PHÂN TÍCH ĐỘNG cơ làm VIỆC của NHÂN VIÊN tại MARITIME BANK e

PHÂN TÍCH ĐỘNG CƠ LÀM VIỆC CỦA NHÂN VIÊN TẠI MARITIME BANK CONTENT: INTRODUCTION Motivation is very important factor for the development of a company because it is fundamental for the maintenance and improvement of labor productivity for the workforce Recognizing this, the world researchers surveyed and built several motivation theories to help managers make business measures to increase the motivation for its labor team Two of these theories are the Two Factor theory of Herzberg and Needs Theory of Maslow, which are considered as the important basic theories I TWO FACTOR THEORY OF HERZBERG: Introduction about theory: Two-factor theory was researched and developed by a American psychologist named Herzberg through interviews and surveys of 203 accountants and engineers in the U.S When establishing the theory, it generated a lot of surprises and changes in the perception of the previous point The view is that the opposite of dissatisfaction is no dissatisfaction, as opposed to satisfaction is not satisfied Content of the theory: The theory is built on two factors that are maintenance factors and motivation factors Maintenance factor is the agent of the dissatisfaction of the employees in an organization, which may be due to factors: - Policies and management practices of the business - Work supervision - Relationship with superiors - Working conditions - Salary - Relations with colleagues - The working atmosphere - Personal life IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour Motivation is the factor of satisfaction and employee satisfaction at work may be due to factors: - To achieve the desired results - The recognition of the organization - Responsibilities - The progress and career promotion - Desired growth Nature analysis of theory: Two-factor theory of Herzberg psychologists showed that for employees to be motivated to work it must satisfy two conditions, which are maintenance factors and motivation factors While these maintenance factors are factors that if not dealt with will create dissatisfaction for employees, (e.g the company's policy is not appropriate or too strict with workers and it will lead to dissatisfaction, unhappy staffs of that organization) The, this reduces the incentive to work, but whether there settlement of this factor is not only for employees with job dissatisfaction but only unlikely to satisfy Therefore, to make satisfaction for employees, it should be dealt with maintenance factors that motivate people comfortably created by factors such as achieving the desired results; the leaders recognize the achievement, career promotion… Since then create joy and encouragement for employees to work harder and harder, but if not dealt with these factors, it will cause dissatisfaction, but not necessarily create dissatisfaction of the members Therefore, the nature of the theory is to provide real satisfaction for workers, not only care factor of employee dissatisfaction, in which maintenance factors need to be carried out beforehand and not create dissatisfaction, and then motivation factors help employees to create a powerful force for hard working and long dedication to the company II NEEDS THEORY OF MASLOW: Introduction about theory: Needs Theory of Maslow was developed and launched by a psychologist named Abraham Maslow in 1943 It is one of the most popular theories of motivation and had great influence It is widely accepted and used in various different areas Especially, it is applied as one of the most important theories in business administration, particularly in the IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour application of human resource management and marketing management The theory mentioned factors influence human motivation through human needs in the different levels and from lower to higher in the pyramid Content of theory Psychologist Maslow divided human needs in an orderly system has five levels including low to high levels in pyramid In particular, if the need for higher levels want to occur, then the needs at lower levels must be satisfied, it means that the basic needs at the bottom of the pyramid must be satisfied prior to the higher needs The higher need will arise and look forward to more intensely satisfying when all basic needs at the bottom of the pyramid have been fully met The structure of Maslow's needs pyramid includes five levels in which human needs are listed in an orderly manner hierarchical pyramid: - First layer: Basic needs (food, water, shelter, rest…) - Second layer: Safety needs (need to feel secured of physical safety, employment, family, health, property secured …) - Third layer: Love needs (want to be a member of any community groups that want to have calm family, friends, friendship and trust …) - Forth layer: Esteem needs (need to feel respected, loved and believed ) IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour - Fifth layer: Self-actualization needs (want to be creative, be able to show, express themselves, have recognized the achievements and results) Nature analysis of theory: Needs theory of Maslow pointed out the need of any one man, divided into two main groups that are the basic needs and higher needs Basic needs related to physical factors such as the human desire to have enough food, water, rest… These needs are basic needs that are indispensable for the daily needs and if not met fully, people will not survive so people will struggle to get this need to exist in everyday life The basic needs should take precedence over the higher need because the basic needs must be satisfied and then people will think of the higher needs Therefore, Maslow said that needs at a higher level would not occur unless basic needs were satisfied and the basic needs would dominate, urge a pounding action when they had not been achieved yet Higher needs, including needs higher than basic needs are called higherorder needs These needs include many mental factors such as demand for fair, safe, fun, social status, respect and recognition… The higher need appears and is very important because in addition to human survival through basic needs, they will need to work, must dedicate; they need attention and appreciate the ability to get the expected results Therefore, Maslow had great attention to higher needs because they are important factors to decide spirit, motivation and loyalty of the employees of that organization, once these needs are not fulfilled, then they would leave the organization whether they are in any position The highest need that Maslow mentioned is self-actualization needs and there is a need to be able to use all potential of workers to assert them To work and achieve success in society, that is to seek ways in which power, wisdom, the ability of people are promoted and workers feel good about them However, in reality the need for self-actualization gets relatively small proportion (only about 1%) since the personal selfactualization also depends on the training and awareness of employees Relationship between Needs Theory of Maslow and Two Factor IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour Theory of Herzberg: Although Needs Theory of Maslow and Two-Factor Theory of Herzberg were built on the different elements, they have very tight relationships While the theory of Maslow orients motivation based on needs from basic to higher needs, the theory of two factors on the human factor took care of motivation and development factors However if we look in nature, the contents of the two theories are similar and complement each other in promoting the clarification of motivation, namely: - Basic needs of people in Maslow’s Theory (to eat, drink, travel, rest, ) will be concretized by the agent causing dissatisfaction in the theory of two factors such as salary, life private, working conditions because if they are paid high wages, good company policies (welfare regimes ) will be the main factor to satisfy the basic needs of human - Needs for human safety (feeling assured of safe body, work, family, health and property are guaranteed ) will always be met if the company has good policies (security insurance, maternity ), good working conditions, working atmosphere, private lives of families and individuals which are not compromised - Social needs (as a member of any community groups that want to have calm family, friends, friendship and trust ) are satisfied if factors such as relationships with colleagues, relationships with the leadership, the air supposed to work well will create trust and mutual interest - Valued needs will be satisfied if the factors are assigned and acknowledged in the organization - Self-actualization needs (to be creative, be able to show, express themselves, have recognized the achievements and the fruits thereof) will be satisfied if such factors are recognized and assigned responsibilities to individuals that achieve desired results and career advancement… Overall, Maslow's needs theory has mixed and blended with elements of the Herzberg two-factor theory, in which the needs factors of Maslow's theory include IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour many two-factor theory factors and vice versa, but in nature they are to motivate people III ANALYZE MOTIVATION FOR EMPLOYEES AT MARITIME BANK: General introduction about Maritime bank: Vietnam Maritime Joint Stock Commercial Bank (Maritime Bank) is a leading commercial bank in Vietnam (top 12) It was established in 1991 with the founding shareholders of the corporation or State Corporation such as Vietnam Maritime Bureau, Vietnam Posts and Telecommunications Group, Vietnam Civil Aviation Administration After 20 years of growth, the Bank has evolved and grown to nearly 300 transaction points in the provinces and cities, along with the overall decision to change from business-oriented, brand image, transaction space design to approach customers… Currently, the Maritime Bank is identified as an excellent bank, which has the new direction, professional operation model and most modernization in Vietnam - ADDRESS: 88 Lang Ha – Dong Da District - Hanoi - Tel: 043.7718989 - Fax: 043.7718899 - Email: msb@msb.com.vn - Website: www.msb.com.vn Motivation of employees at Maritime bank: With the development of bank strategy towards modernization, the bank retrieves the value of high-quality workforce as the core to build brand growing Promoting awareness of motivating employees is very important so the bank has always led Maritime and facilitates care for the lives of officers and employees, specifically the work motivation of employees is shown as follows: - The existence needs and physiological needs: The pay policies are fair and competitive based on the basic wage (salary) and the capacity of each individual In addition, salaries rank quite highly in the banking system in Vietnam (average of about 6-7 million / month) which has created conditions for workers to cover costs for lives of them and their families IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour Apart from salary, the employee shall be paid allowances as lunch allowance, dearness allowances Working time at the Maritime Bank is hours per day, so staffs have time for lunch and rest for recuperation after tiring workdays, along with the mode of travelling times per years, which make people feel relaxed and are exploring the new land This is what Maritime bank has satisfied the factors to make maintenance of Herzberg (Wages, working conditions, policies and management practices ) Needs for safety or protection needs: A policy of care and health protection of employees at Maritime is social insurance, health insurance and insurance monthly unemployment Thus, the interests of the workforce are ensured and they are safe for the long-term in the bank In addition, staffs’ health is checked every months / time and then they are always confident because health is guaranteed to secure long-term work for the company This is an element to satisfy the maintenance of two-factor theory of Herzberg (on company policy, working conditions ) - Social needs: At Maritime bank, banking culture is proposed to create an environment of equality, friendly with customers and colleagues The bank's management is that each person will be allocated and assigned responsibilities and functions of their competence However, all the jobs are related and formed into a closed process, so the job is teamwork approach that is always appreciated and all work under the general Maritime house At work, staff members participate in meetings and workshops between the team and departments weekly or monthly to identify measures to overcome difficulties and remove, thereby developing a sense of the group of individuals in the bank In addition, Maritime Bank also encourages individuals to write articles for its own magazines "Why not" or join the Maritime bank or social network "Maritime bank Face book " to write about the experience sharing or just to share confided to colleagues, advertising about the bank to friends and relatives This has partly contributed to binding the solidarity in the Maritime community bank, along with group activities such as fundraising activities and charity donations and supporting poor IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour people or allowing members to visit the resort These activities have also contributed to the staffs and workers promoting the community spirit of the Maritime Bank This is also expressed satisfaction at the factors that employees maintain (personal life, relationships with colleagues and leaders ) of the two factors theory of Herzberg - Esteem needs: Staffs of the Maritime bank work in the spacious office with modern equipment Team of receptionists and graceful secretaries are elegant things, which are very simple but give the impression and importance in the success of the labor force because it has made a good impression and reputation with the bank's customers Monthly, Maritime bank launched the competition for professional ethics (business excellence team, managing director, good customer, and product center ) along with the public and awards for individual and collectives for their good achievements with valuable prizes as well as promotion in work position They are to encourage and promote morale of officers and employees or also the satisfaction of motivation factors (recognition of organizations to achieve the desired results, advancement in career of ) of two-factor theory of Herzberg Self-actualization needs: Maritime bank always creates good conditions so that each staff member has the ability to develop themselves through the allocation of responsibility and autonomy for individuals at work and evaluate performance through the practical performance However, the self-development at the bank cannot promote efficiency by understanding and evaluating the ability of each individual as well as enabling them to self-thinking, create (as find alternatives for new business production, the new way of customer service, creativity ) Maybe the framework of the rules and regulations of the banks, which set out the responsibilities of each employee, will constrain these things and they must comply with that The creation of employees just stops at the work such as creating a new ad image or innovating the team of project program CONCLUSION IeMBA B02_Trịnh Xuân Thắng Management of Organizational Behaviour In the course of corporate executives, managers and executive leaders should motivate their staffs by performing the acts or use a specific tool (by physical or mental ways) This is to promote the ability to bring all its staffs work with the best effort to achieve the proposed objectives of the company This is very normal problem but is not simply because man is a sophisticated and complex entity However, access to the impetus theory of psychologists (i.e Two-Factor theory of Herzberg and Maslow's Needs Theory) is a very important facility to help business leaders identify and choose to apply the most effective methods of motivating workers IeMBA B02_Trịnh Xuân Thắng ... basic needs should take precedence over the higher need because the basic needs must be satisfied and then people will think of the higher needs Therefore, Maslow said that needs at a higher level... needs, they will need to work, must dedicate; they need attention and appreciate the ability to get the expected results Therefore, Maslow had great attention to higher needs because they are... created by factors such as achieving the desired results; the leaders recognize the achievement, career promotion… Since then create joy and encouragement for employees to work harder and harder,