Maslow's Hierarchy of Needs Theory with principal contents as follows: According to the American psychologist Abraham Maslow, people as individuals and people in the organization mainly
Trang 1Lý thuyết hai yếu tố của Herzberg về tạo động lực cho người lao động
Motivation is an internal factor that stimulates people to work to yield high productivity and efficiency Expression of working motivation is the willingness to work for the goals of the organization as well as their own
Motivating the employees has great significance for the organization in general and employees in particular Motivating employees helps employees have more initiative and creation in work This is extremely important not only for business but also for laborers themselves Employees work harder and more effectively This in turn will raise labor productivity New employees will help the integration into enterprise organizations easier and shorten unnecessary waste of time As for longtime laborers, this helps make them more faithful to the organization, creating more chance for themselves as well as promotion in work
There are many theories on motivation, each one studies explores the different aspects of the impact factors Managers must be flexible in applying and how to apply to suit the circumstances of their organization so that they can implement effective human resources management policies Here are two of the basic theories on motivation: the theory of Maslow's Hierarchy of Needs and Two Factor Theory of F Herzberg
Maslow's Hierarchy of Needs Theory with principal contents as follows:
According to the American psychologist Abraham Maslow, people as individuals and people
in the organization mainly act on demands Meeting their needs bring about satisfaction and encourage them to take action Needs are met at maximum levels is the purpose of human action Needs turn into motivation and the impact on the individual needs will change human behavior Natural needs of man are divided into different 5 scales from "bottom" to
"top” When the low-level needs are satisfied, higher-level needs become the driving force Once a need is met, the other will appear The result is that people always have unmet needs and these needs motivate people to perform certain tasks in order to satisfy them
The lowest level and most basic physical needs or the human body consisting of demand for food, clothing, housing… Next level is the need for security or protection needs Safety needs include the safety of life and property safety After the security need is the need of the
Trang 2relationship as the relationship between humans, human relations with the organization or the relationship between man and nature People are in need of love and attachment This level of need shows that human communication needs to develop Above this level is the need to be recognized and respected This is the human desire to receive the attention, care and respect from those around him and look forward to be an indispensable link in the system of social division of labor Being respected shows that each individual is expected to become useful as a simple thing in the society Therefore, people wish to have high status to
be respected and admired Above all it needs is the need of self-expression It is the desire and effort to achieve what they long for People find themselves need to do some work on their interests and only when the job is done, they feel satisfied Theory needs sorted human needs from low to high The higher-level needs will be satisfied when the lower-level needs are met
Leaders or managers can control behavior of employees using tools or measures to influence their needs or expectations makes them take more care of assigned work or become more elated at their tasks and more dedicated to the tasks they perform In the opposite case, the lack of assignment of work decreases their enthusiasm and also a way for employees to understand that they need to find somewhere else to work
Herzberg's Two-factor Theory
American management theorists, Frederick Herzberg, tried to explain human motivation
in a completely different way He showed two sets of factors driving workers and call the first set of "maintenance factor" This group only has the effect of maintaining good order, prevent the "disease"; however, they do not make people work better These factors include salary, management, supervision and working conditions All employees are expected to receive wages equal with their strength, the company being properly managed and their working conditions being comfortable When these factors are met, sometimes the workers consider it as a matter of fact But without them, they will become dissatisfied and therefore, production declined
The second set of factors is motivating factors These include achievement, challenge, responsibility, advancementandgrowth Themotivating factorsare factorsrelated tojob content and maintenance factors related to the scope of work In the absence of
Trang 3motivating factors, workerswillexpress theirdissatisfaction, lazinessandlackof interest
in work This causes emotional instability Herzberg observed that in many companies, managerstry to improvethemaintenance factorandexpecttheirsubordinates to be more satisfied in their work, but they were disappointed He suggested that, administrators improvethemotivating factoriftheywishtohaveapositiveresponseof the workers
From a theoretical basis, we can find the relationship between the two theories (Maslow's Hierarchy of needs theory and Two-factor theory of Herzberg) that can be represented by the following diagram (Figure 1)
Figure 1
Maslow pointed out in every human being always exists needs and it is divided into five ladders from low to high Herzberg stressed two factors that are motivating and maintenance factors
From the two theories we can see leaders or managers can use tools or measures to impact
on the needs or expectations of employees to make them more enthusiastic toward and dedicated to assigned work
B Negative issues on the working motives at the Center for Information, Consultancy and Investment Promotion and solutions to this problem.
Motivation need
Stimulus target
Behavior
Trang 4The Center for Information, Consultancy and Investment Promotion belonging to the Department of Planning and Investment of Hai Phong (hereinafter referred to as "the Centre") was established under Decision
No 3105/QD- TCCQ by Haiphong People’s Committee on 31st December
1996 The main functions are to advise the procedures related to business registration and investment for domestic and foreign enterprises The Center's Board of Directors consists of 01 director and
01 deputy directors The Center's staf consists of six people working in two parts: Consulting business registration procedures and consultation investment procedures for domestic and foreign enterprises During the work, the former Board of directors of the Center was aware of the role
of staf in determining the success of the Centre so they had issued proper policies to encourage spirits of staf as follows:
- Issuing reasonable salary and bonus policies;
- Look into each staff‘s family circumstance Attend funeral, marriage…
- Give chance to children of the Center’s staff to work in the Center after graduation;
- Allow staff to attend training courses to improve professional knowledge;
- Regularly organize events for everyone in the Center have the opportunity to exchange and learn from each other;
- Application of information technology in the work to improve labor productivity: the use of information management software for management of staff and communication
However, the former Board of directors made the following mistakes in management which cause low productivity as follows:
- Not knowing how to delegate: the most important and difficult tasks were often performed by the Director or Deputy Director Employees are only assigned to simple tasks This leaded to:
+ Leaders always overworked
+ Staff was distracted because they had no idea of the direction of the Center
+ Staff neglected work
+ Staff did not care about what happened with the Center
Trang 5+ It caused resources of the organization to be wasted
+ It led to low-quality decisions
- Failing to make rotation of the positions:
+ A staff in charge a work for a long time will be subjective to distraction from work
or not willing to updated new knowledge or even falling into depression
+ Negative issues arise in the course of the work
- Not paying enough attention to training language for employees
- Arrangement of the job were not reasonable:
+ There were overworked employees while others had too much free time and this led to dissatisfaction in the organization
- Not setting up good relationships with other departments within and outside the Center:
+ Information were not updated which led to slow progress of work
In 2012, the entire former Board retired The new Board of Directors is young and full of energy Recognizing the weaknesses of expertise and management of the organization, the new Board of Directors has found new ways to motivate the employees in the organization,
as follows:
1 Enrich the contents of the work: the new Board of Directors require all employees
to make lists of his work, describing the nature of the work The Board of Directors proposes that employees involved in the making of draft job description, and raise the thoughts and desires of their own working method Doing so will enable employees to participate further in the decision - making process of the Centre and to help them realize their position and role in the overall development After capturing the work of each employee, rather than allowing the staff just only make a stage in the consultation process, the Board of Directors extend their powers by permit them to participate from beginning to end After completion of a consultancy contract, the directors asked them to report the results and compare with the feedback from customers This increases the accountability of staff, reducing the feeling of boredom and also increases the quality of consulting services On the other hand, all employees are aware of the activity center If there is an unexpected absence of a staff, someone else can take his place
Trang 62 Creating renovation in work: Instead of letting an employee only work in one department, the annual implementation of the policy center rotation positions to help find a sense of excitement, promote working spirit and make job reservation when there are changes in personnel
3 Creating opportunities for staff: Leaders divide employees into two groups: one includes employees with limited capacity due to high age and low educational level and the other includes employees with high capacity
+ For groups with high capacity, the Board of Directors creates favorable conditions for them to participate in professional and foreign language training courses The Board of Directors also appoints them to be leaders in working fractions in accordance with their professional capabilities
+ For group of employees of limited capacity due to age and poor qualifications, the directors arranges for them to work with lower requirements This helps to utilize the labor force, build loyalty among subordinates and making strong belief that leadership will not abandon them
4 Establishing good relationships with other departments within and outside the Department
Making regular exchanges with other departments helps tighten the working relationships with other departments within and outside the Center The collection of information for a project is faster and more updated than before The risk prevention before signing a contract is better By doing so, quality of consultancy services is better than ever before
5 Building a culture for the Center
The overall objective of the Centre is not to be "inward", that is not profit-oriented and organizational benefits The common goal is "extroverted", aims to satisfy the needs of customers The positive feedback from customers will boost working spirits
of staff and inspire them to work harder On the other hand, once customers are satisfied with the services of the Center, they will introduce a lot of new customers to the Center
6 Recognition of effective work
Leaders realize that when employees are appreciated and honored for what they have contributed, they will be grateful and make relentless dedication Through form of
Trang 7monthly vote, leaders of the Center promptly pointed out the deficiencies of the staff
at the same time praise the excellent staff Employee's bonus is done on a monthly basis and made public Every year, the employee's work performance will then be aggregated for reward
Due to relentless efforts of the Board of Directors, after a year, the work of the Center come into stabilization and achieves magnificent results Officials and staff of the Center are eager to work The feedback from customers is increasingly positive