TẠO ĐỘNG lực CHO NGƯỜI LAO ĐỘNG tại NGÂN HÀNG VIETTINBANKE

TẠO ĐỘNG LỰC CHO NGƯỜI LAO ĐỘNG TẠI NGÂN HÀNG VIETTINBANK TABLE OF CONTENT CONCLUSION……………………………………………… …………… … REFERENCE………………….……………… 10 INTRODUCTION People who work in the organization are the most important resources, for the purpose of the organization is to recruit, train and use them, govern their behavior Conversely it is they decide to force the existence and development of the organization Exploitation and motivate employees to develop to the best of his ability has been the administrator aware of its importance A THEORETICAL BASIS I CONCEPTS, THE ROLE OF CREATING MOTIVATION FOR EMPLOYEES Of employee motivation are factors within the human stimulus efforts work in conditions enabling productivity and efficiency Dynamic expression of willingness to attempt and passionately working to achieve the goals of the organization as well as employees Motivate employees can be interpreted as encouragement Encourage employees to address elements "want to work" In the study individual behavior motivate employees is subject received special attention In any organization the level of effort to perform the task of the workers is very different If a lack of interest in the work of employees working in the organization will generate some results as follows: - Employees are not eager to demand overtime work - Work in the organization over time, employees feel bored, move from left to look for another job - Work environment strain not stimulate employees to contribute ideas, creative work and discouraged workers - Failing to ensure a stable job and salary inconsistencies - Units not make the link to the balance between work - family of each employee Picture 1.1: PROCESS OF ACTIVE MEMBERS The motivation is started by a demand can not be satisfied and promote behavior to meet the needs Demand can not be satisfied (creating desire to meet the needs - food, safety, friends, work done) Demand satisfy (reward to satisfy the demand) Behaviour to aims(the behaviour in order to satisfy demand) Encourage equation Organizations to hire employees when they have made important contributions them, namely the equation below is explained as follows: - Contributions are things that employees spend on the job or organization, such as: time, effort, education, experience, skills, knowledge and work behavior (column 1) - Contributions include things necessary for organizations such as: performance and efficiency, and achieve organizational objectives (column 2) - The managers try to motivate employees in the organization can contribute - through their behavior, effort and perseverance - all to help the organization achieve its goals - The administrator how to this? They ensure that employees in the organization to achieve the results they expect when they useful contribution to the organization Let them see the results when they contribute and implement the link between personal interests and the overall goals of the organization because the employee did well for the company, they also benefit in terms of individuals (wages, job security, benefits, vacation, self-governance, responsibility, sense of achievement, recognized organizations in the third column) Employee contributions Time Efforts Education Experience Skills Level of understanding Work behavior Perform Contribution to the org Orgn performance Orgn effectiveness Achieve orgn goals Result Salaries Guaranteed employment Welfare Vacation Self-management Responsibilities Sense of achievement Recognized (Orgn = Organization) The connection between organizational goals and staff can be understood by the members in the table above The managers seek to ensure that everyone is encouraged to contribute useful for the organization, so contributions are in place or focus right direction to perform high level, and the implementation high levels of staff will achieve the results they expect II MOBILIZATION CATEGORY Mobilization from internal - This behavior is done by their own interests - Origin encouragement really happening in the behavior stem from the implementation of the work itself: the feeling of complete and achieve success, job interesting and challenging Mobilization from external - Behaviour done which requires the bonus material nature and society or to avoid punishment - The source of encouragement as a result of their behavior when performing behaviour in the organization, not by itself Mobilization from both: internal and external Application of both forms III THEORIES OF MOTIVATION Maslow's theory of hierarchical needs Theory of David Mc Clelland Notes E.R.G Herzberg's two factor theory Expectations theory Theory of justice Consolidation theory Theory of goal setting IV ANALYSIS TWO THEORY OF MOTIVATION Maslow's theory of hierarchical needs In the theory of system administration and motivation hierarchical theory of Needs of Abraham Maslow theory is a broad understanding Maslow said that human behavior stems from needs and human needs are arranged in order from low to high priority of importance Position needs to be sorted into five grades: High-level Demand Low-level Demand Demands Describtion Example Self-actualizing needs Personal development, self-improvement Expressed their full potential Esteem needs Confidence, self-esteem Promotion and recognition Social needs To be loved, accepted Personal relationships, partying Safety needs Assurance, stability Job security, health insurance Biological needs Food, water, shelter Have enough money to buy the minimum Lower level needs must be satisfied before moving on to meet demand for high-level Maslow said that satisfy the lower level needs is easier than satisfying high-level needs for lower-level needs are limited and can be satisfied from the outside He also said that the first demand at the lowest level of operation, it requires to be satisfied and so it is human motivation - it is a factor When these needs are satisfied, it is no longer a factor encouraging at that higher level needs will appear Maslow's theory of hierarchical needs has an important implication for managers is to motivate employees, it is important that you understand who you are at the level of labor demand From the knowledge that allows you to provide appropriate solutions to meet the needs of employees while ensuring reach organizational goals The theory of two-factor system by Frederic Herzberg Herzberg's findings have created a big surprise because it upsets the common sense of our encouragement That is only two or condition is satisfied or dissatisfied Herzberg said that there are a number of factors related to satisfaction with work - also known as factors motivating - and these factors are distinct factors related to dissatisfaction - also called factor maintaining or bisexual - The need to encourage relate to the nature of work as the nature of automation, shall have and enjoy - The need to maintain relate to physical and mental work - the work environment facilities, salaries, security of job The need to maintain if not satisfied will create a state of dissatisfaction, maintenance requirements are met does not lead to mobilization or job satisfaction Herzberg's two factor theory has important implications for managers: - The factors that satisfied employees are different factors that create discontent So you can not expect satisfaction of employees by simply removing the cause of the discontent - The encouragement of staff required to satisfactorily resolved, and both groups maintaining and encouraging factor, not only focus on any one group B CORRELATION THE REAL WORKING I ABOUT VIETNAM JOINT STOCK COMMECIAL BANK FOR INDUSTRY AND TRADE (VIETTINBANK) VietinBank was established in 1988 after being separated from State Bank of Vietnam Large commercial banks, play an important role, the pillar of the industry Bank of Vietnam There are national network spanning 01 exchanges, 163 branches and over 1000 transactions / savings There are seven independent accounting company is a leasing company, Finance, Securities Industry and Trade Co., Limited Company Debt Management and Mining Property Insurance Company Limited, the Asset Management Company Limited , Gold and Silver Limited Company, Limited Company and Group units, the Center for Information Technology, Card Centre, School of Human Resource Training and Development As a founding member and is a joint venture partner of Bank INDOVINA Agency relationships with over 900 banks and financial institutions in more than 90 countries and territories worldwide Is the first bank in Vietnam is certified ISO 9001:2000 As a member of the Vietnam Banking Association, the Association of Banks in Asia, telecom Finance Association Contact global banks (SWIFT), the Issuing and Payment VISA, MASTER international Bank is a pioneer in the application of modern technology and e-commerce in Vietnam, meeting the requirements of business & management Is the first bank in Vietnam to open branches in Europe, marked the boom of the Vietnamese financial market the region and the world Constantly studying, improving existing products and services and develop new products to meet the highest demands of our customers Mission: To become the leading fnancial and banking corporation in Vietnam that operates in diverse areas, as well as provides products and services that conform to international standards, aiming to improve the values of life Vision: To become one of the most modern and efective fnancial and banking group in and outside the country Core values:All activities are customer oriented; Dynamic, creative, professional, dedicated, transparent and modern; The employee is entitled to strive, devote hard work - are entitled to enjoy the right to quality, results, effectiveness of individual contributions - the right to honor outstanding individuals, skilled labor II PATTERNS OF WORK MOTIVATION OF EMPLOYEES VIETTIN BANK - Viettin Bank is one of the largest commercial bank in Vietnam - And motivate employees work in the bank also achieved much success, contributing to the satisfaction of the needs, help employees zealous labor, rising productivity - The bank measures have to is: - Ensure high employee costs Although very large number of employees approximately 19,000 people, but the average wage in 2011 was 20.14 million / month, the head of the bank 10 times income per capita in 2011 It also motivates employees working safely and dedication to Viettinbank - Recognition of individual differences - Arrange quite logical man for the job Depending on the ability and knack of that bank staff recruitment and training of employees in the proper position Then they will develop their ability to complete the assigned work Thus the work efficiency of employees of the bank at a high level - Set goals for employee job done Ensure that work is feasible - Personalize the rewards Depending on the results of work of employees, end of period or end years, Viettinbank will have the reward for one worthy staff Compensation is always ranked top in domestic banks - Equal treatment with regard to employees - The employee is entitled to strive, devote hard work - are entitled to enjoy the right to quality, results, effectiveness of individual contributions - the right to honor outstanding individuals, good workers - However, the bank also has the situation to be resolved to motivate the employees more They are: - Mode of treatment was not reasonable, is not uniform in the bank and the branch - Pressure of work such as raising capital, large branches each employee must raise capital to 1.5 billion / month If not completed, will be deducted from compensation Therefore the bank has quit rates and transfer not less Also annual, organizational Viettinbank period test professional staff, put about TW dots should employees always to hone professional Who failed this exam must be central to the implementation of focus Pressure not less employees - Air work seriously, to work overtime Targets too big to make good psychological staff - Salaries for employees in 2012 fell sharply Per month for months of 2012, each employee Vietinbank income 11.848 million, a decrease of 49.3% compared to the same period last year Work efficiency of employees also decreased compared to 2011 III SOLUTIONS TO IMPROVE EMPLOYEE MOTIVATION Implementation of the management program to motivate employees - Management by objectives: It's specific goals, specific time to complete, and review and evaluate performance Accordingly instead of imposing targets to raise capital, time to complete the work of the employees, the bank should involve employee input Superior and subordinate jointly select the most appropriate target When it will reduce the pressure of working for staff Reduced quit, and the rate of job transfer - Worship program staff Such workers are praised or awarded certificates of merit in the presence of all group employees When employees see their contributions be praised, they will continue to work more enthusiastically - Reduce the work pressure Work environment can change the direction of both professional but sociable Create a comfortable work for employees that work results not reduced - Compensation regime stability Help working employees peace of mind - Ensuring fairness for all employees - Create multiple playgrounds, workshops, cultural programs for their employees to reduce stress, to unite and work more efficiently - Encourage the new factors, creativity of workers - Arrangement of reasonable people to work By the above measures, Viettinbank can fix the outstanding issues in creating motivation for human psychological vien.Tao comfortable, working safely and effectively for all employees in the bank CONCLUSION: Motivate employees is a very necessary thing for every bank in particular and business in general Through the state, with the analysis and evaluation to help me see the positives as well as the presence is limited in order to offer appropriate solutions to enhance the promotion of employee motivation I look forward to the contribution of the teacher, her organizational skills to help us be more complete REFERENCE 1.Slide lecture Organisational Behaviour Management of Prof Dr Tran Van Binh Organizational Behavior Organizational behavior - Nguyen Huu Lam Publisher Statistics Human Resource Management - Mr Nguyen Van Diem and Dr Nguyen Ngoc Quan Publisher: University of National Economy Syllabus: Organizational Behavior - University of National Economy Bank documents Viettinbank 10 ... Company, Limited Company and Group units, the Center for Information Technology, Card Centre, School of Human Resource Training and Development As a founding member and is a joint venture partner... Pressure not less employees - Air work seriously, to work overtime Targets too big to make good psychological staff - Salaries for employees in 2012 fell sharply Per month for months of 2012, each... above measures, Viettinbank can fix the outstanding issues in creating motivation for human psychological vien.Tao comfortable, working safely and effectively for all employees in the bank CONCLUSION: