Phân tích bản chất và mối quan hệ của hai học thuyết tháp nhu cầu của maslow và thuyết herzber về 2 nhân tố e

PHÂN TÍCH BẢN CHẤT VÀ MỐI QUAN HỆ CỦA HAI HỌC THUYẾT THÁP NHU CẦU CỦA MASLOW VÀ THUYẾT HERZBER VỀ NHÂN TỐ Please choose two basic theories of employee motivation and analyze their nature and relationship? Apply these two theories to analyze staff motivations in your company? Solutions: Question Analyze the nature and relationship of two theories, Maslow’s hierarchy of needs and Herberg’s Dual Factor Theory In a business organization, for a sustainable development and operation, managers need a method of encouraging subordinates to work with all their efforts effectively To motivate staff, managers should know the way of treatment Motivation is encouraging staff to work; the effect of motivation depends on the mental or physical incentives that encourage employees to use all their potential abilities To achieve the highest results, administrators should know how to deal with staff to meet the unique needs and requirements of the business Motivating employees is essential, selection of two motivation theories to analyze the nature of relationship between A.Maslow’s hierarchy of needs and Herzber’s Dual factor theory for better understanding the matter of staff motivation A.Maslow’s Hierarchy of needs Maslow’s hierarchy of needs was developed by a psychologist Abraham Maslow (1908-1970) According to Maslow, each individual has different levels of need or innate desire that they try to satisfy Maslow divided human needs into levels called hierarchy of needs Hierarchy of needs presents the different requirements as follows: - Survival or physiological needs: This demand is the lowest layer of hierarchy including basic needs such as food, water, residence… that human body needs for nature existence Employees must be paid to support themselves and their families; they need to rest for health recovery - Safety needs: When the needs at a lowest layer are met, human feel they need to be satisfied at higher layer They want to work stably to ensure their life condition in long term - Social needs: When two above needs are satisfied, people feel that they need to communicate with everyone People like group or herb living as their nature Each person wants to be member of a group or organizations to communicate with others - Esteem needs: The higher layer is requirement of being respected and trusted for achievement Talents or ability of an individual is people’s recognition That is the reward of personal achievement - Self-actualization needs: The highest layer is needs of expressing and developing individual’s abilities That is individuals want to achieve the better results or a record breakthrough A Maslow’s Hierarchy of needs is a theory peaked in identifying the needs of human Theory A Maslow’s Hierarchy of needs is characterized as follows: - Needs once are satisfied, they are not motivation - Needs cannot be a motivation before needs at lower layer of hierarchy are satisfied - If not met, the needs at lower layer become motivation - The innate desire of human is climbing on hierarchy of needs - Needs of assert themselves are not the same with other needs A Maslow’s Hierarchy of needs through studies has not confirmed the needs appeared as hierarchy that he performed but depends on individuals and circumstances Studies have shown that human needs depend heavily on professional stage and size of organization and geographical location HERZBERG’S DUAL FACTOR THEORY The dual factor theory is developed by Frederick Herzberg, an American psychologist This theory is mainly based on survey’s results and analysis conducted in Pittsburgh, Pennsylvania He made two sets of factors motivating workers and first collection is called "maintenance factor" This group works to maintain a good state, prevent the "disease", however they not make people work better These factors include wages, the management, and supervision and working conditions All workers are expected to receive salaries commensurating with their efforts, the company is managed properly and their working conditions are comfortable When these factors are met, sometimes the workers see it as inevitability But without them, they will become disgruntled and therefore, decreased production Gather the second factor is the factor that really boost These include the success, challenges, responsibility, advancement and development The promoting factors are factors related to job content and maintenance factors related to maintaining the scope of work In the absence of promoting factors, worker will express dissatisfaction, laziness and lack of interest in work These things cause mental instability 2.1- HERZBER’s dual-factor theory To develop this theory, Herzberg conducted interview with 203 accounting staff and engineer in America The selection of these two objects is explained by the importance of these occupations in business activities of US Findings of Herzberg made a big surprise because it overturns common sense Manager often thinks that the contrary to satisfaction is dissatisfaction and vice versa However, Herzberg thinks that contrary to dissatisfaction is not satisfaction but “not dissatisfaction” and contrary to satisfaction is not dissatisfaction but “not satisfaction” Studies of Herzberg provided data to propose dual-factor theory: Factor related to job satisfaction is motivators – internal factor Factor related to job dissatisfaction is Hygiene factors – external factor Motivators are factor of job satisfaction, such as: - Achievement - Recognition - Responsiblity - Advancement - Growth Hygiene factors are factor of dissatisfaction at work, maybe due to: - Company policies - Supervisory practices - Wages/salary - Unexpected working conditions - Colleague relationship - Dissatisfaction relationship with superior and subordinate If motivators are satisfied, it will make satisfaction and then motivate employees to work more positively and harder Whereas if it is not satisfied, it will cause unsatisfactory not dissatisfaction While if hygiene fators are not satisfied, it will cause dissatisfaction, if satisfied, it will cause “not dissatisfaction” but satisfaction - This theory helps managers to know the factors that cause dissatisfaction for employees and seek to eliminate these factors For example, employees may be dissatisfied with the work because their salaries are too low, relationship with colleagues is not good and they don’t have promotion opportunity Thus, managers must find ways to improve wages, reduce supervision and build a better colleague relationship However, when the factors causing dissatisfaction were removed, it does not mean that employees will be satisfied - If you want to motivate employees, make them happy in their work, the administrator needs to focus on factors such as achievement, recognition and job assignment For example, employees will feel satisfied with the work assigned with the proper qualifications and their character, have the opportunity to learn, improve skills and career promotion Although agreed by many researchers, dual-factor theory has caused quite a controversy The criticism focused on the following limitations: - This theory does not define the relationship between satisfaction and motivation - When conducting study, the survey is mainly conducted with scientists and engineers so it should not be considered to represent the best and results are inaccurate Question 2: Apply these two theories to analyze staff motivations in Anh Ngoc Technical Informatics Ltd Company I History In 1996, Anh Ngoc was established and acutated with small retail computer shop and only staff at No.2, Tran Thanh Tong As common trend of economy and the development scale, in 1999 we were officially converted business model, established Anh Ngoc Technical Infomatics Ltd Company, specializing in direct import and distribution of information technology equipment After 10 years, Anh Ngoc Informatics Ltd Company has made great progress, become one of the leading company in the field of distributing information technology products in Vietnam with two offices in Hanoi and branches in Ho Chi Minh City II Organizational Structure Organizational chart of Anh Ngoc company: Analyze the working motivation of staff in Anh Ngoc Company Anh Ngoc Company has a total of 120 personnel who indirect labor – departmental staff is 36 people; direct labor in 02 fatories is 70 people Formerly it is a small shop so it can not avoid the use of labor as fragmented nature; one has to multiple tasks From the theory of Maslow's hierarchy of needs and Herzber’s dual factor theory we will respectively analyze and assess the aspects of the motivation in Anh Ngoc Informatics company 2.1 Wages Wage is employees’ main source of income in the company; it is their evident economic interests So wage should be used as the most powerful economic lever to stimulate employees The bank has paid high salary for employees who have worthy contribution to the company (average wage in 2011 is 8,000,000 VND / person / month In 2012 the average wage increased by 13% compared with that of 2011) Bank has built a wage payment regulations (according to title, seniority, salary scale and toxic allowance ) clearly, reasonablely and fairly to employees This is a large motivation to employees to try to work and long-term commitment with the bank Money is everything Certainly if they are paid handsomely, employees will commit more in long term for bank’s benefit Salary will meet their basic needs However, studies show that excited feeling because of salary is very short existence Within six months, employees will be completely forgotten the value of the gifts they are given by managers and even just a few weeks after receiving gifts, the rewarding effects of top management also become blurred and progressively less effective 2.2 Do not skimp on praises Many directors only criticize when employees make mistakes and forget to praise them when they their job well My boss said it was wrong Leaders deduct the welfare fundsannually to reward employees with outstanding achievements and encourage and urge the daily work 2.3 Healthy competitive working environment If company wants to achieve good performance results, it’s required the collective efforts No one can it yourself well whether it's their part so it is important to build team spirit, establish specific responsibilities for each job and employee completes earlier will be rewarded Create a working environment here instead of evaluating the effectiveness of each person Team members are also rewarded if achieving good overall results 2.4 Insurance Health and insurance helps satisfy employees’ needs of safety and health, prevention of risks It helps employees feel more secure of threat of occupational accidents, occupational diseases and illnesses that can occur in the course of work, thus, labor motivation will increase Bank has equiped medicine cabinets and first aid tools It also performs annual medical check for employees and takes out health and social insurance for all staff as regulated 2.5 Ensuring appropriate work regime Compliance with labor law, employees working for this bank will enjoy day-off as prescribed, (maternity leave, sick leave, vacation ) The company applies working hours per day and 44 working hours per week There are breaks and lunch shifts Working time and leisure are streamlined well to avoid fatigue and create comfortable working atmosphere Young employees generally would like to take initiative in his work, company gave them the opportunity to work actively if achieving high performance, arrange working shift as expected 2.6 Creating sense of secure for employees and supporting when neccessary In order to increase employees’ enthusiasm, dedication and loyalty, the company has launched programs to prevent risks such as life insurance for employees Additionally, the company also has supportive loan policy for its employees in case their families run into difficulties with preferential interest rates 2.7 Creating the learning opportuinities for employees The need of self-actualization is the highest need of employees The company has created favorable conditions for employees to improve themselves through activities such as promotion, appointment, training, work extension and assigning chalenging tasks and promotion Promotion is a practical demand of employees because it creates opportunities of personal progress, income growth, increased status, charisma and power of employees Training and development of employees aims at improving and updating new knowledge background for employees so that they will have peace in mind, confidence in their own skills, thereby creating positive attitude and loyalty to the company The company has training centers to improve the qualification of staff, enable staff to study abroad III, CONCLUSION Two theories are different on the nature but all have in common is creating motivation to employees Two theories are going into researching needs of workers in all aspects and issues related to behavior, awareness of employees and find out the motivation to work and dedicate from workers, then propose solutions to help managers perform administrative purposes, use employees high effectively In fact, dual factor theory has contributed to practical theory of Maslow's hierarchy of needs Combining two theories will help managers to find effective measures in administration of enterprise For well-developed and sustainable enterprises in economic conditions today, problem of each company is applying proper and timely measures of economic and personnel administration to improve business and production results For this assignment, using the knowledge learned in school and working experience, I made the point to be adjusted to apply in business management Staff in the company was trying to capture, steer their businesses through many difficulties and challenges ahead In spite of limitation, hope that this small contribution will promote the company to maintain and improve operation in the difficult context of 2012 Best regards! ... term - Social needs: When two above needs are satisfied, people feel that they need to communicate with everyone People like group or herb living as their nature Each person wants to be member... need to rest for health recovery - Safety needs: When the needs at a lowest layer are met, human feel they need to be satisfied at higher layer They want to work stably to ensure their life condition... on hierarchy of needs - Needs of assert themselves are not the same with other needs A Maslow s Hierarchy of needs through studies has not confirmed the needs appeared as hierarchy that he performed