Phân tích hai hoc thuyết cơ bản về tạo động lực cho người lao động, và vận dụng hai học thuyết này vào công ty trách nhiệm hữu hạn nhơn hòa e4

Phân tích hai hoc thuyết tạo động lực cho người lao động, vận dụng hai học thuyết vào Công ty trách nhiệm hữu hạn Nhơn Hòa Topic: Analyzing of theories regarding creating motivation for employees and applying these theories into Nhon Hoa Company Limited Human resource management plays an important role in organizations because it is the critical factor determining the effectiveness of all other activities Any organization which manages to utilize its human resource would function effectively To those manufacturing organization, effective human resource management would serve to reduce manufacturing cost and product price, increase its competitiveness in the market and sustain as well as expand its position in the market In order to this, managers should manage to utilize human resource, the needs, hobbies, passion and enthusiasm of its employees These factors create the motivation in the labor work force Enthusiasm is created from working motivation, which makes people enthusiastic and develops people’s working capabilities which consequently increase working productivity There are many theories about creating motivation for employees Each theory aims to focus on each factors and different angles of influencing factors In the following, I would the analyzing focusing on key theories of motivation, which are Herzberg's Dual-Factor Theory and Maslow’s hierarchy of needs I- Maslow’s hierarchy of needs: Maslow’s hierarchy of needs is one of the most widely used theory in the studying of human motivation Human needs are diverse and varied, thus satisfying these needs is complicated In order to satisfy the needs, Maslow theory points out that manager should figure out their methods to satisfy the employee’s needs, which consequently makes employees motivated He also stressed that human needs comprise of factors as the following: 1- Physiological 2- Safety 3- Love/Belonging 4- Esteem 5- Self-actualization As this theory studies, human needs evolves in ascending levels When the lower-level needs are satisfied, the higher level will arise These needs arise in the ascending orders: physiological, safety, love/belonging, esteem, selfactualization – Physiological : Physiological need is at the lowest stage in the system This need should be satisfied first and foremost since it would maintain human existence, which comprises: food, shelter, rest, sex These needs are obvious They would totally control and influence people and thus human would strive to meet these needs first before moving to the next stage 2- Safety : This need would arise after the physiological needs are met At this stage, human would have reactions toward the absence of safety threatening themselves The employees would prefer to work in a safe environment rather than working in a dangerous working environment 3- Love/Belonging : Upon the satisfaction of physiological and safety needs, the love/belonging needs would emerge People would feel lost and empty without friends and families They would try to understand people surrounding them 4- Esteem: This need presents the human desires to be accepted and valued/respected by others Maslow divided this need into kinds: - The need for strength, fulfillment, the trust and respect of others, independence and freedom - The need for fame, reputation, social status, recognition and attention 5- Self-actualization: Maslow states that: even though all the previous needs are met, human might still feel discontent and new worry will arise Therefore, this need emerge upon the satisfaction of the lower-stage needs It is observed that the same need not happen at the same time, instead at the same time different people have different needs However, the principle holds true to all cases, of which the needs at the lower stage should be met first before the need at higher stage come Managers should create the motives to encourage employees work better and make them content and secure with the job by satisfying their current needs However, the crucial principle should be highlighted to all managers is that “hungry, then provide food; thirsty, then provide water”, which means that the managers should understand the position and the respective needs of that particular employee before giving the motivational solution II- Frederic Herzberg’s two-factor theory This theory is based on the principle that motivation is influenced by many factors, which includes the factors causing satisfaction and the ones causing dissatisfaction Each factor have both pros and cons depending on how that factor is implemented and satisfied This theory divides the motivational factors into types: Motivators: This factor gives positive satisfaction, recognition, responsibility and personal growth These are the basic needs of the employee during the course of work The characteristic of this factor is that if these are satisfied, it would make employees motivated; otherwise they would be disappointed Hygiene factor: This factor involved work conditions, job security, remuneration and rewarding system, job guidance and support, work relationship If these factors are well-organized, it would prevent job dissatisfaction of the employees III- The relationship between the theories From the analyzing of the above theories, it can be concluded that the relationship between these theories is: The need motives and the triggering goals lead to behaviors Maslow pointed out that human always have needs and it is divided into ascending stages Herzberg emphasized factors which are encouraging and maintaining ones When human are satisfied with one need, then the other need will arise However, the question is that the lower-stage need still require to be maintained while the higher-stage need is met The need and their motive plus the objective which they have set will cause their behaviors Therefore, in an organization, if the policies and working conditions are good, the employees would be motivated and work more effectively The employee’s behavior would have positive influence over the results of the company On the other hand, if the policies are not adequate and not satisfy the employee’s needs, the employees could not be motivated and keep a positive working attitude IV Current situation of creating motivation for employees through encouraging policies in Vietnam currently Overview: Creating motivations for employees in Vietnam has received more and more attentions The governments as well as the companies have rested more cares to motivate employees through encouraging policies to utilize the employee’s capabilities, inspire their creativity and make them have a positive attitude at work Achievement : Creating motivation for employees in Vietnam through encouraging policies is still new yet it has reached significant achievements Especially, private-owned and joint-venture companies are now applying good remuneration package for their employees so that they can retain good ones and attract talented ones to the companies This point would be illustrated in the following examples: Creating motivation for employees at Nhon Hoa Company Limited (Nhon Hoa Co) Nhon Hoa Co has a perfect working condition The workshop is decent and spacious The company has just built a new canteen which is more than 750 square meter and increased the lunch set for employees from VND4000 to VND5000 Every October, Trade union invites Ho Chi Minh city Center of Working Health and Environment to conduct periodical health check for workers Besides, there are always permanent doctors and nurses working at the company to better take care of the employees’ health Annually, there are around 200 workers at Nhon Hoa Company studying to improve their know-how The company also has encouraging policies for these workers, in which they not have to take night shift and arrange appropriate job and reconsider the salary after they complete the studying course Besides, the company also organize the “Golden hand assembling weight scale” contest, encourage outstanding & high-performance workers in a timely manner At the company, it has become tradition that the employees help and support each other The Trade Union would call for fund-raising to help employees facing difficulties The company put an emphasis on team-building and teamsupport activities so that the bond between employees and between the employees & the company would be built Besides, the company has provided guarantee support for 100 staff so that they can apply for loans from CEP fund to improve their lives and purchase household items Taking good care of workers, provide training course to improve their capabilities and know-how, creating secure jobs and income for their employees Nhon Hoa company has well positioned itself in the mind of their employees Limitations and difficulties Although making employees motivated through motivational theories plays an important role, there are still so many difficulties & limitations in the implementation process Regarding the payment of salary for staff, if the salary is lower than the standard level, that staff would not be satisfied, yet if the salary is higher than the standard, it would not necessarily make that staff motivated in the long7 term The employee’s motivation is also influenced by leadership and management style of the senior managers There are cases when the employees leave the company since they can not accept the fact that the new-coming employees enjoy higher salary than theirs even though they have been working in the company for a longer time Some companies assign jobs which are junior than the capabilities and experiences of the employees, which make the employees upset and disappointed Some managers are too worried that their employees can not fulfill the task or not trust their employees’ honesty, thus they apply strict and rigid management style, which consequently makes the employees uncomfortable and upset In order to complete the job, the employees need the manager’s support in terms of financial, time and human support If the support is not sufficient and timely, they would feel that the company does not spend enough care and support and thus they would be disappointed The nature of the job is too monotone; there is no room for the employees to foster their creativity This is also a cause making the employees upset with the job In a company which departments and teams are founded not with the purpose to support each other, but with the purpose to check, control and build up the difficulties, the employees would also be disappointed Bureaucratic system, complicated internal processes are also listed as the cause killing the employee’s motivation In a working environment which there is no team spirit and no close bond, the employees would also feel discontent with themselves as well as with their colleagues Causes Toward each particular environment, there would be particular reasons causing the staff less motivated in the course of working However, the main reasons are as following:  Working environment is not good  The remuneration policy is not proper  Motivational policy and rewarding systems for employees not manage to make the employees motivated  Due to the nature of the job and the promotional opportunities  Due to the vision and opinions of the leaders, whether the leaders put an emphasis on human resource or not V-Recommendations and solutions In order to better create motivations for employees and eliminate the difficulties, I would like to recommend some recommendations and solutions regarding the motivational policies:  Clear and transparent remuneration policy in which there are motivational programs i.e bonus and bonus for good-performance employees  Carry out good remuneration package for employees, taking good care of the life and health of the employees  Organize events and activities frequently within the company to create the bond within the organizations  Build a favorable working environment so that the employees can work more effectively  Provide financial support for those employees who are undergoing difficulties  Motivate and encourage employees to further study and improve their know-how, foster creativeness in the company 10 ... moving to the next stage 2- Safety : This need would arise after the physiological needs are met At this stage, human would have reactions toward the absence of safety threatening themselves The... Love/Belonging : Upon the satisfaction of physiological and safety needs, the love/belonging needs would emerge People would feel lost and empty without friends and families They would try to understand... satisfied This theory divides the motivational factors into types: Motivators: This factor gives positive satisfaction, recognition, responsibility and personal growth These are the basic needs of the