Tiểu Luận Kết Thúc Học Phần Xã Hội Học Và Hành Vi Tổ Chức.pdf

Question 2: Apply Maslow's theory, the theory of fairness and the theory of two factors maintenance and encouragement, 3 elements of David to In creating motivation for employees in the

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Question

1: Do you understand what is motivates and motivates you to work?

Question 2: Apply Maslow's theory, the theory of fairness and the theory of two factors (maintenance and encouragement), 3 elements of David to In creating motivation for employees in the organization you know

WORK

In nature, all human activities are purposeful activities For this reason, managers need to understand the psychology, behavior and motivation of employees as well

as how to Motivate them Because only when you have the motivation to work, people can achieve the highest performance and bring the most benefits to the business In terms of definition, motivation to work and create motivation to work 1s understood as follows:

1.1: Definition of "Motivation to work"

1.1.1: "Motivation to work" The process of initiating and maintaining targeted behaviors, which is what drives your actions people Motivation describes why a person does something

1.1.2: " Motivation to work": Is the desire or willingness to make an effort in a person's work Motivating factors may include wages and other benefits such as the desire for status and recognition achievement perceptions , relationships with colleagues , and the feeling that their work is useful or important

Employee motivation is key to an organization's success That's the level of commitment, engagement, and work energy that the members of the company bring Without the motivation to work, companies will suffer from reduced productivity, lower output levels, and it is likely that the company will not achieve

it Important goals

1.2.3: "Motivation to Work" as defined by some celebrities:

« According to Bedeian (1993) is the attempt to achieve each individual's goals Kreitner (1995) 1s a psychological process in which it directs individual behaviors for certain purposes

According to Higgins (1994 ) is the thrust from within the individual to meet unfulfilled needs

Therefore, the motivation to work is understood as the internal factor that motivates people to work within the scope of their forte to create energy quality, quality and efficiency at work From a psychological point of view, motivation is considered as

a factor that motivates the subject to take action to meet the needs of the subject, having an impact It stimulates the enthusiasm of human labor From a management perspective, work motivation 1s the individual's desire and willingness to improve and his or her own efforts to achieve it The goals of the individual and the organization It comes from each person's desire and willingness to enhance his or her own efforts to achieve the desired result Employee motivation is key to the organization's success This is the level of commitment, commitment and working energy that company members bring Without motivation, companies become less productive and fail to achieve important goals That requires each person to be different, to have different motivations , and that managers must grasp other needs Each employee's efforts to provide appropriate treatment policies

1.2: Motivation

to

work1.2.1: Definition: Motivation to work for employees can be understood as measures that managers take to make Employees meet both the employee's goals and the needs of the employee Empower them to work with passion both physically and mentally, maximizing their creativity in the process of working Goals are also one of the issues that every business needs to focus on in the field of management Managers need to set goals based on the needs and desires of employees and give them enthusiasm and excitement and effort in the process of working To do this, managers must determine what the employee's goals are and be able to anticipate and control Control their behavior by identifying their motives and needs

Managers always want their employees to try their efforts , they have to use all incentives for Employees, at the same time, need to create the best conditions for employees to complete their work In this day and age Motivation is no longer a matter of wages, annual bonuses or good benefits Employees they need more if they stay with an organization, including internal motivations and external motivations

1.2.2: The meaning of motivation to work A good leader is someone who grasps psychology and motivates to

work to motivate The spirit of the staff Only when the productivity of employees

is boosted can the efficiency of the company be maximized and bring many benefits Especially for the business situation of the business Therefore, creating

motivation for employees brings the following basic meanings:

* Increase labor productivity , increase competitiveness, expand and dominate the market

« Awaken the working potential of employees, make employees enthusiastic , enthusiastic to give their best to the organization,

« Make employees satisfied, respected in their work, help them realize their legitimate human aspirations

Avoid employee boredom and dissatisfaction with the organization

1.2.3: Motivation to

work is an important part of corporate culture However, managers also need to be grasping and flexible in their motivational methods There are 2 most basic methods for motivating to work in management:

* Method 1:

o Identify the highest bridge of the employee

Seek to satisfy that need, while directing satisfaction toward the realization of the organization's goals

o Applies in case the employee already knows the goal and has a need to

accomplish it

Method 2:

o Arouse the hidden needs of employees by introducing goals and making them interested in the audience to create the will

Give incentives to create aspirations that turn into action

o Applied when the target is new

1.3: Conclusion:

It is easy to see that motivation to work is a very important part Because this is the internal strength of every business, a company when having high employee performance , it will definitely also achieve great productivity and reap a lot of profits However, being flexible in motivating employees is also a major challenge for managers The motivation to work must meet the essential needs of employees

in order to motivate them to contribute more to the business karma

Question 2:

2.1: Maslow Demand Theory

Admittedly, Maslow's need theory: In Maslow's view, human behavior stems from their needs Human needs are diverse and abundant, from low to high, and the lowest pyramid represents the most basic needs Meet first , then come the most basic needs higher, including:

Physiological needs : This is the lowest level in maslow's hierarchy of needs, which are the basic needs for human survival as consciousness food, water, shelter, clothes

2- Safety needs: Are the needs of stability, safety, protection from danger, safety of property, life, health, family

Social needs: The need to communicate, express and be noticed in society Respected need: This is a need to be evaluated by others , respecting the results achieved in work and life, or in other words, It's a need to show personal self- esteem

5- The need for self-improvement : Are the needs to develop, fulfill the shortcomings of yourself, satisfy your passion, achieve The highest achievements in work and life

This theory is considered a "guide" for managers to run and motivate their employees In this theory, managers realize how important the individual needs system's impact on labor dynamics is To motivate employees, managers must understand and know where employees are in the five tiers of demand, and meet the needs That's the employee's request when the organization allows it

2.2: Frederick Herzberg's two-factor theory (1959)

Second, Frederick Herzberg's two-factor theory (1959) Herzberg proposes two factors that motivate employees to work within the organization: hygiene and motivation Retention factors include: monitoring methods, income distribution systems, relationships with colleagues, working conditions, company policies, personal life, status and interpersonal relationships If these factors are not addressed well, it will create discontent, but if resolved satisfactorily , it creates a situation without discontent It's satisfying, but it's not necessarily satisfactory

As for the motivational factors include: the challenge of work, the opportunities for promotion, the meaning of achievements, the recognition of the public What is done, the meaning of the responsibilities If these factors are addressed well, it will create satisfaction and thereby encourage workers to work more actively and hard But if not solved well, it will create a state of dissatisfaction but not necessarily discontent (quoted from Nguyen Huu Lam, 2011, p.124)

2.3: David McClelland's Theory of Need

David McClelland's theory of need He believed that humans had three basic needs: the need for achievement, the need for alliances, and the need for power People with high achievement needs always want to do better at work They want to overcome difficulties and obstacles They want to feel that their success or failure is the result of their actions This means that they like challenging jobs People with high achievement needs will be motivated to work better (quoted from Nguyen Huu Lam, 2011, p 121) The needs of the union are the need for love, friendship, etc Workers with union needs will do a better job that requires relationship and

collaboration skills to succeed public They love to do the work of creating friendly and social relationships (quoted from Nguyen Huu Lam, 2011, p.122)

The need for power is the need to control and influence the work environment of others, control and influence others ( quoted from Nguyen Huu Lam, 2011, p.122), who have this need prefer to be in a competitive and valued position The need for power is seen as the height of the fame of individuals

Thus, the need for power has shown that managers who want to encourage workers

to work and stick with the business must study the level low elevations of these three types of needs to take reasonable incentive measures

3.4: The Theory of Fairness (Stacy Adams)

According to the Theory of Fairness (Stacy Adams), we find that employees in an organization always want to be treated fairly They tend to compare their

contributions with the compensation and rewards ( personal assets) they recetve Moreover, they compare their dedication, dedication, compensation , and rewards with others (social justice) (social justice) ( social justice) ( quoted in Nguyen Huu Lam, 2011, page 129) According to this theory, creating equity will help strengthen employee relationships, motivate , and increase humor their hearts, thereby making employees more productive and engaged at work Conversely, if employees feel they are contributing more than they get, they may lose their enthusiasm And dedicated to work and organization There are many ways in which people express dissatisfaction: decreased enthusiasm, stopped working hard, became irritable , evading tasks at work, etc We understand that there will be no absolute justice The justice here is

not how much the worker receives but the perceived justice, in other words , the worker's perception of Fair The theory of fairness requires leaders to pay attention

to the factors that govern workers ' perceptions of fairness and thereby impact to give workers an awareness of fairness

3.5: Applying theories in the work motivates work to work in the business: 3.5.1 Physiological needs are basic

needs related to human physiological factors, such as the desire to eat, bending ,

sleep, stay, sex, excretion, breathing, rest, rest These basic needs are all necessities, for if man is unable to meet these needs, they cannot survive, so in their daily lives they will have difficulty in continuing and surviving At this company, Google provides its employees with the following "Google employees ”:

- Google employees can do the following other useful work at the company, such

as laundry, haircuts, etc Free fitness classes are offered to all employees, including indoor gyms and positive habits such as exercise with Personal trainer - Three meals a day: Buffet-style restaurant is stylishly designed with a luxurious, trendy theme But it's also very modern Google's apartment , full of food and a spacious lunch place, is fascinating

- "Giant" Google also does not regret the cost of investments in equipment, entertainment facilities for the office, to Employees at the company can freely use any dimples, such as the " voice training" room for those who work people who are passionate about singing, gaming machines , swimming pools or colorfully designed massage services

3.5.2 Safety Needs - Health Services: - If employees are tired, doctors are always

on duty at Go's offices ogle to take care of the health of employees When necessary, Google employees will receive physiotherapy and orthopedic services at Google's headquarters Stress prevention is the office of the world's largest search engine These special "capsule" rooms are designed with soundproofing and complete lighting - Safe travel: Google has a shuttle bus Employees come and go from the office Silicon Valley has long been called the " worst" area for

transportation in the United States In response, Google has found a way to turn itself into a shipping provider As a result, it attracts more gray matter , and Google gets more benefits because employees aren't wasting their time at work About 1,200 employees use the car

Google cares about the whole family of employees: Google employees who just gave birth are paid $ 500 / month to buy food outside When you take it home, the company has a place to take care of you Google employees get paid even after death: If an employee dies, Google will take care of their family N that one Regardless of how long the deceased employee has worked for Google, the

deceased employee's spouse will recetve a check give 50% of their monthly salary for 10 years Any children of deceased employees will receive $ 1,000 per month until age 19 This system can be extended for another 4 years if the child is a full- time student Google pays employees who have died, showing that children are always at the top of the workplace when it comes to working conditions at Google 3.5.3 This need is also known as the desire to belong to a department, an organization (the need belongs) or the need to belong to love This need is expressed through the process of communicating looking, making friends, finding a lover, getting married, joining the community, go to work, go on a picnic, join a club, workgroup, etc Sign up on Google:

Allow employees to bring pets into the office to create workspaces and increase the flow of information

- Google regularly takes employees to outdoor activities, such as skiing, watching movies, picnics ., Google has organized for employees to participate in camping outdoors, playing games together, working in teams helps to improve morale and work efficiency

During the holidays, Google always hosts company parties

- There are prayer rooms for employees, regardless of their beliefs, enabling employees to participate in religious organizations spear

Google once opened a casino in the company's cafeteria, for employees to "intern" and play together before visiting Las Vegas

In addition to developing governance policies to meet basic needs such as safety, physiology and society, Google also focuses on satisfying high-level needs such as respect and self-improvement of employees to create motivation to work

3.5.4 In order to be treated with respect, Google's management is committed to implementing a work environment that understands and respects its employees: prohibiting behavior harassment , intimidation, bias, and unlawful discrimination against any type of employee There are specific programs and policies, such as: