Vận dụng các học thuyết trên để phân tích động cơ làm việc của nhân viên hãng hàng không việt nam

Vận dụng học thuyết để phân tích động làm việc nhân viên Hãng Hàng không việt nam Over view of Vietnam Airlines - Vietnam Airlines was established in 1993 From a small and unknown airline with old-fashioned fleet (manufactured by the older Soviet Union), after nearly 20 years, Vietnam Airlines has risen to become a dynamic airline with impressive growths and 70 modern aircrafts (mainly manufacutred by Boeing, Airbus and of youngest age in the region), transported more than 12.4 million passengers in 2010 - The company's overall strategy: to become one of top three airlines in Southeast Asia, with effective business, continually improving quality, and provide customer satisfaction Managing and motivating the employees are always the top priority to Vietnam Airlines which has over 10.000 employees at various ages and fields such as technical, commercial, and operational department; and distributed from the South to the North of Vietnam and to foreign countries Analysis of the Maslow and Herzberg’s theories 2.1 Maslow's hierarchy of needs Psychologist Abraham Maslow (1908-1970) was one of the pioneers in the school of humanistic Psychology, which was considered as the Third Force while the two other main schools of psychotherapy were well-known called Psychoanalysis and Behaviorism In 1943, he developed a theory in which its influence is widely recognized and used in many different sectors including education field That theory called the Hierarchy of Needs In this theory, he classified humans’ needs into an ordering system, in which only after the lower level needs have been satisfied would the higher level needs appear  Overview of the Maslow's Hierarchy of Needs At the beginning of the theory, Maslow divided humans’ needs into five levels: - Basic Needs - Safety and Security Needs - Social Needs - Esteem Needs - Self-actualizing Needs Maslow’s Hierarchy of needs is represented as a pyramid, in which the lower needs is put below the higher one  Basic Needs Basic needs is also known as the Body Needs or Physiological Needs including the literal requirements for human survival that without them, the human body simply cannot continue to function, such as food, water, air, and sexual instinct These are basic and most powerful of humans’ needs From the pyramid, we will see that the Body Needs is classified in the lowest order (the most basic level) Maslow said that higher level needs will not appear unless basic needs are satisfied The basic needs will dominate and urge people to act until satisfaction fulfilled The workers’ objection happens when they cannot live with their salary states that satisfying the basic requirements must be considered as the first priority  Safety and Security Needs With their physical needs relatively satisfied, the individual's safety needs take precedence and dominate behavior The demand for safety and security is reflected in both physical and mental form including: - Personal security - Financial security - Health and well-being - Safety net against accidents/illness and their adverse impacts These needs are usually expressed via the desires for a stable life and a social life based on Law, a house to stay, etc Many people look for the safety in mind in the religious beliefs and philosophy This is one kind of the emotional security The social insurance policies, the retirement benefits, the savings accounts, and reasonable disability accommodations are also the expression of the safety needs  Social Needs: After physiological and safety needs are fulfilled, the third layer of human needs are social and involve feelings of belongingness People express their needs in the communication process For example, they search and make friends, find love and get married, or join a particular community or a social group Humans need to feel a sense of belonging and acceptance In addition they need to love and be loved (sexually and non-sexually) by others This needs can often overcome the basic and safety needs, depending on the strength of the peer pressure  Esteem Needs (also known as Self-esteem and self-respect needs) Esteem needs presents in two levels, a lower one and a higher one The lower one is desire to be accepted and respected from others by their own achievements, the need for status, recognition, fame, prestige, and attention The higher one is the need for self-respect, strength, competence, selfconfidence, independence and freedom When a person is encouraged and rewarded for their contribution, they are willing to work more enthusiastic and efficient This need is classified below the belonging needs For instance, after joining a group, people desire to be respected and loved by everyone in the group sothat they always try to get a given stable position in that group  Self-actualizing Needs Maslow describes this desire as follows: "self-actualization as a person's need to be and that the person was "born to do" This level of need pertains to what a person's full potential is and realizing that potential 2.2 Herzberg's Boby Motivation-Hygiene Theory Frederick Herzberg (1923-2000) was an American psychologist who is father of the Two Factor Theory (also known as Herzberg's Boby Motivation-Hygiene Theory and Dual-Factor Theory) which has been widely applied by enterprises To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction The studies included interviews in which 203 accountants and engineers in the U.S were asked what pleased and displeased them about their work The choice of two objects for the interview was explained by the importance of them in the U.S Herzberg's discovery created a big surprise because it was totally contrast with the way people thought before Managers often assumed that satisfaction is opposed to dissatisfaction and vice versa However, according to Herzberg’s theory, the opposite of satisfaction is not dissatisfaction, but rather, no satisfaction Similarly, the opposite of dissatisfaction is no dissatisfaction Factors related to satisfaction with the work are called Motivator - internal factors Factors related to dissatisfaction are called Hygiene Factors - external factors Motivators are factors leading to satisfaction, such as: - Achievement - Recognition of organizations, leaders and colleagues - Responsibility - Get promoted - Personal growth as desired Hygiene Factors are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves not provide satisfaction Factors lead to dissatisfaction may be: - Company policies - Inappropriate supervision - Under expected working conditions - Unfair wages and other compensations - Bad relations with co-workers and others If motivators are fulfilled it will create satisfaction thereby encouraging employees to work harder However unsatisfied hygiene factors will cause dissatisfaction This theory enables managers to know the factors that cause employee dissatisfaction to avoid For example, employees may dissatisfy with their work because their salaries are too low, too strict supervision, or relationship with colleagues is not good Thus, managers must find ways to improve wages, make a good supervision, and improve the relationship between colleagues However, avoiding the factors that cause employee dissatisfaction does not mean that employees will be satisfied To motivate and encourage employees, the administrators need to focus on factors such as achievement, recognition and job assignment Employees will be satisfied with the assigned work if it utilises their full qualifications and skills, gives them opportunity to learn, and improves skills and career promotion 2.3 The relationship between the two models Although developed by the different authors in different historical period, Maslow's hierarchy of needs and Two Factor Theory of Herzberg have very tight relationships with each other, specifically as follows: - They were performed on the basis of insight researches on psychology and humans’ needs; - There were many similar analyses, such as analysis on safety needs and recognition needs; - They were tightly linked psychological factors and personal needs to the human resource management in organizations and companies which aims to motivate employees Motivation analysis at Vietnam Airlines 3.1 Labor Force By the end of 2011, Vietnam Airlines has 10.500 staff excluding its subsidiaries, of which brand offices, headquarters, operation, and services account for 13%, 13%, 33%, and 38% respectively (Source: Organization and Personnel Department - Vietnam Airlines) The highest qualification is Ph.D and the lowest is high school educated Due to the nature of an airline with a wide range of activities, personnel of the Vietnam Airlines is arranged on a very wide geographic range, from north to south of Vietnam and in the different countries in the world Therefore, the research of organizational behavior for the effective management of human resources is essential 3.2 Motivation Currently, Vietnam Airlines has two target groups which are senior managers (from the department managers up) and unskilled workers who are basically quite stable and less affected by the labor market Therefore, the author will focus on analysing the middle level managers to specialists as they are quite sensitive to the labor market Analysis relating to Maslow’s Hierarchy of Needs: - Income to ensure the Basic Needs: the income level of Vietnam Airlines is currently quite moderate in Vietnam and can meet the basic needs of employee’s life However, the income paid by Vietnam Airlines is not really attractive, especially for characterised labor force There is strong competition from the other airlines with respect to pilots, technicians, highly trained and experienced labor forces that has not obtained the opportunities to get high positions - Working conditions- safety needs: working conditions at Vietnam Airlines is relatively good compared with the average of Vietnam including environmental and labor policies - Social needs: Vietnam Airlines pays alot of attentions on the group activities such as culture, sports, trade unions, and youth’s activities - Self-esteem and self actualization: Vietnam Airlines has basically been able to create a working environment enabling individuals to develop the professional capacity , and get respect from colleagues However, because of the large scale, working culture, management culture, and development encouragement have not been performed well in all departments These outstanding individuals are not always be put in right place therefore company can not utilize full ability of the employee Analysis relating to the Two Factor Theory of Herzberge Motivators in Vietnam Airlines: - Personal development and promotion: Vietnam Airlines has created the mechanism to facilitate personal development and promotion However, the opportunity is not equal between departments and appointed procedures are relatively cumbersome as it must follow general regulations of the State-owned Corporation - Assignment: There are growing numbers of young employees who demonstrate increasing levels of ability and be given increasing levels of responsibility - Recognition: The company always concentrate on improvements, even hire consultants to improve the job assessing process to increase the accuracy in the employees’ evaluation Hygiene Factors: - Salary policy: Vietnam Airlines has maintained salary payment policy at a relatively moderate level in Vietnam Employee income is still less than many other State-owned corporations and lower than foreign airlines; - Company policies: Many policies such as bonuses and per diem and procedures of recruitment and appointment are also bound by the general provisions of the State and quite cumbersome; - Relationship: Relationship between colleagues is basically good However, due to large-scale, diverse in age, culture, and geography, Vietnam Airlines could not avoid some problems related colleagues’ relationship; - Stable job: The stability of job that Vietnam Airlines provide their employee is at a high level, especially compared to other foreign enterprises, and small and medium enterprises 3.3 Measures to provide incentives to work Vietnam Airlines could apply some of the following measures: - Basic needs: employee of Vietnam Airlines have not to face with the problem of basic needs However, the income policy is not really attractive to the labor resources of middle level managers and special labor force like pilots and technicians, while there is strong competition from the other airlines to get these labor forces Therefore Vietnam Airlines needs to improve efficiency performance evaluation process and income distribution, and focus on highly specialized forces and major contributing employee; - Safety needs: Vietnam Airlines must maintain the safe working environment and create employee’s trust through policies such as pensions, social insurance, etc - Social Needs: take advantage of large-scale labor forces and cultural diversity, enhance the exchange activities, hold competitions related to sports, culture, and arts; increase satisfaction by reducing stress and improving quality of life through mental values of employees, thereby, making them more loyalty to the company; - Self-esteem and Self actualization: priority to improve the environment for scientific research, encourage them to express their own ideas, and provide incentives in material and immaterial method such as dicounted airline tickets, rewarding holidays, honors, and merits; improve the process of recruitment, training, appointment, and recognition the contributions of employee - To enhance encouraging factors such as recognition of the organization, empowerment, personal development and avoid the factors causing dissatisfaction of the employee like unfair payment policies and stress in colleagues’ relations 10 Conclusion Human resources management in a large corporation like Vietnam Airlines has always been a difficult problem However, if the managers understand and apply the theory of human resource management appropriately and closely to the real conditions of the company, it will certainly make the employee satisfied and love their job Consequently, it leads to more efficient operation and sustainable development 11 ... Needs: the income level of Vietnam Airlines is currently quite moderate in Vietnam and can meet the basic needs of employee’s life However, the income paid by Vietnam Airlines is not really attractive,... needs: working conditions at Vietnam Airlines is relatively good compared with the average of Vietnam including environmental and labor policies - Social needs: Vietnam Airlines pays alot of attentions... Vietnam and in the different countries in the world Therefore, the research of organizational behavior for the effective management of human resources is essential 3.2 Motivation Currently, Vietnam