective analysis. • 西方眼中的“孔子儒家思想”，即“等级”与“和谐， 过于尊重权威，不发表个人意见。因更注重“面 子”“关系”及“归属感”，而不是客观分析，不在公 开场合持提出否定或发表批评，很少给予诚实反馈
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BUT 但是………………….. • WHO IS your typical Chinese??? 9.6 million sq. km, age, generation, life experience, urban/rural, north/south? Education, family situation, personality, position in company? (look around your own office to appreciate “cultural paradox” of DIVERSITY, including in motivation) • In Chinese the “dong(4) li”(4) and “ji(1) li(4)” are both equivalents of “motivation” which can lead to confusion whenever “motivation” is discussed. • 谁是典型的中国人？地域，年龄，时代，生活经验，城市或 乡村，南北方，教育背景，家庭条件，性格，公司中的不同 的岗位？（多元化同样影响“动力”因素） • 中文里“动力”（主动/内在）和“激励”（被动/外在）都 可解释为“Motivation”， 有时会被混淆
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动力因素
成就 认可 工作 责任 晋升 个人成长
保Байду номын сангаас因素
状态 安全 与下属的关系 薪金 监管
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个人生活 与同级的关系 工作条件 与上级的关系 公司政策及行政管理
“Extrinsic” and “intrinsic” motivation 外在与内在因素 • The launch pad of “hygiene factors” are the extrinsic motivators, the external needs to be satisfied before our “intrinsic (internal) motivators” can be developed. • Collectivist relationships with peers, with supervisor and with subordinates considered no more than “hygiene factors” , nor higher than Maslow‟s third tier (“belongingness and love needs”) beneath both “esteem” and “self-actualization” • “保健因素”的基座是外部激励因素，在内部激励因素 激发之前，外部需求需要得到优先的基本满足 • 与同级、主管、下属的关系被认为是需要优先满足的 “保健因素”，同时约在马斯洛需求理论的第三级（社 交需求：如归属感与爱）- 第一级自我实现和第二级被 尊重需求之下