BÀITẬPHÀNHVITỔCHỨCVỀTẠOĐỘNG LỰC Organizational Behavior Management is considered a science course focusing on researching influence of individual, group and organizational behavior in the organization; Behavioral research in organization and its impact on organizational performance; Study of behavior and attitudes of individuals in the organization Concentrate on basic issues such as productivity, quit, and job satisfaction and loyalty to the organization; Try to find scientific explanations rather a sense of organizational behavior Object of study subjects are individuals, groups and organizations Through the basics of the course (Organizational Behavior), leaders, managers use it to apply in the management and administration of the organization in an effective way as well as create motion for employees and encourage subordinates to bring out the ability to work with the best effort to accomplish the purpose of the company To promote staff, leaders and managers must know how to treat people Motivation is to promote people to work The effect of motivation depends on the (physical and mental) encouragement that stimulates employees to use all their potentials and try to the job To achieve results at the highest level, leaders and managers must find ways to satisfy demand of individuals as well as the general needs of the organization "Organizational behavior" has introduced the theories of behavior and method to create work motivation for employees to assess the ability and the role of leaders in creating motivation for employees Two of the theories are Maslow's Needs theory and Herzberg’s two factor theory Maslow's Needs theory Demand is the lack of something that people can feel Human needs are classified from low to high Some characteristics of Maslow's needs theory: - A demand that has been satisfied will no longer be the driving force - One need is not a driving force before the other needs in the hierarchy are met - Lower-level needs that are not satisfied will become a driving force - Instinct demand of human is to climb up to the top of tower of needs - The need to confirm themselves is unlike other needs Maslow's needs theory indicates that people have different levels of demand When the low-level needs are satisfied, higher-level needs become the driving force Once a need is met, other needs will appear The result is that people always have unsatisfied needs and these needs motivated people perform certain tasks in order to satisfy them Needs of individuals are so abundant and diversified that satisfying these needs are also complicated To this, Maslow points out those managers need to take measures to find and meet the needs of employees It will create incentives for employees Level of needs described through Tower of Maslow needs - Biological demand Located at the lowest position in the hierarchy of needs is a biological need These include basic needs such as: food, water, housing and resting The human body needs to have these needs in order to survive At work, all physical demand of a person should be satisfied He should be paid a reasonable salary to be able to feed himself and his family He must be eating lunch and have time to rest to recover health and to get rid of fatigue and monotony of work - Safety need When the needs at the lowest level are met, people began to feel the need to satisfy a higher level need He wanted to be assured of the safety of the body He wants to work in a safe place, such as in a workshop the health and safety of workers are assured Moreover, the workers want a safe and stable job to ensure long life He did not want to be pushed off the road for no legitimate reason - Connection need Human nature is to live in a community Everyone wants to be a member of a certain group and maintain relationships with others These needs will be necessary once the survival and safety needs are met At work, people are eating lunch together, join the football team of the company and participate in the trip or make other social work programs These activities enable employees of a department to meet and contact the staff of other departments At the same time, we also help develop a sense of community and teamwork - Growth need Next level is the growth need Growth need is recognized for success, talent, ability and knowledge of an individual At work, the symbol of position can satisfy these needs The reward for long term service and the award for best production workers in the month were given to show appreciation and recognition of personal achievement - The self-improvement need The highest level is the need to express and develop the capabilities of individuals At work, this need is particularly important for managers to assert itself The lack of satisfaction and challenge of the work is the reason why the top executives leave their jobs Herzberg’s two factor theory Herzberg said that there are two groups of factors that affect the work of individuals in business A group containing motivation with which the individuals in the enterprise will work better - The motivating factor is the challenge of the job and maturity; achievements and responsibilities; job prospects - The factors that motivate work: Motivation is the promotion of an individual to improve performance at work, it is the managers’ task to always recognize employee’s performance, as well as the product of the staff and subordinate Leaders point out that the work that employees, subordinates are doing is a very meaningful and it will bring efficiency to business At the same time, the leader must assign the responsibility to the work and achievements of employees, subordinates By this way, employees and subordinates will have the opportunity to have chance to get promotion A group of elements have the effect of maintaining the activities of man - Maintenance factor ensures the monitoring of working conditions; wages and private life; corporate policy - Lack of maintenance factor will cause resentment of working conditions; work status, salary; individual relations and steady jobs Herzberg's two-factor theory indicates that the factors creating job satisfaction not directly conflict with the factors creating dissatisfaction with the job These factors creating work motivation in the perspective of Herzberg is a man's sense of his or her own work: the work done, the recognition, the nature of work and responsibilities and opportunities Maintaining factors relate to the working environment: working conditions, management and business policy, supervision, interpersonal relationships with individuals, salary, status and job stability Herzberg’s discovery is significant for administrators They draw attention to the fact that the contents can influence human behavior at work, and the factors such as wages and working conditions are not always work motivation Through the nature of needs theory of Maslow and Herzberg two-factor theory we see Maslow and Herzberg share a same view of studying the relationship between the need and the effort to satisfy that internal need The guarantee to satisfy biological needs: Housing conditions, work, safety need of a stable job with appropriate wages, the demand associated with an assurance mechanisms stability of the enterprise policy, held in conjunction with the contact and exchange learning in enterprises and organizations of the tower needs Maslow also considered maintenance factors of Herzberg employment conditions, wages, the private life, business policy, organization Herzberg's motivation factors challenges in work and achievement comes with maturity and responsibility is also a driving force that Maslow has given when the needs of people reach the level of recognition for success, talent, ability and knowledge, self-improvement needs to assert itself However Herzberg offers two elements to separate motivation to improve achievement in maintaining labor conditions and job stability Meanwhile Maslow's tower of needs is the need to satisfy the conditions, the environment, policy work and promotion motivation reflected through by the hierarchy of needs Maslow points out that when people have already satisfied this element, they will ask for higher demand than before However, to satisfy that demand, then a question is still to maintain previous demand At that time the goal they set out is to meet higher demand Their needs and motivations associated with goals that they set will form their behavior So in a business good policies shall stimulate employees eager to work Their behavior will have a positive impact on the process of production and business activities of the enterprise On the other hand if the policies of the enterprise not meet the demand of the employees, they not stimulate employees to work hard Herzberg's two-factor theory indicates that the factors that create job satisfaction not directly conflict with the factors that create dissatisfaction with the job The work motivating factors in Herzberg’s view is a man's sense of his or her own work: the completion of work, the recognition, the nature of work and responsibilities, promotion opportunities Maintenance factors related to the working environment: working conditions, management and business policy, supervision, interpersonal relationships with individuals, salary, status, job stability The discovery of Herzberg is extremely significant for administrators We draw attention to the fact that the contents of work can influence human behavior, and factors themselves such as wages and working conditions are not always work motivation According to the Circular No 59/2007/NQ-CP on applying "one door policy” in business registration, registration of new enterprises is made through this division All business registration procedures are carried out in transparent and simple All employees working in this part are experienced, professional and able to work under high pressure On average, this part serves 45 to 55 transactions During the first implementation of the "one door policy" it was easy to see that people work very hard and feel enthusiastic for the task and the work assigned However, after a period of implementation of this division, leaders realized the level of enthusiasmspirit of the staff in this department were significantly reduced The feedback from individuals and organizations about this division was not as good as expected Whereas the situation gets worse, losing the trust of organizations and citizens is unpreventable This prompts leaders to take quick action find out the causes of that situation Leaders directly hold meetings with meet employees working in this division to discuss to find out the reasons and also the method to deal with these matters After thorough studying, they find the following main reasons: - The first reason: The work in this department is boring and repeated - The second reason: Suffering from pressures from frequent contacts with individuals and organizations - The third reason: The legal documents are not updated and timely promulgated to these employees - The forth reason: Time to work in the division is tight - After studying and evaluating the causes of the above situation, the leaders decided to use the method of weekly rotation of officials in order to create comfort while ensuring the quality of the work proposed At the same time experts in this field are invited to conduct training in order to improve cultural communication skills Besides, the staffs are always equipped with updated legal documents to contribute to improving the knowledge of their own After some time of making rotation of positions, everyone's spirit is back, nice picture of the "one door policy" gradually being regained and complains about the attitude of service being subdued Chart rotation of employees working in the "one-stop policy" Receiving records Paying results Guiding documents Checking documents ... Maintaining factors relate to the working environment: working conditions, management and business policy, supervision, interpersonal relationships with individuals, salary, status and job stability... Maintenance factors related to the working environment: working conditions, management and business policy, supervision, interpersonal relationships with individuals, salary, status, job stability... of this division, leaders realized the level of enthusiasmspirit of the staff in this department were significantly reduced The feedback from individuals and organizations about this division was