Khóa luận tốt nghiệp: A Study on the Motivation for Employees in Tame Vietnam Company Limited from 2020 to 2022 and some Recommendations.

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NATIONAL ECONOMICS UNIVERSITY

FACULTY OF FOREIGN LANGUAGESDEPARTMENT OF BUSINESS ENGLISH

NGUYEN THU THAO

A STUDY ON THE MOTIVATION FOR EMPLOYEES AT TAMEVIETNAM COMPANY LIMITED FROM 2020 TO 2022 AND SOME

RECOMMENDATIONS

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NATIONAL ECONOMICS UNIVERSITYFACULTY OF FOREIGN LANGUAGES

DEPARTMENT OF BUSINESS ENGLISH

NGUYEN THU THAO

A STUDY ON THE MOTIVATION FOR EMPLOYEES AT TAMEVIETNAM COMPANY LIMITED FROM 2020 TO 2022 AND SOME

Hanoi, April, 2023

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Nguyễn Thu Thảo — 11194837 — Business English 61B

I would like to show my grateful to Ass Pro Dr Pham Thi Thanh Thuy, mysupervisor because of her encouragement and advice Her kind support and crucialadvice saw me through writing our thesis Mrs Thuy’s assistance and instructionsgreatly aided me in my work The thesis would have been extremely difficult tocomplete without her explanation and motivation.

I am also grateful for research assistance from TAME Vietnam Company

Limited As well as granting me the opportunity to intern and experience an energetic

and qualified working environment, the company also provides me with company datathat is particularly valuable for research purposes I want to express my gratitude toMr Tran Van Tuan, the General Director of TAME Vietnam Company Limited, for

allowing me to intern at TAME They also supported me with expert advice and

meaningful judgments, which helped me gain valuable experience to advance mystudy.

In conclusion, I would like to show my gratitude to all participants who tookpart in the questionnaire, I would not have completed my study without their help.

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EXECUTIVE SUMMARY

HR is the most significant resource contributing to a company’s success It isparticularly significant to note that TAME Vietnam Company Limited is a multi-brand corporation in manufacturing and retailing healthcare products and servicesfield, so it needs to concentrate on improving HR management effectiveness andquality It was for this reason that the author chose the topic "A Study on theMotivation for Employees at TAME Vietnam Company Limited from 2020 to 2022and some Recommendations”.

After researching and analyzing previous studies, as well as the TAMEVietnam Company Limited context, the author studied motivation for employeesthrough Herzberg's Two-Factor Theory.

It is imperative to receive responses from TAME’s current and formeremployees The questionnaire was sent to 97 employees of TAME Vietnam CompanyLimited The author used the survey results to find out the company’s problem andpropose some recommendations.

The factors contributing the most impact on motivation for employees at

TAME Vietnam Company Limited are the motivator factors, and the hygiene factors.

These factors have an influence on improving the motivation at the company.

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LIST OF TABLESTable 1.1: Structure of HR

Table 3.1: Expenses for training activities in the company from 2020 — 2022Table 3.2: Employee responsibilities after training

Table 3.3: The job complexity coefficient.

Table 3.4: The average income at TAME Vietnam Company Limited in 2022Table 3.5: Distribution of bonus levels according to labor classification.

Table 3.6: The bonus on the company's public holiday from 2020 to 2022Table 3.7: The salary during the company's leave period in 2022

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LIST OF FIGURES

Figure 1.1: Structure of organizational management of TAME Vietnam CompanyLimited

Figure 1.2: HR Department Structure of TAME Vietnam Company Limited

Figure 2.1: Maslow’s Hierarchy of Needs

Figure 2.2: Herzberg's Two-Factor Theory

Figure 3.1: Working environment.

Figure 3.2: The level of suitable job.Figure 3.3: Training

Figure 3.4: Payment time.

Figure 3.5: The income monthlyFigure 3.6: Company’s benefits.

Figure 3.7: Employee performance evaluation

Figure 3.8: Promotion opportunities.

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TABLE OF CONTENTSACKNOWLEDGEMENT

EXECUTIVE SUMMARY

LIST OF ABBREVIATIONSLIST OF TABLES

LIST OF FIGURES

TABLE OF CONTENTSINTRODUCTION

Research objectivesResearch questionsScope of the study

Research methodologyResearch structure

CHAPTER 1: INTRODUCTION TO TAME VIETNAM COMPANY LIMITED1.1 An Overview of TAME Vietnam Company Limited

1.1.1 The process of formation and development of TAME Vietnam CompanyLimited

1.1.2 Detailed information about TAME Vietnam Company Limited1.2 Management Organization Characteristic

1.3 HR Organization at TAME Vietnam Company Limited1.3.1 HR department

1.3.2 Overview of company's HR

CHAPTER II: THEORETICAL FRAMEWORK

2.1 Some concepts related to motivation for employees in the company.2.1.1 Needs

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Nguyễn Thu Thảo — 11194837 — Business English 61B2.2.4 Herzberg's Two-Factor Theory

2.3 Criteria for evaluation of labor motivation in the company2.3.1 Motivation through hygiene factors

2.3.2 Motivation through motivator factors

CHAPTER II: A STUDY ON THE MOTIVATION FOR EMPLOYEES INTAME COMPANY LIMITED FROM 2020 TO 2022 AND SOMERECOMMENDATIONS

3.1 Motivational activities in the company3.1.1 Motivation through hygiene factors

3.1.2 Motivation through motivator factors

3.2 Assessment of motivational status in TAME Vietnam Company Limited3.2.1 Strengths

3.2.2 Limitations and causes.

CHAPTER 4: RECOMMENDATIONS4.1 Improve job analysis.

4.2 Innovate the work performance evaluation.4.3 Improve salary payment.

4.4 Develop a suitable reward and benefit regime.4.5 Improve working conditions.

4.6 Strengthen mental stimulation measures for employees.4.7 Advance professional skill for employees

CONCLUSIONREFERENCESAPPENDIX

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HR in a company plays a significant role, which is the key factor for failure or

success in a company Motivation can be said to be one of the crucial factors in HRmanagement in enterprises It promotes employees to work and improves laborproductivity Some research indicates that when we feel bored, we intend to give upquickly when having difficulties (Peterson, Maier, & Seligman, 1993).

Along with the development of the market economy, employees’ livingstandards are gradually improving, and they also arise from many other needs Whenemployees realize their needs have been met, they will work more enthusiastically.On the other hand, if employees are not motivated to do their jobs, it is difficult toachieve the company’s goals because they only work to complete the tasks assignedto them with no creativity or enthusiasm It is only as part of their labor contract thatthey view the work they do as their obligations to the company.

At the same time, following the trend of economic development, there are moreand more jobs that require a lot of HRS, especially high-quality HR Therefore,meeting the requirements of employees to motivate them is essential Enterprises needmethods to attract and retain employees - one of the most important factors to help acompany stand in a dynamic and changing market economy Thanks to workers whowork efficiently, businesses can survive, compete, and develop strongly.

TAME Vietnam Company Limited is not beyond this scope, it is necessary to

have good solutions to complete this meaningful work TAME Vietnam Company

Limited is a multi-brand corporation manufacturing and retailing healthcare products

and services Through the process of learning about the practice of HR managementat TAME Vietnam Company Limited, I realized that besides the achievedachievements, there are also problems and disadvantages such as employees not reallycommitted to the company, workers leaving work at a high rate, the company spendsa lot of time and money on recruiting and training employees,

HR is the most critical resource of an organization, especially in a fiercelycompetitive environment nowadays To develop and maintain these resources,

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managers need to know how to motivate their employees to work Motivation forworkers in Vietnam companies has not achieved desired success although there havebeen many reward policies (Nguyen Dang Phuong Truyen, 2020) That is why theauthor chose the topic "A Study on the Motivation for Employees in Tame VietnamCompany Limited from 2020 to 2022 and some Recommendations".

(2) What do these present motivations influence employee’s efficiency most?

(3) What would managers of TAME Vietnam Company Limited do to increasemotivation among their workforces?

Scope of the study

(1) Spatial dimension: TAME Vietnam Company Limited.(2) Time: Over 3 years from 2020 to 2022.

(3) Research scope: Focuses on employees of Tame Vietnam Company Limited.

Research methodology

(1) Method of collecting information

- Collecting secondary data: collecting secondary data from the company onthe current situation of motivating employees (money regulation, salarydocuments issued by the Company related to the program motivational process

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for workers; quantity of employees, qualifications ); data of statisticalagencies (state economic development ), results from research results of theauthors (articles, textbooks ) to build the theoretical framework in Chapter 1.

- Primary data collection: Conduct surveys The questionnaires are built withquestions showing the level of evaluation of employees with each contentmotivation to work at The survey is printed and sent directly to individualsworking in departments at TAME Vietnam Company Limited.

(2) Information processing method: the collected information is analyzed,compared, and contrasted easily to make comments on advantages anddisadvantages to motivate employees at TAME Vietnam Company Limited.

(3) Research process

Step 1: Research theoretical models to motivate employees.

Step 2: Design questionnaires to survey officers’ satisfaction withmotivational policies for employees at TAME Vietnam Company Limited.

Step 3: Conduct surveys and collect questionnaires This survey helps theassessment be more objective.

Step 4: Analyze the data The survey results will be gathered into rows tocompare with different criteria to clarify the satisfaction of companyemployees.

Step 5: Propose some recommendations to improve motivation for employeesat TAME Vietnam Company Limited.

Research structure

This report has four main parts:

Chapter 1: Introduction to TAME Vietnam Limited Company.Chapter 2: Theoretical Framework.

Chapter 3: A Study on the Motivation for Employees at Tame Vietnam CompanyLimited from 2020 to 2022 and some Recommendations.

Chapter 4: Recommendations.

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CHAPTER 1: INTRODUCTION TO TAME VIETNAM COMPANY

1.1 An Overview of TAME Vietnam Company Limited

1.1.1 The process of formation and growth of TAME Vietnam CompanyLimited

According to the official website of the company, TAME Vietnam Company

Limited is a multi-industry corporation in manufacturing and retailing healthcare

products and services to improve Vietnamese people's living standard Established in2016, with its long-term vision, TAME Vietnam Company Limited focuses oninvestment and development with 03 key strategic brands: TAME, TAHOMES,TASA

2016: Establishment of TAME Vietnam Company Limited: Prestigious brand

operating in beauty and healthcare.

2017: Establishment of TAHOMES INTERIOR DESIGN &

CONSTRUCTION COMPANY LIMITED: A company that provides brand

consulting, furniture design, and construction, as well as the introduction of chocolate

LYL, the first beauty brand.

2019: Merged 3 companies TAME - TASA — TAHOMES Established TAHoldings: A interdisciplinary corporation in manufacturing and retailing health careproducts and services to improve Vietnamese people's lives and officially launchedChocolate KYS Cosmetic Brand: Fruitfully called for venture capital and received aglobal expansion strategy consulting package from international experts Lay the firstfoundation through the biggest e-commerce website Amazon.

1.1.2 Detailed information about TAME Vietnam Company Limited- Company English Name: TAME Vietnam Company Limited

- Company Vietnamese Name: Công ty TNHH TAME Vietnam- Type of company: Company Limited

- Start date: 26"" February 2016

- Email address: tuyendung.tamegroup @ gmail.com- Website: tamegroup.vn

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- Mission “TA — We”: TA Holdings was born to vibrate and make lasting worthfor all partners, workers, and customers.

- Vision: Becoming an innovating multi-industry company in manufacturingproducts and services to improve the living standard for Vietnamese people and

exporting to international markets.- Core value

+ Dedicated to clients.+ Regulation is power.+ Learning and creating.

+ Exceeding the goals aggressively.+ Respect each other.

- There are three main business lines at TAME Vietnam Company Limited:beauty and health care; consulting, design and construction of home and business

furniture; training, and strategic consulting.

1.2 Management Organization Characteristic

The company's operating machinery is presented in the following figure:

Figure 1.1: Structure of organizational management of TAME VietnamCompany Limited

Resource Accounting Department DepartmentDepartment Department P P

(Source: HR Department, TAME Vietnam Company Limited)Board of Directors:

The head of TAME Vietnam Company Limited is the Director.

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The Director, the highest executive of the company, directs all production andbusiness operations of the company This includes strategic planning,organizational performance, checking, assessing, adapting, selecting plans, andmobilizing resources to carry out the plan The Director is responsible formanagement activities and staff appointments The Director is the greatestrepresentative of the lawful entity of the enterprise He is the representative of theowner, the account holder, and responsible before the government and companyboards.

HR Department

Propose and advise on HR approaches for the business and plan HR activitiesin each period to match the corporation's business approach from time to time.Operate the department budget following the accepted budget to optimizeoperating expenses The present HR Department concentrates on growing tasksincluding drawing and developing talents; culture growth and internal interactions;

HR management and training.

Finance and Accounting Department

Build, plan, and implement company financial activities Advise the

corporation's leaders in the management, inspection, supervision, and executionof financial and accounting regimes Maintain records of all equity, liabilities,assets, financial revenue and payments activities, and commercial results inaccordance with the company’s internal rules.

Marketing Department

Propose and advise on brand marketing approaches for the corporation Planmarketing activities for each period to match the enterprise's business approachfrom time to time Build and develop subject for brand advancement campaigns,including campaigns for products Manage and optimize advertising campaigns onplatforms Develop, implement, and control the department's finance according tothe accepted budget to optimize operating expenses.

Sales Department

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Advise company leaders on business approaches Build up commercial plansand strategies, and accomplish sales targets monthly, quarterly, and annually.Monitor and check the quality of products and work of other sectors to supplyclients with high-quality services Identify joint ventures, suggest joint ventures,and select investment partners based on research Plan to buy machinery andequipment for business and production activities Provide regular updates onalternatives, ways to cooperate with customers, and strategic situations.

1.3 HR Organization at TAME Vietnam Company Limited1.3.1 HR department

Currently, the company's HR Department has 9 employees.

Figure 1.2: HR Department Structure of TAME Vietnam Company Limited

(Source: HR Department, TAME Vietnam Company Limited)

The HR Department includes 1 manager, | deputy manager, | recruitmentstaff, 3 training staff, 2 internal communication staff, and 1 administrative staff The

Department's structure has been fully met and developed well in the areas ofmanagement The Department staff have many years of HR experience.

1.3.2 Overview of company's HR

The company had 108 employees on December 31, 2022.

The company's HR have an average age of quite young, with an average ageof 30 years old The number of young employees from 18 to 30 years old of the

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company accounts for 35.18% The majority of company employees are between theages of 31 and 45, accounting for 48.15% Currently, the company's age-based laborcharacteristics are good and reasonable because the age group from 46 to 60 years oldaccounts for a very small percentage, and most of them are in the management andleadership blocks, who are the first to work since the company was established.

Table 1.1: Structure of HR

Total number of staff

Content Postgraduate | Higher | Vocational | High

: Total

level education school school

1 Classified bygender:

- Total number of

female staff 8 60 8 8 84

- Total number of 2 20 2 0 24male staff

(Source: HR Report 2022, HR Department, TAME Vietnam Company Limited)

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CHAPTER II: THEORETICAL FRAMEWORK

2.1 Some concepts related to motivation for employees in the company.2.1.1 Needs

"Needs" are mentioned as the object of study in most biological and socialsciences An individual's need for material and spiritual development is apsychological concept relating to their requirements, desires, and aspirations as wellas their desires in terms of physical and spiritual development For example, demandfor food, drink, housing, living facilities, living environment, working conditions,

Needs are individuals' requirements for survival and development Needs areusually requirements that rise from low to high At the highest level, needs are diverse,and multifaceted, changing according to the context (individual, social) (Luong VanUc, 2011).

Needs are understood as the psychological state that human would like tosatisfy with something and want to have it This is associated with the survival andgrowth of people, communities, and social collectives.

The needs of people can be divided into two types: material needs and spiritualneeds The satisfaction of material needs depends on the financial remuneration thatthe employee receives The higher the remuneration, the higher the satisfaction withmaterial needs In the meanwhile, spiritual needs depend on the types of work, thebehavior of the manager and the collective labor (Maria Montessori, 2017).

Nowadays, with the growth of the economy, considering the right needs ofemployees is an efficient strategy so that managers can have appropriate methods tosatisfy employees' needs, creating a favorable atmosphere for staff to work anddedicate themselves to the business.

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Motivation is a personals wish and willingness to increase the personal'sresistance to get a certain result or goal (Nguyen Van Diem, Nguyen Ngoc Quan

Following the above definitions, we can provide a general understanding andmotivation for the concept Motivation is defined as everything that motivates,encourages, and motivates individuals to perform specific behaviors.

There are many concepts of work motivation; each concept includes a differentpoint of view, but all of them clarify the nature of labor motivation in some way.

Work motivation describes the readiness of workers to rise their effort towardcompleting organizational targets (Nguyen Van Diem, Nguyen Ngoc Quan 2007).

Work motivation is the internal forces that motivate humans to engage inefficient and productive work Motivation is the passion, readiness, and effort to workto accomplish the objectives of the corporation and the workers themselves” (PhamThuy Huong, Pham Thi Bich Ngoc, 2016).

In general, labor motivation refers to the internal factors that motivate peopleto work actively in conditions that lead to high productivity and efficiency Motivationis the willingness, effort, and passion to work to achieve the goals of the organizationas well as the employees themselves (Truong The Con, Le Quang Duc, 2020)

2.1.3 Generate motivation for employees.

Scientists have studied work motivation for HR in general and for employeesin organizations.

Generate motivation is the synthesis of behaviors and measures used bycompanies and managers to motivate employees and motivate them to accomplishtheir targets Measures introduced can include financial incentives, non-financialincentives, and how the organization's behavior is reflected from its perspective (LeThanh Ha, 2011)

Generating motivation is a system of measures, policies, and management tipsthat impact staff to make employees motivated at work (Pham Thi Bich Ngoc, PhamThuy Huong, 2016).

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Nguyễn Thu Thảo — 11194837 — Business English 61B2.1.4 The role of motivation for employees

Motivation for employees is a crucial step in HR management, which hasprofound significance not only for workers but also for organizations, businesses, and

For staff, motivation helps them work more enthusiastically, therebyincreasing labor productivity and income It also helps employees improvethemselves When employees are motivated at work, they perform harder, acquiremore work experience, and cultivate their knowledge and qualifications In addition,employees working with a comfortable mentality will eliminate mental illnesses andavoid unfortunate labor accidents caused by psychological pressure.

For businesses, the most significant goal is business effectiveness To completethis target, the human factor plays a key role Thus, managers need to focus onsolutions to motivate and encourage workers to work effectively Moreover, it also

improves labor efficiency and increases organizations’ productivity, revenue, and

profit Motivation is the most effective way to use employees to increase businessproductivity When a company creates positive motivation, it reduces labor costs and

attracts highly qualified workers Besides, creating motivation also improves thereputation and image of organizations and businesses It builds effective relationshipsbetween employees and between employees and the organization, contributing to a

healthy organizational culture.

For society, creating motivation will increase labor productivity and socialmaterial wealth, thereby promoting economic growth Therefore, everyone's life willbe happy and healthy, and society will be stable and prosperous.

2.2 Motivational theories

There are many theories of motivation that show different approaches to

motivation However, all theories conclude that increasing employee motivation leadsto improved performance and organizational wins.

2.2.1 Maslow’s Hierarchy of Needs Theory

Abraham Maslow believes that people have many needs that are expected tobe met and arranged in a certain order According to Maslow, humans have five needsthat need to be fulfilled and are arranged in order (figure 2.1) Maslow’s theory states

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that when each of these needs is fulfilled, the next level need becomes more critical.Fulfillment of personal needs will follow the same hierarchy as above Though noneed is totally satisfied, a need that has been satisfied is no longer motivating.Therefore, Maslow believes that managers need to understand which employees arein the hierarchy of needs to motivate employees.

(Source: Understanding Business)Physiological needs: These are basic human needs, including food, clothing,shelter, and transportation These are essential needs to survive.

Safety needs: These are the needs to avoid physical danger, the danger of losinga job, losing property, and having money to live in old age (social insurance, healthinsurance ).

Social needs: They include the wish to have a attached relationship with others,

giving and receiving love, and coordinating.

Esteem needs: They include self-worth, achievement independence,recognition, and respect from others They lead to the satisfaction of power, prestige,position, and self-confidence.

Self-actualization needs: These are desires for progress and self-fulfillment,improving yourself, and developing your potential (Pham Thuy Huong, Pham ThiBich Ngoc, 2016).

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From understanding Maslow’s Hierarchy of Needs Theory, the author foundthat to motivate employees Solutions must be taken to satisfy HR needs Nobody hasthe same needs at the same time because different people have different needs atdifferent times However, according to Maslow’s principle, lower-level needs mustbe satisfied before encouraging higher-level needs.

2.2.2 Victor Vroom’s Expectancy Theory

Victor Vroom’s Expectancy Theory is a very critical theory in HR managementtheory, complementing Abraham Maslow's needs theory A person will act in a certainmethod based on their expectancy of a evident result or its attractiveness This modelwas announced by Victor Vroom in 1964 This theory was built according to theformula:

Expectancy x Instrumentality x Valence = Motivation

Expectancy: If we trust we can accomplish a task or complete the level ofperformance essential to accomplish our goal, we align with Expectancy.

Instrumentality: If we trust that our accomplishment will result in the executionof our target and/or desired result, we align with Instrumentality.

Valence: This is the worth and personal places on the bonus When wefaithfully wish for the end target, we align with Valence.

Motivation is the result of three factors These three factors encourage This isthe source of power managers can use to lead the collectives to complete the target.Promotion is highly appealing to employees when they want to do it If an employeebelieves that working well and on plan will be appreciated by the leader, he has a highlevel of expectation Nevertheless, if the workers understand that the enterprises willrecruit people from outside sources to fill positions or put them into managementpositions rather than push people inside the corporation at lower levels, it will bechallenged to motivate this staff to do job well Therefore, Victor Vroom’sExpectancy Theory shows that individuals will be motivated to work if they believethere is a relationship between effort and achievement The worker's achievementswill bring the employee deserved awards The employees’ reward will satisfy theirmost significant needs The desire to satisfy needs motivates workers to work hard(Pham Thuy Huong, Pham Thi Bich Ngoc, 2016).

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This theory has raised some issues to remember when motivating employees.Employee rewards are emphasized in behavioral theory, as well as expected behaviorfrom employees and individual expectations are taken into account This theorysupplies more evidence to clarify the nature of people’s behavior in specific jobs andidentifies problems with motivation and job performance The limitation of this theoryis that it is not easy to understand and apply.

2.2.3 Skinner’s Reinforcement Theory

This theory focuses on the use of repetitive influences, changing people'sbehavior to make people work more effectively, and preventing negative behaviors.These are rewards and punishment Reward encourages people to take positive action.Rewarding behavior is repeated While punishment prevents employees' negativebehavior The punishment will not be repeated Skinner asserted that the shorter thetime between the occurrence of the reward-punishment and the behavior, the moresuccessful the transformation in actions (Pham Thuy Huong, Pham Thi Bich Ngoc,2016).

Through this theory, the author found that HR managers should pay attentionto employees’ achievements and emphasize rewards in the management process Thisis because punishment can limit the unintended negative behaviors of managers, butit also causes employees' resistance.

2.2.4 Herzberg's Two-Factor Theory

Herzberg suggested that there are several factors related to job satisfaction, alsoknown as motivators These factors are distinct from hygiene factors Herzberg's Two-Factor Theory is expressed in figure 2.2.

Herzberg's Two-Factor Theory has very significant suggestions for managers:Employee satisfaction factors are different from those that causedissatisfaction Therefore, managers cannot look forward employee approval byremoving dissatisfaction reasons.

A satisfactory solution to motivating employees involves addressing both thefactors of motivators and hygiene at the same time.

Figure 2.2: Herzberg's Two-Factor Theory

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(Source: https://blogs.ubc.ca/comm292ziqingzhou/2017/04/02/64/)2.3 Criteria for evaluation of labor motivation in the company

The author chose Herzberg's Two-Factor Theory to solve the company'sproblem.

2.3.1 Motivation through hygiene factors2.3.1.1 Working conditions

The working atmosphere should be positive, colleagues should respect and

help each other, and superiors and subordinates should not be too tense, which resultsin a relaxed work environment.

Corporations also need to generate favorable working conditions for workers.The layout of equipment, working tools, lighting, and hygiene has a significant impacton employees’ working mood Removing difficulties to employee job performanceand supplying the essential conditions for the work are necessary to help workerscomplete their tasks well Suitable and appropriate surroundings will create conditionsfor staff to raise work motivation and reduce occupational accidents so that workerscan work effectively (Luong Van Uc, 2011).

2.3.1.2 Policies and rules

a Polices in division of labor.

A good division of labor for the job is the top concern of HR companies.Reasonable use of personnel creates unity, so it stimulates labor When staff aresuitably organized according to their capacities, they will feel more excited about theiremployment They will advance their skills and work efficiently On the other hand,if the arrangement is not right with their skills and qualifications, they feel that they

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work hard, are not interested in the job, and cannot upgrade their strengths or abilitiesfrom which work productivity will not be high, reducing work motivation.

b Organizational development goals

Companies always have short, medium, and long-term development goals andstrategies Therefore, it is necessary to make the most effective use of HR when otherresources are limited to achieve the highest efficiency In other words, the companymust have effective HR motivational policies.

c Company culture

Company culture is also one of the factors affecting the work motivation ofworkers Bringing cultural elements into corporate is a driving force to promotebusiness and production development Building a business with a strong culture willgreatly promote employee efficiency, especially in groups, and reduce labor turnover,contributing to helping the organization accomplish its goals.

2.3.1.3 Supervisor quality

Managers are the owners of the corporation, so their opinions on anymanagement problem are crucial to organization Therefore, company motivationalpolicies must be based on the employer's point of view The policies that valuemotivation will be prioritized for implementation and more money will be invested in

granting them a salary Salary is a significant factor because it helps workers satisfy

the basic needs of life, which are physiological needs in Maslow's hierarchy of needs(shelter, clothing, food, transportation) When the salary is high and stable, workerswill have a high standard of living This will create conditions for them to reproducelabor power and participate in accumulation.

A salary can only motivate employees if it meets the material needs of theemployees, helping them have peace of mind about their income The monthly

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payment must also ensure compliance with salary payment principles Salary methodsensure legitimacy and comply with legal documents Salary must be established basedon the job position, the complexity of the work, the scope of the job's responsibilities,and the requirements for experience, qualifications, and skills of the peopleperforming the job Salary paid to workers must be decided based on theirperformance to be worth their contribution (Nguyen Van Diem, Nguyen Ngoc Quan

b Bonus

Bonus in addition to salary to encourage employees is one of the importantremuneration tools in motivating employees increasing income for employees andencouraging them to work hard When staff get achievements, managers should knowhow to reward them promptly This must be done regularly, not at the end of the year.The election must be fair and reasonable The process of recognition or awarding mustbe solemn Reward information must be publicly disclosed to all employees, partners,

and especially the employees’ families.

Managers should also pay attention to recognizing and rewarding employees

who are not on the list of excellent employees However, they always do a good job,

and are attached to the company Being praised by managers, especially in front ofeveryone, for your achievements is one of the most effective ways (Nguyen Van

Diem, Nguyen Ngoc Quan 2007).

To enhance the motivating role of bonuses, it is necessary to determine therelationship between the bonus and the level of contribution of employees to thecompany Developing regulations on bonus consideration and reward evaluation mustbe clear, close, and consistent with working ability This will ensure fairness foremployees Welfare activities mean a lot to both employees and businesses Welfareactivities have a great deal of meaning to both employees and the company.

c Benefits

Benefits are indirect remuneration paid in the form of life support to

employees Benefits improve employees’ material and spiritual lives, therebyenhancing the business's reputation in the labor market Businesses that implementbenefits programs well will show interest in employees, contributing to peace of mindand motivation for employees.

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In addition to the full implementation of mandatory benefits as prescribed bylaw, the organization should pay attention to voluntary benefits for the purpose ofsupporting employees, encouraging them to feel secure and work as effectively aspossible through some programs: building houses, and supporting transportationmeans Organize trips, physical training, and sports for employees Benefits are alsoan effective motivational tool for employees in organizations Organizations need aclear and fair benefits system that meets employees’ aspirations (Nguyen Van Diem,Nguyen Ngoc Quan 2007).

2.3.2 Motivation through motivator factors2.3.2.1 Recognition

Employee performance evaluations must be conducted in a fair manner.Performance evaluation is a systematic, formal, and public measurement of jobperformance according to established standards.

For employees: Job performance assessment provides basic information aboutjob performance, to help them know their capabilities, and shortcomings in the

working process This is to learn from experience and improve job performance(Nguyen Van Diem, Nguyen Ngoc Quan 2007).

For managers: Performance evaluation helps them understand employees’performance status, from which they can make HR decisions such as remuneration,

promotion, training, and development The evaluation must be based on the

employee's completion level compared to job requirements (Nguyen Van Diem,

Nguyen Ngoc Quan 2007).

Enterprises need to develop a regulation on performance evaluationtransparently Employee performance evaluation is a key component of workmotivation The correctness of evaluation systems influences building regulations onsalaries and bonuses.

2.3.2.2 Responsibility

By establishing a job position standard, employees will be able to understandtheir duties, responsibilities, working conditions, and issues pertaining to theirpositions It not only has a significant impact on most HR management activities such

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