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论文题目：how to retain employees in SOL Palvelut Oy
论文语言：英语论文 English
论文专业：管理
字数：4000
学校国家：中国 China
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论文用于：BA Dissertation 本科毕业论文

How to retain employees through motivation in SOL Palvelut Oy
i. Two Factors Theory
A. Two Factors Theory(1500字)
B. The influence of motivation on employee retention（1500字）
C. Criticism to other motivation theory（1000字）

Ⅰ Two Factors Theory
A. Two Factors Theory

In the late of 1950s, Herzberg and his assistants have investigated and surveyed 200 engineers and accountants in Pittsburgh Area, American. The survey just mainly around two issues: during work, what matters can make them feel satisfied, and estimate how long this positive mood can continue; and what matters make them feel unsatisfied, and estimate how long this negative mood can continue. Herzberg takes the answers to these questions as materials, and sets on foot his study of which things can make people happy and satisfied at work, and which things make unhappiness and dissatisfaction. He finds that the things make employees happy are belonging to the work itself and aspects of work contents; the things make employees unsatisfied are belonging to working environment or aspects of working relations. He called the former as motivating factors, the later https://www.51lunwen.org/RiskModeling/2011/0118/1157273654.html as hygiene factors.
The satisfaction of hygiene factors has the effect on the employees similar to the function of hygiene on health. Hygiene eliminates the harmful things from people’s environment, and it not only directly improves health level, but also has the effect of disease prevention; it is not therapeutic, but preventative. Hygiene factors consist of company policy, management measures, supervision, interpersonal relationship, physical working conditions, salary, welfare, etc. When these factors deteriorate the level below that people can accept, dissatisfaction to work will be generated. However, when people think that these factors are good, it just eliminates dissatisfaction, can not lead to positive attitude, this can form a kind of immediate state that neither satisfy nor unsatisfied.
Those factors that can bring positive attitude, satisfaction and incentive functions are called “motivating factors”, are factors which can meet the need of individual self-realization, including: achievement, appreciation, challenging work, increased working responsibilities, and growth and development https://www.51lunwen.org/mediamanagement/ opportunities. If these factors are equipped with, it can generate more incentive to people. In this sense, Herzberg believes that traditional motivating hypothesis, for example wage incentive, improvement of interpersonal relationship, providing good working conditions, etc. can not generate greater incentive; they can eliminate dissatisfaction, prevent problems, but these traditional “motivating factors” can not generate positive motivation, even if reach their optimum degrees. According to Herzberg’s opinion, administering authority should realize that hygiene factor is necessary, but once it neutralizes the dissatisfaction, it can not generate more positive effects. Only “motivating factors” can make people have better working achievements.
Herzberg and his colleagues afterward have conducted several investigations on various professional and non-professional organizations of industry; they found that because of different investigated objects and conditions, belongings of variou本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。