ĐỘNG lực LAO ĐỘNG và các học THUYẾT tạo ĐỘNG lực TRONG LAO ĐỘNG – áp DỤNG THỰC TIỄN tại DOAN NGHIỆP e

ĐỘNG LỰC LAO ĐỘNG VÀ CÁC HỌC THUYẾT TẠO ĐỘNG LỰC TRONG LAO ĐỘNG – ÁP DỤNG THỰC TIỄN TẠI DOAN NGHIỆP TABLE OF CONTENTS INTRODUCTION THE CONCEPT OF MOTIVATION AND THEORIES OF MOTIVATION The concept of motivation The theories of motivation Analysis of the essence and relationship between the two theories WORK MOTIVATION IN VIPCO.HA LONG CO LTD An overview of the company The negative factors of motivation Applying the theory of Maslow and Herzberg's two-factor theory to analyze the motivation SOLUTION Define objectives, tasks and job standards Create favorable conditions for the employees to complete the task Stimulate labor CONCLUSION REFERENCE DOCUMENTS INTRODUCTION Human factor has always played an important role in the economic activities, social, political and take the interaction with the surrounding factors These factors will affect the perception, emotion and their behavior Positive or negative perception will lead to attitudes, actions react to things, ideas that people affected The works that employees perform can bring good or bad results can create success or failure for the organization, business or project Therefore, the motivation holds an important position to business performance as well as the implementation of the strategic goals of each company I THE CONCEPT OF MOTIVATION AND THEORIES OF MOTIVATION A The concept of motivation Motivation is the inner factor that stimulates human efforts to work in allowed conditions to create the highly efficient productivity Expression of motivation is the willingness and passionate working in order to achieve the goals of the organization or individual Therefore, the dynamic behavior (or behavior is motivated, encouraged) within organization is a general result of a combination of many factors such as organizational culture, leadership style, organizational structure and policies on human resource as well as the implementation of these policies The factors belong to the individual employees also play an important role in creating motivation for their own needs, purposes and the conception of value Understand the motivation of employees is very important in management, but how to create the motivation of employees that requires managers to analyze deeply the needs and motivation of its employees The Managers should make sure employees to know that they work because of their desire not merely to work by organization requirements Further, Manager should create for each employee being aware of the goal, the strategy of the organization as well as the desire to achieve their objectives The achievements that the organization achieved are the result of labor, efforts and creativity of employees A good manager must have the ability to convey this message to all members of the organization B The theories of motivation There are many theories about the motivation of the employees showed that there are many different approaches of motivation All theories have common point is the strengthening of motivation for employees to improve labor performance and business effect of the organization Hence the motivation is essential in the operation of the organization If you want to create motivation, to acknowledge the needs or create demands By giving rise to human needs will be motivated to work to satisfy these needs Typically Maslow’s theory and two-factor theory of Herzberg have different division of needs but still have similar factors + Two-factor theory F Herzberg provides two-factor theory about job satisfaction and motivation Herzberg separates the factors into two groups: job satisfaction and job dissatisfaction Motivation factors include key elements to create motivation and job satisfaction as:  Achievement  Recognition  Work itself  Responsibility  Promotion  Growth These are the elements of work and personal needs of employees When these needs are met and its will create motivation and job satisfaction Hygiene factors that includes the elements of environmental organizations such as:  Organizational policies  Quality of supervision  Working conditions  Base wage or salary  Relationship with peers & subordinates According to Herzberg, if these factors are positive in essence that will have the effect to prevent job dissatisfaction However, if their alone presence is not enough to create motivation and job satisfaction This theory points out a variety of factors that affect the motivation and satisfaction of employees, but also caused a fundamental impact on the design and redesign of work in many companies + Maslow's hierarchy of needs Maslow said that people have a lot of different needs that they desire to be satisfied, and divided these needs into five categories and arranged in a hierarchy as follows:  The physiological needs: the basic requirements of food, water, shelter, and sleep and the body's needs  Safety needs: the need for stability, certainty, be protected from misfortune or self-defense needs  Social needs: needs to be a relationship with the other person to express and love accepting, care and unity Or in other words, needs about friends, communication  Esteem needs: is the status of needs, be recognized and respected by others, as well as the need of self-respect  Self-Actualization: the need for growth and development, need to fulfill oneself, use abilities to fullest and most creative extent or the need to get new achievements When each of the needs among these needs is satisfied, then the next need becomes important Satisfy the needs of the individual will follow the hierarchy of "instinct" to "civilization" and despite not having a need to satisfy fully, but a need is satisfied basically and it is no longer creating the motivation and the next needs will appear Thus, according to Maslow, to motivate employees, managers need to understand where the employee is in the hierarchy and focus on satisfying the needs in the hierarchy C Analysis of the essence and relationship between the two theories From a theoretical basis we can find the relationship between the two theories expressed by the following diagram: MOTIVE, NEEDS BEHAVIOR MOTIVATION FACTORS Maslow's theory is the culmination of the detection and classification of the hierarchy of needs of employees Maslow's needs pyramid shows the basic needs are easy to satisfy, but as in the higher needs as there are few people reaching Individuals achieve to high demand in Maslow pyramid want to strive to conquer new goals Not only different from competence, professional qualifications, but also motives The motive is defined as is the need, the desire, the energy or the individual's urge wants to implement purposes If the motive is an internal factor in the decision then motivation is the objective factors that employees received from the external environment If there is no encouragement to promote from the organization, working environment, job characteristics, employees can hardly find the motivation to strive to reach the higher needs in Maslow's pyramid Maslow's hierarchy of needs Two-factor theory of HERZBERG Responsibility Work itself Growth SELFACTUALIZATION ESTEEM NEEDS Motivation factors Company policy Relationship with Peers SOCIAL NEEDS SAFETY NEEDS PHYSIOLOGICAL NEEDS Advancement Achievement Recognition Hygiene factors Work condition Security Salary Private life Comparison of Maslow's hierarchy of needs theory and Herzberg two factor theory Hygiene factors in two-factor theory of Herzberg are factors causing dissatisfaction even where employee dissatisfaction as the company's policy is not good, the harsh working environment, co-worker relations not in harmony But whether these factors are improving, they are not motivated, inspiring people with the best effort However, of concern is the human response quickly revealed when these factors are not met properly (based on the premises of the market or individual requirements) because these factors but at the level low, but it is the basic factors, foundation and essential We can recognise that this factor is equivalent to the lowerorder needs in Maslow’s needs pyramid Motivation factor as factors that encourage human efforts work as interesting work and achievements are recognized, opportunities for advancement, responsibility for the job, will promote individual efforts, and these individuals will bring high efficiency to the organization Without these factors in a long time, people will lose enthusiasm and not even have the minimal effort required for his work These factors are equivalent to the higher-order needs of Maslow tower Both theories have the same disadvantages In Maslow's theory is a new need is created when the former need is satisfied, while in the two-factor theory of Herzberg divide the factors into two separate groups In fact, the division is only approximate in essence and can interact with each other According to Professor of Yale University, Clayton Alderfer said that human action derived from the needs, so people can seek to satisfy many different needs at the same time, not just a single need to be satisfied then switch to other needs When fulfilling a need that hampered, people tend to put the effort to satisfy other needs Similarly, researchers criticized that the two-factor theory of Herzberg not entirely consistent with reality In fact, elements in both groups active at the same time rather than separately from each other II WORK MOTIVATION IN VIPCO HA LONG CO LTD A An overview of the company VIPCO Ha Long Company Limited (formerly Branch of Vietnam Petroleum Transportation Company "VIETPETROCO") has been based in Halong City and providing services to vessels In 2006, VIPCO Halong Co Ltd was founded with the model is an independent operating subsidiary (under the Vietnam Petroleum Transport Joint Stock Company - VIPCO) Currently, VIPCO Halong focuses on two lines of business, Bunkering and Shipping Agent Services Total number of employees is 20 persons, including: Director, Deputy Director, Business Department, Shipping Agency Department, Finance and Accounting Department and General Affairs Department B The negative factors of motivation - Business strategy is not consistent with market situation, company culture is faded, there are many processes, the regulation is not reasonable Information is not widely publicized - Salaries, bonuses, remuneration not encourages employees Employees are not adequately recognized the contribution and their efforts spent and worried that the salary is not compatible with efficiency and performance - Promoting, sorting and recruitment is inconsistent with the qualification of employees The job title does not have clearly goals, responsibilities, rights and obligations - The relationship between the members in the company are not harmonious, tense working atmosphere, ineffective meetings - The manager provide his subjective decisions, feeling, imposed and not respect the advisory opinion of the specialized departments, indifferent to the negative factors that affect the company C Applying the theory of Maslow and Herzberg's two-factor theory to analyze the motivation If based on the pyramid of needs Maslow may have noticed the majority of employees in the company are on the third floor of the tower Considering at the relative angle, can understand the employees here have been satisfying Physiological needs, safety needs Employees have a basic salary, a stable position but not enough to stimulate the enthusiasm of dedication to the job Promoting, sorting and recruitment is lack of convincing causes reduce the enthusiasm and desire to progress The principle is not reasonable and the decision of the company's leadership does not depend on actual or consultation of expert department but relying on feelings lead to inefficient implementation and caused discontent within the working environment Employees feel their opinions are not respected, there are no desire to contribute and are reluctant to the job with heavy pressure and boring Basically employees still the job but there is always dissatisfaction If this situation occurs in a long-term, no changes, no motivation or incentive to encourage employees out of boredom, even the desire to perform regular work also declined When an individual or a department achieved positive achievements or high labor productivity, senior managers not have adequate assessment, record or encouragement in time Therefore, employees have not motivations to reach the higher level even though they are fully capable The company will not only take advantage of the human resources, but also get the risk of talent losing Because the talent who will need to be highly respected and they always look forward to recognize the positive contribution, if not meet the above criteria they will leave Moreover, the company does not convey the company culture to employees so that they have a perception, the proud, the orientation and passion for the job then can hardly to make them look forward to meet the higher needs for self-actualization to worthy with their organizations in which they participate III SOLUTIONS To motivate employees, managers need to direct their activities in three key areas with the following main directions: A Define objectives, tasks and job standards - Targeting activities; build the appropriate business strategy in line with market during the economic crisis Complete rules and regulations at the request of business and management Implementation planning, communication to each employee and department in the company makes employees understand the objectives, course of action - Promoting the company culture encourages employee creativity through movement activities Build relationships, strengthen confidence, enhance regularly solidarity among the members, periodically organizes exchange programs, meetings, travel, festivals - Identify specific responsibilities, powers and the criteria for each job title in the job descriptions helps employees know what to do, how to it Monthly assessment of the degree of completion of the tasks of the employees fairly, provide feedback correct, full and complete willingness to help them understand the importance of the work B Create favorable conditions for the employees to complete the task - Promoting, sorting and recruitment are met the essence of work - To organize training class and orient for employees - Provide resources and necessary conditions to implement the work - Interest, help employees in the process of doing the job C Stimulate labor - Use the salaries and bonuses as a tool to stimulate the physical for employees Salaries and bonuses are the most obvious manifestation of the economic benefits of labor should be used as a tool to motivate, encourage and must be paid directly to satisfactory and timely manner commensurate with the contribution to enhance the efforts and achievements of employees - Apply reasonable methods of non-financial incentives to meet the spiritual needs of employees, such as: praise, emulation organization, building a good working environment, creates learning opportunities, development, opportunities to improve job responsibilities, opportunities for advancement CONCLUSION Motivation is a fraction of Organizational Behavior Management, but no less important The theories show as a result of the inclusion of the many factors that affect humans Understanding and proper application will assist the Manager with the appropriate measure of direction and motivation for the employees on: defining functions, responsibilities, powers and working standards, creating favorable conditions to workers who complete tasks according to the desired result Above analysis, audit and solution is based on my personal knowledge after finishing the course of Organization Behavior Management I would like to thank Prof Dr Tran Van Binh helped me have more scientific basis, management skills and to recognize the shortcomings of management at my company I promise to try my best to improve the management system and create a better work environment for our employees in the near future REFERENCE DOCUMENTS Organizational Behavior Lecture - Prof.Dr Tran Van Binh http://ima.edu.vn http://voer.edu.vn http://best.edu.vn http://vi.wikipedia.org http://tamnhin.net http://giamdocdieuhanh.org http://khatvongtuoitre.com http://www.kynang.edu.vn 10 http://kynang.7pop.net 11 Organizational Behavior – 7th Edition - John R Schermerhorn, Jr.; James G Hunt; Richard N Osborn ... create for each employee being aware of the goal, the strategy of the organization as well as the desire to achieve their objectives The achievements that the organization achieved are the result... sleep and the body's needs  Safety needs: the need for stability, certainty, be protected from misfortune or self-defense needs  Social needs: needs to be a relationship with the other person... the need of self-respect  Self-Actualization: the need for growth and development, need to fulfill oneself, use abilities to fullest and most creative extent or the need to get new achievements