Topic factors affecting working motivation and employees’ satisfaction at heineken vietnam company limited

HO CHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES AND INFORMATION TECHNOLOGY Bisa oD FALCUTY OF BUSINESS ADMINISTRATION FINAL REPORT Subject: BUSINESS STATISTICS Topic: FACTORS AFFEC

HO CHI MINH CITY UNIVERSITY OF

FOREIGN LANGUAGES AND INFORMATION TECHNOLOGY Bisa oD

FALCUTY OF BUSINESS ADMINISTRATION

FINAL REPORT

Subject: BUSINESS STATISTICS

Topic: FACTORS AFFECTING WORKING MOTIVATION AND EMPLOYEES’ SATISFACTION

AT HEINEKEN VIETNAM COMPANY LIMITED

Lecturer: Le Huu Chau Student Name and Student Code:

Le Thanh Cuong — 19DH480959 Dang Le Nhu Quynh — 1SDH490643 Nguyen Thu Thao — 18DH490638

Ho Chi Minh City — December 2021

TABLE OF THE CONTENTS TABLE OF THE CONTENTS 0.00.0 ccccccececceneceeneeeeneeecneeeseeeeseceesecaesesaesasaeeaseeeseseeeeseeseseees i

CHAPTER I: INTRODUCTION 8 2

1.1 The background of the sfudyy - - Á Sàn HH HH HH HH HH HH HH 2 1.2 Research Objecfives Án HH HH HH HH KH HH HH Hà LH 2

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2.2 Importance and Signifiicance cà HH HH HH HH HH HH HH HH 3

2.4 People at HEINEKEN Yiefnam - -ẶLSà HH HH HH HH HH HH 6

0h 8 CHAPTER IV: RESULTS AND DISCUSSIONS Q1 ke, 9

4.1 Employees feel that they are growing sfeadÌÏÏy - Án“ Han 9

TABLE OF FIGURES AND TABLES Figure 1 Logo of HEINEKEN Vietnam S141 4 HH HH HH HH HH HH HH 4 Figure 2 Core values of HEINEKEN Vietnam in 2020 - - Á Sà 1121121121 1111111110111 k6 5

Figure 4 Health and safety (HEINEKEN Vietnam,2018) Ăn SH SH HH, 11 Figure 5 Survey results from the company (HEINEKEN Vietnam, 2018) -.<~e 11

EXECUTIVE SUMARY

At one time, people viewed the employee as a kind of good or service in which the worker sold his labor power to the company However, this view may have been changed in the world very early on Research by Elton Mayo (1924 — 1932) (Nhi, 2019) has shown that “workers are not only motivated by the money factor that pays for their labor An employee's behavior is also related to their contribution attitude — that is, employee motivation” Like HEINEKEN Vietnam, employees are an important factor in operating a large business In order to survive and develop products, HEINEKEN Vietnam must constantly improve itself and increase its production capacity Therefore, in order to create good conditions for employees to promote creativity and work effectively, HEINEKEN Vietnam needs to focus on factors affecting the behavior and satisfaction of employees To do this, HEINEKEN Vietnam must research and understand the needs of employees, thereby building an appropriate incentive system to stimulate the working capacity of employees towards the common goals of the enterprise

Today, the role of human resources is perceived as the leading important factor determining the success or failure of an enterprise The importance of policies as well as motivating factors in HEINEKEN Vietnam are the topics for this report The purpose of this article is to describe the importance of motivational factors in enterprises, as well as incentives, etc Despite our best efforts, due to our limited knowledge and expertise, it is unavoidable that there will be mistakes

We look forward to hearing the lecturers’ comments, assessments, and recommendations on how

to improve this report

Key words: job satisfaction, motivation, employees, work environment, corporate culture, organizing behavior

CHAPTER I: INTRODUCTION

Corporate culture and the work environment are always important when it comes to running a business Before entering employment, each individual brings his or her unique personality, profession, and experience to the organization Individuals, on the other hand, do not work alone in organizations They also have connections with coworkers, supervisors, and the company through rules, laws, regulations, and organizational changes When a person changes over a long period of time in an organization, that change affects the organization as well As a result, examining the interplay between individuals and organizations is critical

The organization exists before the individual begins to work and continues to exist after the individual leaves As a result, the organization becomes a third facet of organizational behavior HEINEKEN Vietnam Company Liability Limited is consistently rated among businesses with the best working environments in Vietnam The survey conducted by our team will analyze more closely the commitment, motivation, and job satisfaction of employees at HEINEKEN Vietnam Company Liability Limited

1.2 Research Objectives

The purpose of research is to survey, analyze, and find out what makes HEINEKEN sustainable development, what motivation has kept employees and how satisfied workers feel about goal commitment when they work at HEINEKEN Vietnam Company Liability Limited

1.3 Research Questions

What drives their staff to stay with the company for a long time? What kind of fulfillment does this business provide? How do employees feel about their workplace and organizational

culture?

1.4 Scope of the study

The subjects of the study and survey are the staff and employees working at HEINEKEN Vietnam Company Liability Limited Survey data and statistics will be selected by our team from official websites and articles with accurate confirmation This will make it easy to analyze the report and give solutions or recommendations in the best way

CHAPTER II: LITERATURE REVIEW 2.1 Theorical Basis

Human resources are one of the most important factors in determining a company's or organization's success or failure A developing organization or business must understand how to properly and efficiently utilize human resources Motivating people to work is one of the things that can be done to make human resources more successful Work motivation is an internal force that drives individuals to work hard in their own strength in order to increase productivity, quality, and efficiency at work Motivation is defined as psychological elements that stimulate action to meet the requirements of the subject and have the impact of activating the activeness of human work Management defines “working motivation” as an individual's desire and willingness to

advance, as well as their self-effort to achieve so

E.A Locke (1976) stated that “Employee satisfaction at work is an enjoyable or positive emotional state as a result of one’s job appraisal or work experience” Simply explained, employees’ job satisfaction is the positive emotion or attitude that they have toward their work When someone says he or she has “great work satisfaction”, it means he or she likes his or her job Feel good about it, and appreciate him or her for his efforts

There are three characteristics that lead to job satisfaction Employee contentment at work may only be inferred; it cannot be seen It is about how a person feels about their job Employee job happiness and job attitudes frequently go hand in hand A favorable attitude toward work is associated with job satisfaction, whereas a negative attitude toward work suggests job dissatisfaction Employee job satisfaction is commonly evaluated by how well job performance matches expectations Do you want to meet or exceed expectations?

Work motivation and job satisfaction are critical instruments for better attaining an organization's goals and are at the heart of all management processes Keeping workers motivated and satisfied on the job is a vital aspect of every HR strategy and company Employee satisfaction and motivation are deeply linked Motivation may be both external and internal Salary,

promotions, bonuses, benefits, and awards are all instances of extrinsic motivation, but work

satisfaction is an example of intrinsic motivation

Developing motivation to motivate workers to work and deliver satisfaction has the impact

of creating a link between employees and the business, retaining good employees, and lowering

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absence rates Boost employee satisfaction, trust, engagement, and dedication to the business by using the time and money spent on hiring and training new personnel Increase worker productivity and efficiency, as they are the foundations for boosting sales and profits Job satisfaction not only encourages people to stay with the company longer, but it also increases their faith in the company Employees will begin to care about their work rather than other difficulties, they feel responsible for the organization and try to produce better results to get appreciation from the company They will also be better at dealing with customers and building strong relationships with them

HEINEKEN Vietnam Co., Ltd is a member of the HEINEKEN Group — a world famous beer producer The HEINEKEN Group originated in the Netherlands; this is a family company with more than 150 years of history Currently, the group produces over 300 brands of beer and fermented apple juice in more than 190 countries, including Vietnam

HEINEKEN Vietnam was established in 1991 and, so far, the company has six breweries

in Hanoi, Da Nang, Quang Nam, Ho Chi Minh, Vung Tau, and Tien Giang Besides, the company has nine commercial representative offices throughout Vietnam When the company was first established, the company had only 20 employees Up to now, the number of employees working

at HEINEKEN has reached over 3,500 people Every year, the company makes a significant contribution to the development of Vietnam's economy, accounting for about 0.9% of the national GDP

HEINEKEN

— VIETNAM——

Figure 1 Logo of HEINEKEN Vietnam

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Figure 2 Core values of HEINEKEN Vietnam in 2020

The company believes that “People are at the heart of our development journey in Vietnam HEINEKEN Vietnam has created and is creating 183,000 jobs across the entire value chain, contributing 0.9% of the total national GDP” For three consecutive years from 2018 to 2020, HEINEKEN Vietnam has been honored as one of the best companies to work for in Asia,

according to HR Asia Best Media (HR Asia, 2020)

“HEINEKEN

HEINEKEN VIETNAM

“Our employees are the person to build the company’s working environment for themselves.” - Leo Evers, managing director, of HEINEKEN Vietnam

Figure 3 Testimonial of HEINEKEN Vietnam in HR Asia Best Media

2.4 People at HEINEKEN Vietnam

In HEINEKEN Vietnam's 2020 sustainability report, for the goal of “Human Development for a Better Vietnam — 2020”, Sustainable Development Director, Ms Le Thi Ngoc My said,

“People are at the heart of our company People include not only employees but also all individuals and organizations that contribute to the success of the company, such as business partners and distributors We consider it our responsibility to ensure that our stakeholders grow with the company while helping the communities in which we operate thrive” (Vietnam, 2021) Working environment in which “People are valuable” According to a 2016 survey of over 1,800 HEINEKEN Vietnam employees, “The employee engagement index at HEINEKEN Vietnam reached 87 percent and the performance index reached 86 percent More specifically, up

to 90 percent of employees believe in the development orientation and arrangement of the company, feel proud to be a member of the company More than 80 percent of employees love their current job and are satisfied with their career development path”

People are regarded as the most important aspect of all business activities at HEINEKEN Vietnam The organization has made a serious commitment to investing in and developing employees at all levels The organization will design intense training programs for recent graduates

in order to provide them with the most rapid learning and growth possibilities in the first two years Experienced personnel will get job-related professional skills training in order to enhance their

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potential and employment chances at HEINEKEN across the world Employees at HEINEKEN Vietnam are taught in soft skills and professional knowledge, and they are assisted in developing careers that are appropriate for each role and each individual's passion If they are qualified, they will be given the option to hold important positions to replace foreign specialists and work in other countries within the business if they are qualified Safety is always the most important factor at HEINEKEN Vietnam, especially for the sales staff As a result, the firm established a fleet of “safe shuttle” vehicles to ensure that market workers could safely return home from work every day Customers reacted positively to this practical action by employees and their families when they were allowed to do what they love while being appropriately cared for and protected by the

business (HEINEKEN Vietnam, 2018)

According to the newspaper https://cand.com.vn in 2018, “the company invested 31 billion VND in training and developing human resources” These investments are testament to HEINEKEN Vietnam's commitment to ensuring the development of a highly qualified workforce The long — term commitment of the staff who have been with the company for over 10, 20 and 25 years is also the clearest proof of enthusiasm — as well as the love of working at HEINEKEN Vietnam — business has the best working environment in Vietnam as well as in Asia