Phân tích về học thuyết nhu cầu của maslow và phân tích động cơ làm việc của nhân viên ngân hàng tmcp quốc tế (VIB)e

TABLE OF CONTENTS I/ THE NATURE AND THE RELATIONSHIP BETWEEN TWO THEORIES OF CREATING MOTIVATION: THE CONTENT THEORY OF MASLOW AND THE EXPECTANCY THEORY OF VROOMS .3 The content theory of Maslow (Maslow’s hierarchy of needs): 1.1 The advantages of Maslow’s theory: 1.2 The limitations of Maslow’s theory: The expectancy theory of Vrooms – Working motivation: 2.1 The advantages of the Expectancy Theory: .7 2.2 The limitations of the expectancy theory: The relationship between the two theories: The content theory of Maslow and the expectancy theory of Vrooms: II/ ANALYSING THE WORKING MOTIVATIONS OF THE EMPLOYESS OF VIETNAM INTERNATIONAL COMMERCIAL JSC BANK (VIB): What is working motivation? Why we have to care about working motivations? .8 Analyzing the working motivation of the employees of Vietnam Internationl Commercial Jsc Bank (VIB) .8 2.1 Salary : .9 2.2 Bonuses: .9 2.3 Secure working environment with many promotion opportunities: 10 2.4 Ensure necessary health conditions 10 2.5 Ensure an appropriate working – relaxing schedule 11 III/ CONCLUSIONS 11 Introduction In all modern organizations and companies, the human factor is very important and is one of the basic factors determining the success or failure of the organization Therefore, all organizations nowadays are very concerned and have clear policies in recruitment, training and using workers as well as find ways to motivate employees to utilize them in the most efficient way However, the human problems, the relationship between man and man and the relationship between people and organizations are the most common and complex issues confronted by managers In this context, the fiercer and fiercer competition is not solely the competition in products, services and customers, but also competition in terms of human resources Therefore, all companies need to know how to use human resources effectively, which means that they have to develop and implement a range of effects in order to create in all employess the excitement, pride, and desire to voluntarily contribute I/ THE NATURE AND THE RELATIONSHIP BETWEEN TWO THEORIES OF CREATING MOTIVATION: THE CONTENT THEORY OF MASLOW AND THE EXPECTANCY THEORY OF VROOMSS The content theory of Maslow (Maslow’s hierarchy of needs): A person starting to something is to satisfy the demand not yet met Conversely, when a demand has been satisfied, the motivation also disappeared Needs and motivation always comes together There are five types of demand affect the movitation and they are placed from low to high on a five-leveled pyramid The operating principle of the pyramid is: until the lower needs have been satisfied, it will be hard to reach the higher level demands Apply in the field of working motivation: - Physiological Needs: this is the need to maintain the natural existence of a body, it includes the following elements: food, clothing, sleeping, reproduction These needs are those which appeared earliest It dominates the wishes of man, therefore, people find ways to satisfy it Physiological needs often don’t stimulate employees to achieve better efficiency in their work - Safety Needs: Are needs that appears after physiological needs have been met That is the need for safely in employment, in saving, in insurance, - Social Needs: are the needs to communicate with others and reap the benefits from the relationship with the outside society, the feeling of being a member of a group, an association, a group of friends - Esteem Needs: Now people want to feel that he or she is useful in certain areas, is recognized and appreciated by other people and deserve that recognision They are the needs to get respect from others This could be a great source of encouragement in the work - Self-actualization Needs: These needs motivate people to accomplish what they desire, achieve the goals that they set and develop personal potentials in their chosen field The people themselves have to improve for the personal development, to prove themselves At work, the needs at this level are able to create much encouragement 1.1 The advantages of Maslow’s theory: Maslow's ranked people’s needs from lower to higher and helped us to know the hierarchy of needs based on which we can apply them to create more appropriate management policies To motivate employees, managers need to learn where the employee currently is in this hierarchy and direct the satisfaction to that hierarchy needs - Basic needs: can be in the form of good salary, ensuring other benefits such as bonuses, sightseeing and tourism … - Safety needs: managers can ensure favorable working conditions, ensure that the job is maintained stably, ensure fair treatment for employees, provide health insurance and unemployment insurance for workers - To meet the social needs of workers, managers should facilitate teamwork, create opportunities to expand exchanges between departments, encourage people to contribute their opinions and organize fun and recreation activities … - To meet the esteem needs, the workers should be respected in terms of personality and dignity Companies need to have systems and policies to praise, appreciate success and spread out the successful stories of individuals - For self-actualisation needs: provide opportunities to develop personal strengths, workers need to be trained and developed, to participate in the company development and improvement programs 1.2 The limitations of Maslow’s theory: According to Maslow, when a group of needs has been satisfied, those needs are no longer motivating This conclustion is not really realiable because when implementing the employee motivation policy, managers still need to satisfy the basic needs Maslow's theory only considered general contexts, not yet took into account the specific socio-economic and cultural characteristics of each country The difference between the needs is very difficult to distinguish In fact, the needs can also be overlapping and coinciding The expectancy theory of Vrooms – Working motivation: The expectancy theory was introduced by Victor Vrooms in 1964, then amended and supplemented by some other scholars, including Porter and Lawler (1968) Unlike Maslow and Herzberg, Vrooms did not focus much on needs but on results instead Maslow and Herzberg researched on the relationship between internal needs and the efforts to produce results to satisfy those internal demands; while Vrooms separate efforts (arising from motivation), actions and effectiveness He said that the behavior and working motivation of people are not necessarily determined by the reality but they are determined by human perception of the expectations about their future This theory revolves around three basic concepts or three connections: - Expectancy: Is the belief that the efforts will lead to good results This concept is influenced by factors such as:  The availability of appropriate resources (time, human,…)  The skills to implement  The necessary support to complete the tasks (information, the monitoring, the direction,…) - Instrumentality: Is the belief that good results will lead to rewards This concept is expressed through the relationship between actions (performance) and rewards, it is specifically affected by factors such as:  A clear link between the performance and the rewards workers will receive  The trust in the fairness of the reward/punishment decision maker  The trust in the transparency of the reward/punishment decision - Valence: Reflecting the importance of rewards to workers This concept is expressed through the relationship between rewards and personal goals Factors affecting valence are:  Efforts to encourage work  Work performance achieved commensurate with the rewards received  The concern about the results / rewards that individuals receive 2.1 The advantages of the Expectancy Theory: - Vrooms argued that workers are motivated only when their perceptions of the three concepts or three relationships above are positive In other words, it’s when they believe that their efforts will produce better results and the results will lead to rewards and the rewards are meaningful and consistent with their personal goals - The application of this theory into practice can create the conclusion that if ones want the workers to have motivation in doing something (in line with the objectives of the organization), that manager will have to create awareness in his employees that the effort will bring about the rewards which commensurate with their wishes To that, we must first create the satisfaction of employees with the current working environment with the support of their superiors and colleagues; and that will make them believe that their efforts will lead to good results and expected reward Satisfaction of a fair reward and punishment will also help them believe that the results they achieve will certainly be appreciated as well as lead to the company's reward 2.2 The limitations of the expectancy theory: Because the expectancy theory is based on the perceptions of employees, it will possibly happen a case in which people working in the same company at the same position but have having different working motivation due to different awareness of those concepts For example, if an employee wants to be promote in his job, the promotion is highly valued to that person An employee who believes that good efforts will be appreciated is the one who has high expectations; on the contrary, that employee will not build expectations for hisself if he does not trust that the results of his work be appreciated The relationship between the two theories: The content theory of Maslow and the expectancy theory of Vrooms: Although these two theories have different forms and reflect different ways of thinking, they both have the common nature which is about motivation and motif of employees In sum, from analyzing the content of the two theories, we can see that both have deeply researched the working motivation and the motivation to create the devotion in workers; based ont that, they have provided solutions in employees management and using to achieve high efficiency Based on the contents and ideas of the theory as well as their application in real conditions of our country today, it’s a necessity to create motivation for employees II/ ANALYSING THE WORKING MOTIVATIONS OF THE EMPLOYESS OF VIETNAM INTERNATIONAL COMMERCIAL JSC BANK (VIB): What is working motivation? Why we have to care about working motivations? Motivation is understood to be the willingness and determination to make an effort to achieve the goals of the organization and it depends on the ability to achieve the results to meet the individual needs Movivation represents the power affecting one person or power arising within him, push him to act towards a certain goal An employee who has high working motivation is someone dynamic, willing to invest his efforts and mental strength to complete his work and achieve set targets There’s a basic principle in management: Working performance = f (ability * motivation) Therefore it’s the manager’s reponsibility to create motivation and establish an effective system of encouragement 2 Analyzing the working motivation of the employees of Vietnam Internationl Commercial Jsc Bank (VIB) - Full name: Vietnam International Commercial Joint Stock Bank - Abbreviated name: International Bank (VIB) - Established on: 18/9/1996 - Headquater: VietTower Building, No 198B Tay Son, Dong Da, Ha Noi Creating motivation for employees is a very important task and of great significance in order for a company to achieve stability and long-term development in the current competitive environment VIB always considers that task to be of top priority in order to create favorable conditions for employees to complete tasks and stimulate workers,… The benefits of employees of International Bank are expressed clearly in the collective labor agreement, labor regulations, regulations on policies for staff and workers, compensation regulation Each staff dedicating his effort and his mind for the Bank has a different motivation, but generally, they can be one of the following motivations: 1.1 Salary Salary is the key component of income, income is the most obvious expression of economic interests of workers Therefore, salaries should be used as a powerful economic lever to stimulate employees High paid salaries corresponding to the worthy contribution to the Bank will be a big motivation for employees to work and stay with VIB Compared with the average of the economy, the salaries of the employees in VIB are at a fair level and are adjusted annually according to the general average level as well as the contributions of workers The salary is a necessary element, but not all It’s not necessary that once we raise the salary, the employees will a better job 1.2 Bonuses Bonus is the money used to reward each employee, and to reward the units which have higher performance compared to the levels set by the Bank Aside from acting as a supplement source of income for workers, bonus is also a means to assess the merits, the sense of responsibility and achievements of workers contributing to business results of VIB Businesses in general and International Bank in particular are very concerned about bonuses for employees, because this is one of the incentives and timely encouragement for workers, promoting the employee to be concerned about the results of work, about cost savings and to better try to finish the assigned tasks Deeply understanding the importance of bonuses, in 2010, VIB has awarded employees the bonuses equal to the salaries of to months depending on contributions of employees and results of each business unit This is also an important tool to motivate the Bank employees 1.3 Secure working environment with many promotion opportunities VIB has always tried to create a secure and friendly working environment The bank has tried to invest in infrastructure as well as complete working tools for employees Employees working in hazardous and highly risky environment such as Audit, cashiers, tellers are all equipped with working tools at the maximum level and also provided with the additional hazardous, risk allowances Every year, the Bank also conducted a review to praise outstanding staff, re-arrange source staff for training and develop them to be the next leaders in future Among positions in need of recruitment, prioritise internal source staff, through that create the motivation for employees to strive The Bank set up its training center to train and retrain staff to ensure that all employees are equipped with sufficient amount of knowledge to meet the requirements of work The Bank provide maximum support for its staff to participate in intensive courses and professional training class, pursue Masters and PhD at home and abroad to improve the qualifications of the employees and management members 1.4 Ensure necessary health conditions The Bank purchases and pays full insurance for employees Medicals check up for staffs are also held twice a year Ensuring the necessary medical conditions satisfy the needs in terms of health and safety of workers It helps employees feel more secure when confronting the threat of occupational accidents, occupational diseases and illnesses occuring in working, through which the working motivation will increase 1.5 Ensure an appropriate working – relaxing schedule VIB uses the 8-hour working days, 5.5-day working week, off on Saturday afternoon and Sunday Additionally, employees are also entitled to have days off according to the government law Working and resting time is arranged by the Bank to avoid fatigue and create a comfortable and happy working atmosphere Every year, the Bank organizes for employees to go travelling to help them have the time to reproduce the power needed to work better For female employees working in their Maternity period or raising children under 12 months, the Bank provide shorter working day which is only 7h/day … III/ CONCLUSIONS In the current market economy, the companies that can exploit the strengths of human resources will have many advantages for development In order for human resources to fully develop their potential, enterprises need to better satisfy the material as well as mental needs of employees Managers need to remember that not all employees are encouraged in the same way as another So it is not practical if we set out a limit list of motivation factors An effective manager is someone who tries to identify these differences and create the impact on a whole group as well as on each individual When considering this argument, we can see that we can draw many practices from many different theories about motivation among which some of them have been presented above  ... TWO THEORIES OF CREATING MOTIVATION: THE CONTENT THEORY OF MASLOW AND THE EXPECTANCY THEORY OF VROOMSS The content theory of Maslow (Maslow s hierarchy of needs): A person starting to something... work, the needs at this level are able to create much encouragement 1.1 The advantages of Maslow s theory: Maslow' s ranked people’s needs from lower to higher and helped us to know the hierarchy... participate in the company development and improvement programs 1.2 The limitations of Maslow s theory: According to Maslow, when a group of needs has been satisfied, those needs are no longer motivating