PHÂN TÍCH HAI HỌC THUYẾT CƠ BẢN VỀ TẠO ĐỘNG LỰC CHO NGƯỜI LAO ĐỘNG I) ANALYZE TWO BASICS THEORIES OF EMPLOYEES’ MOTIVATION MASLOW’S HIERARCHY OF NEEDS The psychologist Abraham Maslow (1908-1970) is American scientist seen as one of pioneers in humanistic psychology Overview of Maslow’s hierarchy of needs theory Maslow divided human needs into layers: - Basic needs - Safety needs - Social needs - Esteem needs - Self-actualizing needs (Structure of Maslow’s Hierarchy of needs) Maslow's hierarchy of needs is introduced by the psychologist Abraham Maslow in 1943 as one of the most important theories of business administration, especially the specific application in human resource management and marketing management 1.1- Content of Maslow’s Hierarchy of needs Structure of hierarchy has layers, of which, human needs are listed in a hierarchy as pyramid style in order from low to high The basic needs at the bottom must be met before thinking of the higher demand The higher demand will arise and desire to be satisfied more intensely when all basic needs at the bottom (the bottom of hierarchy) have been fully met Another feature that Maslow’s hierarc of need show is: lower demand is large and its scope is narrowed to the next demand layers in Maslow's hierarchy of needs is described as follows: - Basic needs (the lowest and biggets layer) - Safety needs (the second layer) - Social needs (the third layer) - Esteem needs (the forth layer) - Self-actualization (the highest layer) Basic needs: These are the most essential needs of human, including basic needs like food, drink, sleep, air to breathe, sex and other needs to make people feel comfortable, here are the bare and most influential necessities of human Maslow said that needs at a higher level will not appear unless the basic needs are satisfied and the basic needs will dominate and urge a pounding action when the basic need is not yet achieved Safety needs: As survivor’s law, human beings have to survive first, and then they dare to dream and hope When in danger the first thing they think is to find ways to survive People want to have protection for their survival from the danger This need will become the motivation in emergencies, danger to life such as war, natural disasters and encountering predators This demand is usually confirmed by the desire for stability in life, a house to stay and being protected by someone Also based on this demand the religion was born They believe in the supreme beings, Buddha, Jesus The social insurance system, retirement, the savings plan is also shown the satisfaction of safety needs Social needs: Needs of being noticed, shared, comforted by friends and relatives come after the two above needs that mount on the family and the group of an organization and community Esteem needs: Demand to be appreciated, respected (esteem) - need to feel respected, loved and believed Maslow divided into types: + Due to your own efforts in learning, training to achieve success that creates confidence with people + Of a desire for reputation, prestige, status, desire to be noticed and shown Want to be respected by others, then you first need to learn to respect others Self-actualization That is needs of creation, being able to show, express himself and look forward to everyone in society to recognize his talent This demand is met, the others will appear Thus Maslow's theory does not also stop at layer hierarchy 1.2 The strengths of Maslow’s hierarchy of needs: Through the layers Maslow gave his opinion: - The driving force only appears when the demand is not satisfied - A need cannot be a driving force before the lower layers are satisfied - If there is no demand satisfied, needs at the lower level will become the driving force - The innate desire of man is climbing on the hierarchy of needs - The need to assert themselves not just with other needs - Motivation of people change when demand is satisfied Maslow decentralized human needs from low to high, which help us to know the hierarchy of needs, from that apply into management policy more reasonaby To motivate employees, managers need to find out where your employees’ needs are in this hierarchy and focus on sastifying their needs at that layer - Basic needs: by good and fair wage payment, providing free lunch or break or ensuring other benefits such as bonuses, travel tours … - Safety needs: managers can ensure favourable working condition, stable job, fair treatment between staff, paying health insurance and unemployment insurance - To meet social needs of staff, faciliate them to work in group, chance to communicate with other departments, encourage everyone contribute ideas, organize entertainment activities… - Esteem needs : Respect staff’s personality and dignity Company need a system of rewarding and compliment to honor the achievement and promote the success of an individualy widely - Self-actualization : providing development opportunities of personal strengths, staff needs to be trained and improved, joined in development and business improvement program 1.3 Limitation of Maslow’s hierarchy of needs: - According to Maslow, when a group of needs are satisfied, it is no longer the motivation anymore This is not reasonable for the application of the motivation policies to employees, managers still need to maintain the minimum requirements HERZBERG’S DUAL FACTOR THEORY Two Factor Theory or Herzberg's Boby Motivation-Hygiene Theory was developed by Frederick Herzberg, an American psychologist This theory was mainly based on the survey data 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, 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- The content of HERZBER’s dual factor theory To develop this theory, Herzberg interviewed 203 accountants and engineers in America This seletion of these two objects for interview was explained by the importance of these two jobs in business activities of America Herzberg's discovery has created a big surprise because it overturns common sense Managers often assume that the opposite of satisfactory is dissatisfaction and vice versa But, Herzberg argued that the opposite of dissatisfaction is not a satisfaction but “not dissatisfaction” and the opposite of satisfaction is not dissatisfaction but unsatisfactory Based on researches, Herzberg owned information to propose Dual factor theory: Factors related to job satisfaction called Motivators – internal factors Factors related to dissatisfaction called Hygiene Factors – external factors Motivator is factor of job satisfaction, such as: - Achievement - Recognition - Responsibility - Advancement - Growth Hygiene factor is factor of job dissatisfaction by staff in an organization, 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 it is not satisfied, it will cause unsatisfactory, not dissatisfaction While hygiene fators are not satisfied, it will cause dissatisfaction, if satisfied, it will cause “not dissatisfaction” but satisfaction 2.2 Strengths of Dual factor theory - 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, compliments, remuneration policy 2.3 Limitation of Dual-Factor theory: - This theory does not refer to individual differences - 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 II- ANALYSE MOTIVATIONS OF STAFFS IN SOUTHERN BANK OVERVIEWW Founded in 1993 with chartered capital of 10 billion VND, to date, Southern Bank becomes a joint-stock commercial bank developing sustainably and strongly and maintaining the confidence of customers, charter capital is 3,212,479,980,000 VND, operation network with more than 137 branches and transaction offices and units directly under nationwide, total assets reached more than 72,159,068 billion VND The whole system has over 2,000 employees ANALYSE JOB MOTIVATIONS OF STAFFS IN SOUTHERN BANK Creating motivation to employees is very important and meaningful for sustainable development in long term of company in today competitive environment Bank identifies clearly the human factor playing a key factor; attract and own a large force of dedicated employees that tend to stick and develop long career in banking is a difficult, here's some motivation: On recruiting process the bank also noted to thoroughly interview candidates with quizzes, extra marks for the dedicated candidate that tend to stick in a long term with banking and desire for progress in addition to analyzing to assess the situation, personality of the candidate in order to have reasonable methods of motivation 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 5,700,000 VND / person / month In 2012 the average wage increased by 10% 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 Rewards and discipline Bonus is one of the methods to encourage employees both materially and mentally It urges employees to care about working outputs to meet quality and time requirements It is said that “10 THOUSAND UNIT OF SALARY CANNOT COMPARE WITH UNIT OF BONUS” This psychology is emphasized on holidays or New Year holiday and we have reward regime as target – jog assigments Understanding its importance, the company spends about billion VND annually on rewards for employees 2.3 Safe working environment Bank working environment is intense and is the most polluted parts must be directly exposed to currency trading The bank has toxic allowances to employees and is equipped with the most advanced equipment to help reduce the risk of employee stress, reduced productivity means reduced risk in working 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 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 2.7 Creating the personal development 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 Creating intimacy between staff and leadership The company has an open space between managers and employees while working to create intimacy, leaders always take care and urge employees, share the work with them that make distance between staff and leadership become smaller, they willing to share their desires and aspirations, their problems at work III, CONCLUSION Two theories are different on the nature but all have in common is motivation for employees Two theories are going into researching needs of workers in all aspects and issues related to behavior, awareness of employees and finding out the motivation and dedication of working ability, which propose solutions to help managers perform administrative purposes and use employers high effectively In fact, the dual factor theory have contributed the practical to Maslow’s hierarchy of needs Combining two theories will help managers to find effective measures in his administration of enterprise Reference http://www.wikipedia.com Annual Report- Southern Bank Joint Stock Commercial Bank 2011 10 ... community Esteem needs: Demand to be appreciated, respected (esteem) - need to feel respected, loved and believed Maslow divided into types: + Due to your own efforts in learning, training to achieve... satisfied - A need cannot be a driving force before the lower layers are satisfied - If there is no demand satisfied, needs at the lower level will become the driving force - The innate desire of... sex and other needs to make people feel comfortable, here are the bare and most influential necessities of human Maslow said that needs at a higher level will not appear unless the basic needs