Học thuyết về hệ thống hai yếu tố của frederic herzberg ứng dụng thực tiễn trong việc tạo động lực cho người lao động e

Học thuyết Hệ thống hai yếu tố Frederic Herzberg ứng dụng thực tiễn việc tạo động lực cho người lao động TABLE OF CONTENTS Introductions I THEORTICAL BASES .4 Working Motivation, Overview Working Motivation Definations II MOTIVATION THEORIES .6 Maslow, Hierarchy of Needs Frederic Herzberg, Dual factors theory The links between two theories .8 III REAL WORKING MOTIVATION COMPARISONS Hai Phong Finance Bureaus, Overview .9 Working motivation problems .10 Recommendations to motivate working efforts 11 Conclusion REFERENCES INTRODUCTION In recent years, Vietnamese enterprises are standing to assert themselves in the new mechanism, proactive and creative in their developments forward In a market economy, with cruel competition, Vietnamese enterprises are trying to survive and develop in a sustainable regardless way of all stages from production to consumption To develop in work, they should have good workers and eager to work for your business In fact, work force issues and managing people is a problem whether the Private or the State owner enterprises, they also get a matter of economic organizations, social enterprises, units of business also have special attention, attention Till now, the managers are facing problems of input costs, exhausted capacity to reduce production costs and increase labor productivity, release the potential abilities of employees to improve product quality and increase profits for businesses Therefore, to survive and develop business in this current difficulties of market, financial mechanisms, which requires managers to know the rational exploitation and utilization of human resources of the business To motivate and use human resources effectively, it is necessary to satisfy the demand for material benefits, mental benefits for workers, in other words, need to take measures to motivate people labor How to motivate employees? Question always arises for businesses to succeed in the marketplace Within the scope of this exercise, I would like to analyze the two basic theories of working motivations for employees I THEORTICAL BASES 1 Working Motivation, Overview In order to survive and develop, human need to work to supports monthly bills and physical requirements Labor is known as an indispensable condition of human life, is a basic vitality, as an exchange and deal between natural materials and human In 1973 Maier & Lawler built a formula that compares the results of individual in work with the following individuals: Results of the work = ability + motivation Thus, to achieve the good results of the work should pay attention to the dynamics and enhance the ability of each individual To that we need to know: The benefits of labor force and to raise each individual capacity, how are they? According to Organizational Behavior knowledge of course, from PGS.TS Tran Van Binh, who reasons working motivation as the inner factors that stimulate human efforts to work in conditions to reach productivity and efficiency Expression of motivation is the willingness passionate efforts working to achieve the goals of the organization as well as their own targets Working Motivation Definitions Activities of Organizations and business based on for profits gaining What they care about is how their cost can spend the largest effective Employees are resources of organizations, on the other hand, they are a huge factor that affects business costs of the business benefits So, they will be interested in how employees work hard, get achievements and the good results and how to use appropriating tools to organize an effective human resources significantly This is a problem in the management field of every business organizations Managers in these organizations to build their strong business organizations, they must take all appropriate measures to enable employees to work and promote creativity in the work process Which motivates employees is meant to be all measures of governance applied to employees in order to create motivation for employees such as: establish realistic goals just fit with the objectives of the employee has satisfied the purposes of the enterprise, using measures of both physical and mental stimulation, etc The most important factors of motivation are the goals But to set goals in accordance with the needs and aspirations of employees, giving employees the enthusiasm and efforts in the work process, managers must know the purpose towards what they will work Predict and control the actions of workers can fully achieved through the recognition of their motives and needs Managers want their employees in the enterprise effort because now they have to use all incentives for employees and create favorable conditions for the workers to complete the work of them in the best way Encouraged by the physical and spiritual, created an atmosphere of competition among employees is extremely important for the development of the business The administration has said, "The success or failure of the company often depends on the proper use of corporate employees how" II MOTIVATION THEORIES Human - being recognizes both the driving force of motivation and goals of development, in order to survive people need to work The existence and development of human - being requires certain conditions, which are the necessities for human survival and development in both present and the future stage Maslow, Hierarchy of Needs The Pyramid of Needs, that Maslow refers to those needs of a human being, is the separated into groups, as follows: Physical needs, such as: eating, breathing, sleeping, resting, drinking water, shelter, and sex; Safety needs: physical security, life safety and financial stability; The needs to be loved, be loved, and belonged: families, clubs and organizations; Needs: respected, honor and trust; Self- Actualization needs: to be able to influence to other people (social recognition, famous, power), well recognized At the bottom of pyramid are the physiological needs, for example: food, water, sleep, shelters; breaths; sex; garment All these needs are almost supported by purchases and finance, however, expenses understand as the tool of satisfactions not targets In these first requirements of Human need hierarchy, the human needs are measured and predicted and even accounted by money, thus, managers stimulate working stability, welfare, benefits as targets of working motivation to support living conditions and purchases Other scientists and Maslow studies about this field and considered that this is an ordinary human need hierarchy and out of working motivation However, in the fact is opposite People need to feel protected and personally safe (ex: from crimes); they need to feel secure their job; and they need to feel financially safe Any workers who took part in their working life, they almost care about their working meanings and characters, as well as working targeted benefits and working confirmed terms of safe in finance and health care safety Working safety aspects reasoned working conditions, welfare, retirements and social security; working stability and supported finances; Beyond physiological and safety needs is the need for Love and Belonging This includes close friendship and a supportive family Human also need to feel that they belong to a group It could be a club, a team, a religious group or a group at work When people need to be recognized in any group, they desire to live and corporate in peace and corporations, and be called as a social needs of human – being Because of the strong belonging needs in organization, in each company, there arrange Unions and non – manufacturing organization that ensure the needs of employees, in which by the operating techniques and motivating terms to promote work force It is proven that, if the managers apply a suitable to raise the power of team force of satisfactions that will strongly improve working effectiveness And in contrary, managers focus out of employee’s need and desire that easily form the dissatisfaction within working force, which can make the worst damages to organization The positive and negative behaviors of employees depend much on decisions and visions of administrators When people are satisfied, they will move up to the next levels, in contrary, they will feel very difficult to be motivated to anything Esteem and respected needs is the fourth level of Maslow hierarchy, in which “people need respect and they need to respect others” People also feel motivation from achieving things, either in their personal and professional lives In administration, esteem related with being respected by individual power, social positions and individual prestige Individual prestige seems a not viewable aspect that recognized by society As a physiological techniques, respect or being respect always take a roles of motivation forward to the better position in life In organization, each individual is respected and motivated or not that affected directly to people behaviors And it is clear that each people always make targets and try to be respect in organization by power, prestige and position According to Maslow, this is the highest form of motivation In this level, people seem to be satisfied all fields and they can accept themselves and other people as they are; and they may have a deep sense of right or wrong Self – actualized people often wish to solve problems of society It is difficult to clearly recognize and understand about this self – actualization Explaining in organization, this need recognized as the demands of self – professional and individual decisions in working responsibilities And furthermore, it is understood as the need of making decisions and making effects to other people as well as society In this case, people will work to release their characters, capacity in creations and experience their lives In this system of needs, Maslow arranged needs in upgraded order from low to high with their importance and roles, however, in the specific social conditions, this order can be reversed And the demands satisfied will be cause no longer work motivation Therefore, in a business or organization, basic needs can be met through the good and fair wage paying; lunch or free mid-shift meals providing or ensuring other benefits such as bonuses, welfares, annual bonuses, holidays, vocations, reward initiatives To meet the safety needs, managers can ensure favorable working conditions, maintained stable and equal treatment of job security for employees To satisfy the demand social relationship, the employee should be facilitated group work, given the opportunity to expand exchanges between departments, being encouraged to join their ideas for the business development of organization operation Also to meet the growing demand relationship, business or organization should have team work activities, entertainment or other holiday celebration To satisfy demand of respect for workers should be respected personality, qualities Besides being paid adequate wages or income on the relationship market, they also want respect for human values The managers or leaders, therefore, there should be no regulations and policies praise, honors the successes and popularity of personal achievement results widely And workers should be provided timely feedback, promotion of personnel in the new job levels and greater sphere of influence For self-improvement needs, managers or owners need to provide the opportunity to develop personal strengths At the same time, employees need training and development, should be encouraged to participate in the process of innovation in enterprises or organizations and create conditions for their own professional development Administrators will create motivated employees work better, help them secure more work by the research and find out the specific needs of their employees and take effective measures to meet, which means that they need to know to meet the needs of employees are reasonable and intended But it is important for administrators to implement the motto "feeding hungry, thirsty to drink", that is to find out if your employees are at the demand, which come up with new solutions motivate rational and effective Frederic Herzberg, Dual factors theory The American of management psychologist, Frederick Herzberg separated motivating factors into several parts that is resulted from other factors, including the elements that make up the satisfaction and dissatisfaction Each factors itself consists of both sides of the satisfaction and dissatisfaction and it depends on how it is implemented, and it is met how to live up human needs to clearly recognize the nature of the each factors This theory is divided into two factors of work motivation are: maintenance factors of external satisfactions and motivation factors - internal satisfactions - Motivation factors: It is these factors that create satisfaction, such as: recognition, achievements, work it self, responsibility, advancement, growth, responsibilities and functions of the labor progress They are the basic needs of the workers participating in work These characteristics of motivation factors, if they are not fulfilled, they can lead to dissatisfaction, and in contrary, if they are satisfied, they will have the effect of motivating human working - Maintenance factors: It is external environment of satisfactions of working force, such as: working regulations; salary; working conditions that lead to satisfactions These factors, whether they are well-organized to meet employee efforts or they are not well-organized to be not satisfied with the work of the employees Herzberg makes a job enrichment program as a method of applying the theory of his motivating factors This program includes making the work of intensively challenging by allowing employees to participate in a more positive and have more autonomy in their work This will give them the feeling of complete and more satisfying The links between two theories From a theoretical basis beyond, we can find the relationships between the two theories: the links between desire of Human need and the Motivation to get, which decide human behaviors, in general Maslow pointed out in every individual always in need and it is divided into levels from low to high Herzberg stressed two factors that motivation and maintenance When people have already satisfied this element, they will raise higher demands the previous levels However, to satisfy the demand is still a big question Their needs and motivations associated with goals that they set will constitute their behavior So if in a enterprises, policies that ensure good employees will stimulate workers to work Their behavior will have a positive impact on the operation of enterprises On the other hand, if the list's policy without any discussion in enterprises to meet the demands, workers will not be able to stimulate their enthusiasm to work Maslow's theory has been widely recognized, especially in management and administration It is accepted by the logic and the ease with which people can use intuition to understand this theory Maslow's hierarchy of needs system is used by many managers as a guiding tool to motivate employees As for Frederic Herzberg theory study showed that besides the physical benefits such as salaries, bonuses are also a variety of other factors motivate employees as a promotion, work itself, achievement, shall all have a direct impact on the labor force When employees feel their job, their responsibility for the organization and feel more respect they will be responsible for working with the enthusiastic fervor and more efficient III REAL WORKING MOTIVATION COMPARISONS Hai Phong Finance Bureaus, Overview Hai Phong Finance Department is a specialized agency of the People's Committee of Hai Phong city with the mission to advise the City People's Committee of state finance managements on the city in the areas of revenue and expenditure books; management and asset prices; corporate financial management; inspection financial control activities Organizational structure: consists of 01 general director, 03 deputy directors, 08 departments: the Budget Department, Office Administration, District Budget Department, Inspection Price Department Bureaus, Investment Department, General Administrative organization, Corporate Finance Department and 02 subordinate enterprises: financial and Lottery Investment Company, Pricing Appraisal and Consultancy company Organization number of employees 107 experts totally Working motivation problems Identify the importance and the role as well as meaning of work motivation in the work, the Party Committee and the General Directors direct to build the specific functions of each department, facilitating department to ensure work with assigned uniform system, fair and reasonable treatments and culture to avoid overlap between the parts Building Regulations work, recruitment Regulation, mechanisms to encourage advanced learning qualification, Regulation reward and internal spending regulations with the goal of creating a motivating employees engrossed in work, effort and contribution to the collective minds together to fulfill the functions assigned city However, besides that also raises a number of negative issues in the motor work, in particular: Because of the qualification, limited working attitude on the part of officers, such as: high age but remaining at work time: not be trained to the high quality of the work is not In addiction, payment terms of state owner based on working time but achievements and working results as well as and the level of training Otherwise, several employees recruited by senior relationships, as family relationships so they lack enthusiasm in work, trust, dependence, work quality are not high, even lack of working motivation These employees cause a bad effect to other one, so they can not see the positive factors to commend as well as interesting working benefit to overcome, but feel unfair, less motivated and upset On the other hand, as psychology analysis, as young staff are inexperienced, so superficial conservative leadership communication also leads to qualified young staff really not have the opportunity to contribute and express themselves to facilitate development Lack of having the regulations of human management flexible, which can lead the unchanged position in work field, and then most likely they will be not interested in and excited in improve productivity and efficiency needed They work with a sense of indifference, apathy is somewhat irresponsible Proactive approach and improve the qualifications to be active in the new work environment This is also called as common pacts in the workplace, but are not interested in performing at the unit Recommendations to motivate working efforts - Building working functions and describes the specific details of each job position: functions, tasks and working descriptions created accurately in detail plans, create the participation of the staff and leadership make conditions for each location to determine the work to be done as the basis for evaluating the results correctly And should take the initiative to create more diversity and richness in the work of employees by increasing the complexity of the task, expanded powers and responsibilities to them - Change regularly working sense of creations Rotating regularly working positions combined with guidance staff to work together as well as a manager's efforts to help find a sense of inspiration, inspire learning of employees and scheduled upgrade positions of resources dynamically when there are changes in HRM - Supporting employee chances to develop Employees always look forward to have a good working condition and interesting environment to work, gain experience; upgraded position, as well as earn more money for life Besides, they also need love in work, relationship and belonging organization, therefore, if managers who know to encourage them whether a master or a lack experienced staffs, it will build a respect and trust from all organization - Developing organization culture: Managers should care to their organization by building the collective and interested in working Build a typical culture of the organization to raise working inspiration as well as the good recognitions of each individual to their corporation to organization, which make employee more self confident, creative at work, ans solve problems - Recognized working achievements: Recognition individual achievements to award and motivate To manage working efficiency by achievement, benefits and individual responsibilities and assigned tasks to control the damages as well as benefits that each individual gain for organization 10 CONCLUSIONS In general, motivation art is same with Human Resources Management efficiency Motivation, itself managers the application it good or bad, suitable with cases, any terms and for every people, depends on each organization techniques If there create an interesting environment for working, which can individual character and exploit their abilities in working inspirations People are always influenced by life circumstances and work conditions There has a sequence of predictable behavior through changing circumstances, work, but there contain unpredictable behaviors chain, which impact the deep and large influences on performance That is called organizational behavior It is understood that the behavioral aspects of governance, including behavioral studies, the attitude of man to man, man in the group, and people, with organized groups There the conclusion that: good work always creates satisfactions and create good human behaviors In favorable conditions, everything will become sublimated and developed But the difficulties are creating many challenges and potential risks People will express negative behaviors And administrators must also struggling hard to find the right directions in the management of the crisises Im grateful to thank to lecturer, PGS TS Tran Van Binh for his love in speading knowledge and management experience to Vietnamese managers 11 12 13 14 ... and find out the specific needs of their employees and take effective measures to meet, which means that they need to know to meet the needs of employees are reasonable and intended But it is important... will feel very difficult to be motivated to anything Esteem and respected needs is the fourth level of Maslow hierarchy, in which “people need respect and they need to respect others” People also... achieved through the recognition of their motives and needs Managers want their employees in the enterprise effort because now they have to use all incentives for employees and create favorable