Bài tập quản trị hành vi tổ chức e

Bài tập Quản trị hành vi tổ chức Topic: Chose two basic theories of motivation for employees Analysis of the nature and relationship between the two theories of above options? Use the two theories to analyze working motivation of employees of the company where he / she is working? Contents: I/ Theory on driving force of employees The driving force and motivation of employees The theory of driving forces 2.1 Theory of Maslow needs pyramid 2.2 Two factor theory of Herzberg The relationship between the two theories II / Apply theory on driving force to analyze motivation of employees Some basic situation of the Lien Hiep Company Impacts of the needs on working motivation of employees Analysis of working motivation of employees of Lien Hiep company I / Theory on driving force of employees A The driving force and motivation of employees In the life, each one of us has many different needs It is from such needs that create driving force to encourage us in working and attempting to satisfy the demand Driving force is the motivation to promote all activities of people This is an inner state providing energy and directing the people to purposed behavior The foundation of driving force is the emotion, psychology, promoting the efforts of the people, avoidance of experience of negative emotions and seeking positive emotions Driving force often comes from the inner feelings with steady and long term, while motivation is short-term, temporary, and vulnerable and changeable Motivation (psychology + Society) Respond to Stress Behavior Reduce stress Future motivation Respond to behavior Needs satisfied (Results) ( Basic process of driving force) The theories on driving force Since the 50s of XX century, the concepts of driving force (Encouragement) has appeared a lot and researched and developed by researchers into the typical theories as Maslow needs hierarchical theory; Alderfer's theory on the existence, communication and development relationship (ERG), and two-factor theory of Herzberg (hereinafter I would like to mention two theories) 2.1 Maslow needs hierarchical theory Abraham Maslow, he thought that the people has basic needs as per hierarchical: (1) Physiological needs , (2) Safety needs (3) Social needs, (4) Esteem needs, (5) Self-actualization needs Self-actualization needs Esteem needs Social needs Safety needs Physiological needs ( Basic) 2.1.1 Physiological needs ( Basic) This demand is also known as the body needs, including basic needs of humans as food, drink, sleep, air to breathe, sex, needs to make people feel comfortable, these are the basic needs and most powerful of man In the pyramid, these needs are classified in the lowest level: the most basic level Maslow believed that needs at higher level will not appear if the basic needs are not satisfied, and the basic needs will automatically control, press a man to act when these needs are not still met His viewpoint is: "Fine words butter no parsnips", need to eat, meeting basic needs to survive and operate, then reach out to higher demand Our real life show that clearly when the hunger or disease, other needs are only at the secondary level Source: tiki.oneworld.net 2.1.2 Safety needs When the people meet the basic needs, they will need for safety Safety and security needs are reflected in both physically and mentally People want to have protection, covering from dangers This need will become the operation motivation in emergencies, danger to life such as war, natural disasters, fire, meeting gangsters Children often express their feeling in lack of security while their parents are away, they wish to be covered and protected This need is often expressed through the desires for stability in life, living in the security area, in a society with discipline and law, having stable accommodation for stay in and travelling on car safely, Aspect of spirit, many people find the protection from religions, begging divinities that are the safety needs (finding the safety on spirit) Regimes on social and health insurance, savings plans are also the satisfaction of this needs With two above levels of needs, Maslow shows us many interesting things: - Want to inherit the development of certain person, the most basic measure is to attack to the low level of needs In fact, many employees must incur many unreasonable and unfair requirements, because they are in fear of losing their jobs and not able to support themselves as well as their family - A person who wants to develop at high level must firstly meet the lower needs (good salary, fair treatment regime, stable accommodation No more fear, no threat in terms of mind and body, ) 2.1.3 Social needs This need includes a demand to belong to certain unity, organization or demand for emotion, love of the people Social needs represent through communications such as searching job, making friends and lovers, marriage, entering into certain community activities, going to picnic, entering into clubs and working in group, … Social needs reflect the nature of living in herds of us in the old days Although Maslow arranges this need after the two above needs, he shows that if this need is not satisfied possibly resulting in diseases in mind and nerve Loneliness can also easily kill people To meet this 3rd need, many companies organize for employees to camp outside, joining into collective games, sightseeing, picnic The schools shall apply the methods of team work The groups of union and team in the schools are liable for gathering students, orienting them to useful activities 2.1.4 Esteem needs This need is also known as self-respecting needs because it demonstrates two levels including the need to be loved, respected and admired through their own achievements, and demand for esteeming needs, their reputation, selfrespecting and confidence into their capacity Satisfaction and achievement of this need can make the employees feel freer, work well At work or life, when people are encouraged about the results of their labor, they are willing to work more zealous, and efficient This needs are classified after "belonging to an organization", the above social need After joining an organization, a team, we always want to be respected and loved by everyone in the group, and strive to feel that they are in important "location" in that group 2.1.5 Self-actualization needs Self-actualization need is arranged at the highest level "Express themselves" does not mean simply a flashy appearance, smoking, speaking impolitely Maslow believes that this need is the demand of certain person wishing to be himself/ herself, doing anything he/she want as "he/she was born to do." More simply, this is the need to be used at full capacity, potentiality, intelligence to assert herself/ himself for work, reaching the highest achievement in society In fact, there are people who have come to the end of his career but always regret because he/she have not worked properly as their ability and aspirations Either case that a person holds a high-income positions in a company, but he/she still leave the company because he/she wants to perform the job he/she wants, the job that Maslow said it is the method to find capacity, intelligence to be promoted and feel to be satisfied about it 2.2 Frederick Herzberg's theory of two factors Frederick Herzberg thought that the relationship between individual and work is basic relationship and attitude towards the job can be defined the success or failure of that individual According to this theory, factor on motivation is the inner factor (satisfaction) in the job and maintenance factor is external factor resulting in the unhappiness (dissatisfaction) maintenance factor (inner factor) Motivation factor (inner factor) Safety Position promotion Relationships with juniors Advance Personal life Responsibility Relationships with colleagues Meaningful work Salary Acknowledge, feeling on the Supervision; and chance of completion Working condition Development management policies Achievement, acceptance of completion Factor brings about the Factor brings about the satisfaction unhappiness Factor brings about the unhappiness satisfaction Factor brings about the Maintenance factors predominates in this area Unhappiness Motivation factors predominates in this area Intermediate Satisfaction ( Happiness) This theory helps the manager to know the factors that cause dissatisfaction for employee and thus find the way to eliminate these factors For example, the employee may be dissatisfied with the work because his salary is too low, the higher-level officer supervises too strictly, the relationship with colleagues is not good Thus, the manager must find the ways to improve salary, reduce or change the supervision, and better build up the colleagues’ emotion However, when the factors causing dissatisfaction are removed, it does not mean that the employee will be satisfied If you want to motivate the employee, it should make them happy in their work, the leader, manager should pay attention to factors as the success, being identified, the work itself, responsibility and development The employee will feel good when they are given the job suitable with his ability and characteristics, obtaining the opportunity to learn and improve the occupational skills Relation between two theories: Two theories about the motivation of the above employee should be accessed by method and different psychological perspective of human * The demand-ladder theory of Maslow stated that the human needs are in hierarchies, as the demand for low-level are satisfied, the higher-level demand will become a source of driving force, so people are always survival of unsatisfied demands, the lack of job satisfaction can lead to the leaving of workers from the Company (though they are in any position in the company) * Frederick Herzberg's theory on two factors explains the human promotion by other factors: maintenance factors are to maintain the good state, prevent from dissatisfaction, but they are not encourage the people to work better Development factors are to promote actually, relating to the nature of job Lack of promotion factors, the people will become dissatisfied, lazy and lack of interest in work and emotional instability Despite of differences, the two theories mention the needs of human which are the driving force to promote the people in their work It also explains to us the question of why there is a job assignment or why in the same organization and enterprise, there are employee who are engrossed in their work with high yield, and there are people who are lazy ineffectively ? Each theory has its own strengths in predicting behavior This theory also shows the relationship between achievement and productivity, predictive value of the level of job satisfaction Employees generally have an motivation to work naturally This motivation starts from the fact that everyone wishes to assert themselves, be successful, selft-controlled and have authority with their work, as well as income to ensure the a wealthy life Research the above theories helps leaders, managers to see clearly the working motivation of each team, group and every employee in the enterprise, since then to have rational measures to exclude native activites which are able to eliminate their natural motivation and develop actual factors which are able to encourage all employees in their jobs II/ Applying the theory to analyze the working motivation of the employee Some basic situation of the company - Enterprise Name: Lien Hiep Co., Ltd - Address: Yen Minh district, Ha Giang province As a medium-sized enterprise in Ha Giang, established in 1992, far from the provincial town 100 km to the north and as the central area of the four rocky mountainous districts of Global Geopark Dong Van Plateau Scale of the Company consists of 277 employees Total annual revenue is VND 10 billion - On the Company's personnel Sex - Position - Department Qualification Num Mal Fe ber e mal vers medi ined r e years years years old old old (peop Uni Age ity Inter Untra Unde ation le) Unde Over 30 r 50 50 Director x - - x - - - X Deputy Director x - x - - - x - Administration 2 - Marketing 3 - and 3 - - Planning Finance affairs Sales 2 2 - Quality 2 - 2 Production 250 105 145 - 17 233 150 47 53 - On the functions and duties: As an enterprise producing construction materials, to alter the traditional materials of the locality, meeting the demand for construction materials in public works and demands for constructing houses for highland inhabitants of the province – In which, focusing on surrounding districts : Dong Van, Meo Vac, Yen Minh, Quan Ba - Organizational diagram of the Company: Director Deputy Director Dept of Administ ration & Organiza tion (5) Dept of Marketin g– Custome r (8) Dept of Planning and Financial affairs Dept of Sales ( 4) Division of Quality Manage ment (5) Product ion (250) Demand affection to the working motivation of the employee As an enterprise producing all kinds of construction materials and has existed for 20 years in the area, the company shows that organizational behavior have direct impact on the motivation of each professional department, each employee of the company On the basis of researching two theories, the influence of demands, factors on working motivation of employees is as follows: + Accoring to the demand level (Maslow Theory) Demand Motivation expression Demand of assertion self Be challenged in work, receiving creative opportunities, being trained, being equipped with knowledge, etc Being respected, reputable, position, wishing to Demand of respected being participate in important decisions of the company, to be appointed to consider to the higher position, etc Desire to have friendly relations with colleagues, Social demand superiors, customers, mix into the group, being in visit, tourism, etc Labor safety, social order and safety in the company, Safe demand receiving the workers' compensation insurance, peace of mind when changing the personnel, etc 10 Stable wage and salary, allowances for lunch, receiving pay rise on time, participate in social Biological demand insurance, health insurance Assured working conditions (furniture, fans, electricity, water, etc.) + According to the factors in the two-factor theory: Maintaining factors Motivation factors If it is right If it is wrong If it is right If it is wrong Satisfaction Dissatisfaction Satisfied Unsatisfied No motivation Negative affection Enhanced Satisfied encouragement Analysis of the employee’s working motivation in Lien Hiep Co., Ltd By the above analysis, it shows that each group, each employee in the company will have different working motivation because they are capable of different working in different position, to be in different training levels, the ability to develop and pursue their life is also different - For the Director: As am officer who has joined the military, high age, limited qualifications, the ability to transfer or develop to higher working position is difficult, the family economy is relatively well-off Thus, he engrossed in his work so that the company could retain the prestige with the local government, the trust from his employee for him for the past 15 years, the company continues to develop and he will preserve the property as well prestige as retirement - For the Deputy Director: As the young employee with ability, basic training, opportunities for advancement, the ability to replace the director position of the company should be in the near future So his motivation is to have the 11 opportunity to assert his own capacity, being continued to train to improve leadership skills for the promotion, placed into the higher position - The employees in departments are at young age (under 30 years old), being trained with the intermediation or university level: They work with the motivation of expressing themselves by their enthusiasm of his youth and equipped knowledge They are looking for advancement opportunities, and brainstorm promotion and participate in the Party organization, unions, continue to be trained at higher level - Group of young but inexperienced employees: They are have certain relationship so even they are unskilled but arranged to some department, division of the company to undertake simple jobs Therefore, they are worried about their working place, they actively work to gain further income and wish to have chance of training early to achieve certificates or degrees, and then to be arrange to reasonable positions and if they still have a favorable relationship, they will have chance to get promotion or move to work at other more favorable position with higher income - Group of employees with an average age (30-50 year old): In Lien Hiep company, this group mostly is trained at moderate level, some are not trained methodically, they stay in the company due to their experience They work to have income to support their family and children, strengthen their position in the case of changing personnel They want to be accepted and respected for their contributions to the company - Groups of employees are aged over 50: This Group works with the motivation of meeting regimes, policies, encouragement through reward and honor for their actual experience - Directly production workers trained and young direct-production workers (generally): This group must directly work, with motivation of the interest, encouragement, affirmation of labor achievement, stability in job and income , opportunities to be trained to get rid of unskilled labor 12 Direct production workers are at least medium age: Making the majority with limited education, they are content with their lot, so their motivation is: In addition to the needs of working conditions is the stability of jobs, to strengthen the family economy They want the interest, comfort, equality on rights and labor results record Source: Textbook on Organizational behavior Management Content of the lecture of Prof Hugh Adams 13 ... Our real life show that clearly when the hunger or disease, other needs are only at the secondary level Source: tiki.oneworld.net 2.1.2 Safety needs When the people meet the basic needs, they will... self-respecting needs because it demonstrates two levels including the need to be loved, respected and admired through their own achievements, and demand for esteeming needs, their reputation, selfrespecting... pyramid, these needs are classified in the lowest level: the most basic level Maslow believed that needs at higher level will not appear if the basic needs are not satisfied, and the basic needs will