NATIONAL ECONOMICS UNIVERSITY NEU BUSINESS SCHOOL NGUYỄN ĐĂNG TRƯỜNG IMPROVING STAFF MOTIVATION AT G BI INTERNATIONAL KNOWLEDGE MANAGEMENT JOINT STOCK COMPANY MASTER OF BUSINESS ADMINISTRATION THESIS[.]
NATIONAL ECONOMICS UNIVERSITY NEU BUSINESS SCHOOL - NGUYỄN ĐĂNG TRƯỜNG IMPROVING STAFF MOTIVATION AT G-BI INTERNATIONAL KNOWLEDGE MANAGEMENT JOINT STOCK COMPANY MASTER OF BUSINESS ADMINISTRATION THESIS Supervisor : Assoc.Prof.Dr.Vu Thanh Hung HANOI – 2017 TABLE AND CONTEN TABLE AND CONTEN CHAPTER 1: INTRODUCTION .1 1.1.Rationale of the thesis .1 1.2.Rearch objectives 1.3.Rearch methodology .3 1.3.1.Rearch process 1.3.2 Data collection 1.3.3.Data analysis methods .4 1.4.Rearch questions .4 1.5.Scope of rearch .4 1.6.Rearch structure CHAPTER 2: THEORETICAL FRAMEWORK ON STAFF MOTIVATION 2.1 Nature of staff motivation 2.1.1 Definition of staff motivation 2.1.2 The role of staff motivation 2.2 Theories on staff motivation 2.2.1 Maslow’s hierarchy of needs The original hierarchy of needsfive-stage model 2.2.2 B.F Skinner theory positive reinforcement 2.2.3 Adams' Equity Theory 10 2.3 Content of staff motivation 12 2.3.1 Improving staff motivation by using ficancial tools 12 2.3.2 Improving staff motivation by using non - ficancial tools 13 CHAPTER 16 ANALYSING CURRENT SITUATION OF STAFF MOTIVATION IN GB-I COMPANY .16 3.1.Introduction of GB-I company .16 3.1.1 General information .16 3.2 Analysing current situation of staff motivation in GB-I company 24 3.2.1 Analyzing of GB-I company staff motivation based on Maslow’s hierarchy of needs 24 3.2.2 Improving staff motivation by using ficancial tools 27 3.2.2.1 Base wage, salary .27 3.2.2.2 Encouragement and reward 33 * Employee Holiday Schedule .37 3.2.3 Improving staff motivation by using non-ficancial tools .37 * Developing a Training Program for New Employees 38 3.3 Assessment of staff motivation at GBI 40 3.3.1 Impact of staff motivation on performance 40 3.3.2 Evaluation of strengths and limitations 44 CHAPTER 4: RECOMMENDATION FOR IMPROVING STAFF MOTIVATION AT GB-I COMPANY .47 4.1 Motivational orientation at GB-I company 47 4.1.1 General orientation target of GB-I company 47 4.1.2 Human resource management ‘s target vision of GB-I company 48 4.2 Recommendation for improving staff motivation at GB-I company 48 4.2.1 Determine the needs and wants of the target staff 48 4.2.2 Improving the salary policy 50 4.2.3 Designing an effective welfare and competitive bonus .52 4.2.4 Human resources distribution .55 4.2.5 Complete the personnel assessment .56 4.2.6 Complete the development training .59 4.2.7 Build organizational culture 60 CONCLUSION .64 CHAPTER 1: INTRODUCTION 1.1.Rationale of the thesis With the rapid development of science and technology, enterprises that achieve high efficiency in the production and business process have to admit the role of human resource management Business environment is constantly changing, with many opportunities but many challenges now, the question is how to turn the organization's human resources into a enough powerful weapon both in quantity and Quality as well as certain flexibility to maintain and develop the operation of the organization However, using human resources effectively is not a simple matter It requires leaders, managers to have a clear view, understand the nature, problem content as well as management theories and models to be able to find a suitable solution for the organization From their characteristics and conditions, it can bring into play the full potential and potential of its human resources In human resource management, the most important thing is how to maintain, encourage high levels motivation in the workplace So, in order to lead successful employees, give them peace of mind, managers must know how to motivate them Salary policies, compensation, must be fair and science is the biggest incentive for workers in the current period But in the long term, it is the non-physical stimulus, such as the work itself, the working environment that is a great source of encouragement for the staff to be comfortable, proud, promoted, enthusiastic and enthusiastic about the job Therefore, the problem of motivating labor must be attend in a business The available human resources in the company are gradually decreasing motive to work, leading to the risk of job hopping or reduced productivity How to salvage this situation is a great concern of human resource managers and business leaders? When conscious of this, G-BI international knowledge management joint stock company (G-BI) has made great efforts in improving staff motivation in recent years However, the improving staff motivation in the company still have many problems that needs to be solved Based on this theoretical and practical requirements, the author conducts this rearch on the topic " Improving staff motivation at G-BI international knowledge management joint stock company " with the primary objective of finding practical and applicable solutions to improve job motivation in this company 1.2.Rearch objectives The main rearch objectives are: To summarize and apply theories about motivation staff in company To analyse the current motivation staff in G-BI international knowledge management joint stock company to find solutions to improve motivation staff in GBI company To propose solutions to improve motivation staff in G-BI international knowledge management joint stock company 1.3.Rearch methodology 1.3.1.Rearch process Identify the problem Theoretical Framework Collect information Analyse current situation of staff motivation in G-BI international knowledge management joint stock company Recommendations 1.3.2 Data collection Secondary data Secondary data is collected from main sources: internal and external source: Statistic in company about: staff agreement, salary policy, HR management policies This data is important to providing detailed informations about factor that affect staff and motivation on GB-I company Company website, policy, vision, core value, mission, annual report This data show the overview on GB-I company - External source: previous report, book, thesis, internet… Primary data Primary data depend on questionare survey 72 questionaire are handed out in company This questionares are based on Maslow’s theory and Herzberg’s theory The question is a multiple choice test: yes/no and open question In other hand, a lot of interview will be conducted to support the rearch 1.3.3.Data analysis methods I used Analysis ToolPak in Microsoft excel, SPSS 1.4.Rearch questions The thesis tries to find out answers for questions: - What indicators should be used to measure the staff motivation? - How is current staff motivation in GB-I company - What should GB-I company does to enhance its staff motivation? 1.5.Scope of rearch The research is narrowed down to investigate the informations help to improve motivation staff at headoffice in G-BI company - Location: Number 31 210/41 Đội Cấn, Ba Đình, Hà Nội, Việt Nam - Time: From 2014 to 2016 1.6.Rearch structure The thesis includes four chapters: Chapter 1: Introduction Chapter 2: Theoretical framework on staff motivation Chapter 3: Analysing current situation of staff motivation in GB-I company Chapter 4: Recommendation for improving staff motivation at G-BI international knowledge management joint stock company CHAPTER 2: THEORETICAL FRAMEWORK ON STAFF MOTIVATION 2.1 Nature of staff motivation 2.1.1 Definition of staff motivation Motivation is the motivation for all human actions This is an intrinsic state that provides energy and directs people into purposeful behaviors The basis of motivation is emotions, which in particular are based on evasion, negative emotional experiences, and positive emotions Staff motivation: In the present , the human resources of the organization play a very important role, which is the decisive factor in the success of the organization's business Motivation in the workplace is one of the most important aspects of human resource management in the enterprise, which motivates employees to work hard to improve their productivity There are many different perspectives on motivation in staff but all have the most basic commonality According to the curriculum of MSc Nguyen Van Diem - Associate Prof Dr Nguyen Ngoc Quan (2014) "Staff motivation is the aspiration and willingness of the employees to increase efforts towards such a goal and result" According to the organizational behavioral curriculum of Dr Bui Anh Tuan, (2009) "Staff motivation is the internal factor that motivates people to work actively in conditions that allow for productivity and high efficiency Expression of motivation is the willingness, effort and passion to work towards the goals of the organization as well as the employees themselves " For the same motivation in labor is the effort, the effort from each worker himself So the goal of managers is to create motivation for employees to work to the highest efficiency for the organization From the point of view of motivation in labor above, we can see that labor motives have the following characteristics Labor motivation is expressed through the specific work that each employee is taking and during his or her pregnancy for the organization This means no joint labor motivation for all workers Each employee engaged in different jobs may have different motivations to work more actively Labor motivation is linked to a particular job, organization and work environment Labor motivation is not entirely dependent on the individual personality traits it can change often depending on objective factors in the job At this point a worker may have a very high motivation but at other times the motivation is not likely to remain in them Voluntary labor motivation depends on the workers themselves, and the workers often take the initiative to work hard when they feel no pressure or pressure on the job When working voluntarily, they can achieve the best productivity Labor motivation plays an important role in increasing labor productivity when other input conditions not change Labor motivation as an invisible force from inside man motivates them to work more aggressively However, labor force is only a source for increasing labor productivity rather than a condition for increasing labor productivity because it depends on the level and skill of employees, Learn the technology of the production line Nên có thêm trích dẫn tác giả khác, nước ngồi, viết tiếng anh- tham khảo luận văn khác viết 2.1.2 The role of staff motivation - For workers Increase personal labor productivity: When labor motivates workers, they will love work and work hard, resulting in a markedly improved personal productivity Increased productivity leads to higher wages and higher income for workers Promoting creativity: Creativity is often promoted when people feel comfortable, willing to something ... this, G- BI international knowledge management joint stock company (G- BI) has made great efforts in improving staff motivation in recent years However, the improving staff motivation in the company. .. on staff motivation Chapter 3: Analysing current situation of staff motivation in GB-I company Chapter 4: Recommendation for improving staff motivation at G- BI international knowledge management. .. about motivation staff in company To analyse the current motivation staff in G- BI international knowledge management joint stock company to find solutions to improve motivation staff in GBI company