Herzberg believes that everyone lives in a specific social environment, and many factors affect people's behavior. These factors can be divided into two categories: one is called hygiene, which mainly refers to external factors related to working environment and conditions, such as salary, management style, status, safety, working environment and interpersonal relationship. Without these factors, it is easy to make people dissatisfied and reduce their enthusiasm for work. With these factors, people can be prevented from being dissatisfied with their work, but not enough to make people have a positive attitude towards their work. The other is called motivation, which mainly includes achievements, appreciation, promotion, work itself, development prospects, responsibilities and so on. Its existence is conducive to increasing people's satisfaction and improving people's enthusiasm for work, but without these factors, it will not cause people's dissatisfaction. Herzberg divided employees' work attitudes into four categories: satisfaction/dissatisfaction and dissatisfaction/dissatisfaction. He believes that the opposite of satisfaction is not dissatisfaction, and eliminating the dissatisfied factors in the work may not necessarily make the result of the work satisfactory. There is a double continuum: the opposite of satisfaction is not satisfaction, not dissatisfaction; The opposite of dissatisfaction is dissatisfaction, not satisfaction.
Herzberg believes that satisfaction and dissatisfaction are qualitative differences, not quantitative differences. Without health care factors, employees will be dissatisfied; With medical care factors, employees may not be satisfied, but they may not be dissatisfied. Employees will be satisfied when there are incentives. Without incentives, employees will not necessarily feel dissatisfied, but dissatisfied.
From the perspective of two factors, only by combining two factors can an organization system mobilize the enthusiasm of all aspects of personnel and improve their work performance. Since its emergence, the two-factor theory has attracted the attention of management and enterprise scholars, who believe that the two-factor theory is of great significance to human resource management, especially to intellectuals.
For example:
Problems of College Counselors from the Perspective of Two-factor Theory
Counselors have made great efforts and contributions to the cultivation of talents in colleges and universities, and they are an excellent team. However, at present, there are some problems in the construction of college counselors, which affect the overall role of this team. Judging from two factors, it is mainly reflected in the following two aspects:
Health factors do not exist.
Judging from their working conditions, some counselors lack a sense of identity. Counselors are called "fire brigade", "firemen" and "nanny", and others mistakenly think that they are engaged in unnecessary work; From the management point of view, the document measures on the construction of college counselors are relatively weak and the work is not strong. In the survey, less than 10% of counselors think that the school attaches great importance to the team of counselors and the measures are in place; From the perspective of post remuneration, counselors are generally dissatisfied with their income, and 78% people think that their income is lower or much lower than that of teachers or other groups in the same school. 6%; In terms of working environment and conditions, counselors feel that the biggest pressure is work pressure. There is no small matter in student work. Because of unclear responsibilities, everything related to students is related to counselors, who feel that things can't be done. Judging from the working hardware conditions, there are some problems in office equipment and places. When counselors talk to students individually, they often have to find another place, which affects their work enthusiasm.
Lack of incentives
Counselors are most concerned about career development, which is also the most confusing problem for counselors at present. There are two main ways to develop college counselors: in terms of professional titles, the existing evaluation standards of ideological and political titles in many colleges and universities are not well combined with counselors' own work, and the final evaluation results sometimes become the best in their own work, which is not enough to publish more articles; In terms of post development, the number of posts is limited, the development space is narrow and the posts are unattractive. Many counselors are busy changing jobs after working for several years. In the survey, 55% of counselors are willing to work for 3-5 years, and only 16% are willing to work as counselors for life. The educational administrative departments and colleges and universities are too weak to commend counselors, and their work has not been affirmed for a long time. At the same time, in the school management system, counselors are often in a state of passive obedience, and their subjective initiative cannot be reflected.
Thirdly, the application principle of two-factor theory in the construction of counselor team.
As an important human resource management theory, the application principle of two-factor theory in the construction of counselor team;
(a) The principle of paying equal attention to health factors and incentives
Counselors are mostly young people. First of all, we should create necessary health care factors, provide counselors with good working conditions and environment, and give them better remuneration. At the same time, they have a high level of education and knowledge, pay more attention to the value of work and the possibility of self-realization obtained in synchronization with work, and their spiritual needs exceed their material needs. This requires fully grasping the incentive factors in the work, increasing the attraction of the work itself, giving full play to their talents, and establishing a perfect mechanism, so as to motivate counselors persistently and effectively, enhance their recognition and love for the work, establish a sense of honor, and stimulate their work motivation from the inside.
(B) the principle of mutual transformation between health care factors and incentive factors
In the practical application of the two-factor theory, health care factors also have a certain incentive effect, and the incentive factors also have a certain health care effect. Under certain conditions, the two can be transformed into each other. The key to transformation lies in whether it is related to work characteristics [6]. For example, the average distribution of counselors' salaries, bonuses and other welfare benefits is purely a health care factor and does not play an incentive role. If the benefit is linked to the work performance, it will show the incentive effect. If the commendation standard for counselors is not strict, the commendation will become a queue in turn, and the incentive factor of honor incentive will become a health care factor, which will not work.
Fourth, the use of two-factor theory to do a good job in the construction of counselors.
Based on the investigation of the actual work, existing problems and needs of college counselors in China, it is found that the health care factors affecting counselors are mainly three aspects: environment (interpersonal relationship), salary and professional culture, and the incentive factors are mainly four aspects: work design, development, growth and recognition.
(A) external construction to eliminate the dissatisfaction of counselors, so that they can work with peace of mind.
1. Build a suitable environment and improve the social status of counselors.
The environmental construction of counselors is reflected in the following four aspects: social environment, and the construction of big environment is the forerunner. The Party and the national government should attach importance to ideological and political education in colleges and universities, attach importance to the construction of counselors, and create a good atmosphere of attaching importance to, caring for and cultivating counselors through relevant documents and specific measures, so that they can work with peace of mind: in the working environment, the school should provide counselors with necessary office space and equipment, such as computers, printing equipment, space for talking with students alone, etc., to facilitate their work; In the interpersonal environment, all faculty members in colleges and universities are part of the education team and should support the work of counselors. At the same time, it is necessary to strengthen communication and emotional exchange among counselors and organize some networking activities within the system to make them truly become a United, integrated and friendly group; In the living environment, we should pay attention to the care for counselors' families, and actively take measures to solve their urgent living needs such as housing, children going to school and taking care of the elderly, so as to relieve their worries and work with peace of mind.
2. Establish a performance-based salary system and give reasonable salary.
Counselors' posts and performance should be regarded as an important basis for counselors' salary, and their income should be linked to performance contribution and responsibility, so as to give full play to the role of salary health care and encouragement. The salary system of counselors should be fair at first, and scientific, objective, accurate and perfect evaluation criteria should be established, which can reflect the differences of counselors' behavior and performance and divide them into different levels. Secondly, we should pay attention to relative remuneration, improve the relative proportion of bonuses and allowances for counselors, establish a performance-based salary system, and give full play to the incentive function of salary based on counselors' work attitude and work performance.
3. Build the professional culture of counselors and enhance their academic connotation.
Professional culture is the comprehensive embodiment of counselors' value orientation, code of conduct and industry norms, which will form a kind of concerted effort and cohesion. First of all, it is necessary to clarify the professional mission of counselors, form aphorisms or inscriptions, establish core values, and integrate into the post work concept. Secondly, we should strengthen the theoretical research of student work, carry out ideological and political education for college students on the basis of ideological and political education, form a professional theoretical system, strengthen the theoretical research of students' daily ideological and political education, improve the academic connotation of counselor work, and guide practice with scientific theories.
(B) internal incentives, so that counselors are satisfied and work actively.
1, professional development and incentive design.
According to the two-factor theory, when the work contains challenges, sense of responsibility, sense of accomplishment, consciousness, development possibilities and other factors, people will be motivated, and a person's work performance depends more on whether the work contains incentive factors [7]. The first is to set personal goals for counselors. When personal goals are consistent with organizational development goals, it will promote personal development and promote personal concern for organizational development. Schools should not only play an organizational role, but also play the personal role of counselors. For example, when setting collective goals, counselors should be involved and their opinions should be fully adopted. Secondly, the professionalization of counselors' work. According to their professional background, interests, work ability, etc. Counselors are professionals who specialize in study guidance, life guidance, career guidance and psychological counseling, and become professionals in career guidance, psychological counseling and student affairs.
2. Optimize development channels and do a good job in promotion incentives.
Two-factor theory holds that compared with medical and health care factors such as salary and welfare, employees' career development can stimulate their enthusiasm and potential more [8]. Establish an independent evaluation series of counselors' professional titles. The evaluation criteria of professional titles should reflect the working conditions of counselors. The achievements of counselors' own work can be recognized in the evaluation of professional titles, and the promotion ratio of counselors' professional titles shall not be lower than that of other groups. In the development of counselors, we should introduce competition mechanism, broaden the development path according to the principle of "open recruitment, equal competition and merit-based appointment", regard counselors as the "reservoir" of school reserve cadres and an important source of teachers and researchers, and create a good environment for their growth and development.
3, the implementation of the "credit system" training, do a good job of growth incentives.
Training is the need to establish a professional and expert team of counselors, and it is also the need for the growth of counselors. According to the needs of counselors' work and career development planning, schools should formulate their continuing training plans and design personalized training content for them. We can establish a "credit system" training, stipulate the credits and class hours within a specified time, and implement the training of counselors with menu service and credit system management mode according to the principle of "learning is important, learning is rewarding, learning is useful and learning is successful". Organize business training and further study in a purposeful, planned and step-by-step manner, so that they can learn and improve in the short or long term, meet their expectations of improving the value of human capital and satisfy their self-development.