Vận dụng học thuyết maslow và hezberg vào thực tiễn trong việc tạo động lực cho người lao động e

Vận dụng học thuyết Maslow Hezberg vào thực tiễn việc tạo động lực cho người lao động TABLE OF CONTENT TABLE OF CONTENT I Basic motivation to promote employee II The negative motivations III The solutions improve the shortcomings in the organization There are many factors that affect the motivation of the employees The problem here is to find solutions to improve the inadequacies towards a friendly work environment so that employees can maximize their capabilities Reference 10 Personnel is critical to the prosperity of the business Today promoting employees to work effectively, achieve high productivity and long-term commitment towards business Leaders, managers must encourage subordinates to bring out the ability to work with the best effort to carry out the purpose of the company To promote employees, managers must know how to treat people Motivation is to promote people to work The effect of encouraging depending on the encourage (physical and mental) that stimulate employees to use all their potential maximum and try to the job To achieve results at the highest level, the administrator must ensure that the workers are always in a state satisfying the individual needs as well as the common needs of the organization I Basic motivation to promote employee Maslow system needs American psychologist Abraham Maslow said: workers are in demand by ladder from low to high are: physiological needs, safety needs, social needs, needs to be recognized anddemand for self-improvement Accordingly, the low-level needs must be satisfied before higher-level needs These needs motivated people perform certain tasks to be met Thus, the key needs to be motivated and the impact on the individual needs will change human behavior Here is the expression corresponding to the level of needs of employees:: Type of Need Examples Physiological Thirst, sex, hunger Safety Security, stability, protection Love and Belongingness To escape loneliness, love and be loved, and gain a sense of belonging Esteem Self-respect, the respect others Self-actualization To fulfill one's potentialities We can interpret the basic needs of workers as follows: - Basic physiological needs: through good salary, paid for lunch or mid-shift meal free and secure other benefits, such as sickness, birth, birthday … - Demand for social relations: expressed through activities such as exchanges, team activities outside working hours, the exchange between the departments in the company These activities will enhance the spirit of team work, team coordination and sense of community - Self-actualization: workers need to be trained and have the opportunity to improve themselves, should be encouraged to contribute to the development of businesses and organizations In addition, managers should also provide an opportunity to develop the personal strengths of employees Example: Chairman of the company is always dressed to the vest, shirt and tie and leather shoes fit External form expresses its respect for the staff Also he is always grateful to the staff for his work and dedication to the company and this makes all employees feel they own equal respect regardless of rank and salary Maslow's theory helps managers assess the needs of each employee, in each situation can choose an appropriate solution to create motivation Example: The new employees are in need of basic employment and income, a reasonable salary is the top concern But for the period range staff have worked with the mature and have more work experience, in addition to the demand for high wages paid also the need for the position, desired position In addition, we also have staff was young but ambitious career development with high salaries and important position in the company This team always should be made by the responsible capacity challenging task, which demonstrate the capacity and improve Two-factor theory of Hezberg Frederick Herzberg - an American management theorists have divided the factors that motivate employees into two categories: maintenance factors - the external satisfaction and motivating factors correspond to the natureinside Leading to satisfaction Two-factor theory The motivating factor (scope of work) (job content) Salaries and fringe benefits Meaningful work The monitoring Sense of completion Working conditions Opportunities for promotion The management policy The recognition of the completion of the work The first group only works to maintain normal working state All employees are expected to receive wages commensurate with their strength, the company is managed properly and their working conditions are comfortable When these factors are met, they sometimes consider it of course But without them, they will become dissatisfied and performance decline The second set of factors are those factors that promote real effects, related to the nature of the work In the absence of motivating factors, workers will express their dissatisfaction, laziness and lack of interest in work This causes emotional instability So, Herzberg, instead of trying to improve the maintenance factor, managers should increase the motivating factor if you want to have a positive response of the staff Example: a familiar style of work in the company system is shared with another great example of superior customer service of the members of the company This will not only strengthen the skills needed for customer service, but also gives employees a "pride" when evaluated and praised openly before their superiors and colleagues II The negative motivations According to a recent survey by the Jobsite, a labor and employment sites of the UK, performed, 70% of employees say that they receive the encouragement of leaders than in the past, 80% believe that, if they want, they can a lot better and 50% of employees admit that they work just enough to not get fired Welfare regimes, even measures to increase wages, nor are the factors that motivate effective work for employees All of these things (benefits, vacation, salary, etc.) just chain to retain staff rather than motivating them to work better (companies often use these benefits to attract talented employees, so the employees as important to the company, the welfare regime for they become generous) Even the measures to "recharge the spirit of" little Bottom of Form Allowing employees free use of company vehicles on weekends or treat employees pizza every Friday afternoon can not create motivation for employees These measures can only work to make employees feel somewhat satisfied with where they work alone The above manner does not increase the motivation of employees, because they are not directly associated with increased performance An employee with good sense is not necessarily a good employee motivation For example, an employee for one or two hours a day for social work can have very good spirit, but with the lowest productivity compared to any employee in the same department Motivated employees generally work in a natural way This engine is derived from the fact that everyone would like to assert themselves, to be successful, competent and autonomy for his work, as well as income to ensure fish life affluence All what leaders need to is exploit their innate ability, something that can be done easily without spending a penny The first thing to is to identify the negative motivation Company Overview • Company name: THANH TUNG INVESTMENT GROUP JOIN STOCK COMPANY • Office: No 69, Dinh Cong Ward, Hoang Mai District, Hanoi • Phone: (84-4) 36404899; Fax: (84-4) 36649990 • Email: thanhtung@tt.vn Website: www.thanhtung.vn • Business Registration: Business License: 0103016970 issued by Hanoi Department of Planning and Investment on 08 January 09, 1998; Representative: Tran Thanh Tung Position: General Manager • Type of business: Corporation • Scope of work: Agribusiness; beers and raw materials; Business, real estate, urban construction, resort, industrial, civil, traffic, infrastructure; business in Banking and Finance; investment consulting, financial advisory, consulting technology transfer; survey, exploration, exploitation, processing and trading, import and export of minerals; production and in all kinds of petroleum products, gas; • Capital (as of 30/06/20012): 24,090,133,691 VND (four billion, hundred ninety million, one hundred and thirty three thousand, six hundred and ninety) • Resources: Staff of TTG and members: 100 employees • TTG organization structure GENERAL DIRECTOR Vice – General Director Directors Take as an example to analyze here is two parts Business investment and Business Office of Planning Human Investment Prevention the Company students are working.Finance Dep Dep resouse Dep Dep Dep Fully stretched working in company Stress is inevitable in the workplace It can be caused by pressure from the objectives of the work to be completed, from the relationships in the workplace and can be from the top In the current work the problems encountered is the pressure to complete the work set by the superiors Due to the nature of the work related to the company's portfolio with the requirements of rapidly rotating flows enormous pressure Atmosphere to work in the investment business, and very stressful According to Frederick Herzberg's theory is a key factor to maintain working conditions The two parts of the most volatile, new employees initially very interested in the work due to the nature of work is always refreshing and challenging But after a period of work due to the challenging nature, some not maintain and have resigned or moved positions When analyzed according to the Maslow scale is Safe - The guaranteed The nature of the safety of the two parts is not high due to frequent personnel changes and new people This also increases the pressure and create more tension This directly affect the income desired to ensure prosperous life, the desire to succeed and desire to meaningful work Criticism rather than constructive feedback Each individual is unique individuals with different values and concerns As a manager needs to know as much as possible the factors that motivate employees Due to the blizzard-related financial investment large items, the manager of the two rooms on the act criticize employees in front of other employees while what employees want that contribute to the better ideas to work away Or the completion of the assigned work but the manager is not public record According to Frederick Herzberg's theory is the motivating factor - the recognition of the completion of the work This is a very large impact on the psychology of staff, lack of recognition factor will reduce the enthusiasm of their work When analyzed according to the Maslow scale is Recognized - recorded achievements with rewards, status, opportunities for promotion Recognized needs of the staff simply was honored in front of other colleagues For errors is not too large if not necessary brought before the council meeting company can own and direct feedback to the employee Issue too many unnecessary regulations require that employees make When the era of information technology boom, with powerful application tool is e-mail, text documents have been minimized to save costs and make a small contribution to environmental protection But now, in the company of the students there are too many regulations on text documents All the desired needs of the employee to request report with the opinion of the head of the relevant department before submission to the Director General for approval causing a lot of lost time and easy It affects opinion about the psychological needs for employees Example: you want to buy office products, paper, toner, staples, pins also have to report to the General Director for approval for quotation of units to compare annoying and time consuming, while there was a the long-term supply with good price According to Frederick Herzberg's theory is a key factor to maintain administrative policies When analyzed according to the Maslow scale is selfimprovement - Developing talent, the career prospects These problems simply can to HR Manager in charge III The solutions improve the shortcomings in the organization There are many factors that affect the motivation of the employees The problem here is to find solutions to improve the inadequacies towards a friendly work environment so that employees can maximize their capabilities Solution to Fully stretched working within the company Sometimes not explicitly make decisions quickly that want advise then definitely decided - If your employees to the work monotonous and boring, you will find how to add them a little humor and diversity - Allow employees the freedom to choose how to their job - Encourage personal responsibility, at the same time creating opportunities for promotion within the company - Promote the exchange and team work - Allow employees to take initiative at work - Set goals and challenging tasks for all employees - Develop evaluation criteria reflect the increase in performance Solution to criticism rather than constructive feedback Everyone needs to be respected The operators skillfully will help boost work efficiency so: - Avoid harsh personal criticism in front of other employees - Use the maximum of the closed meeting and private - Feedback building nature - Promote team work and exchange to have an understanding between management and subordinates Solution to Issue too many unnecessary regulations require that employees make Professionalism and minimalist rules will help companies better develop the cumbersome and unnecessary regulations - Review the rules and repeal unnecessary - Use maximum working email - Decentralization clearly specific to avoid using more paper documents submitted to the leaders In conclusion, the Administration is a high-level, complex tasks Many thanks to Prof Dr Tran Van Binh has helped students with more knowledge about organizational behavior management The content helps students with new look and expanded the understanding as well as apply to current job REFERENCE http://tailieuhay.com/tim/T%E1%BA%A1o+%C4%91%E1%BB%99ng+l %E1%BB%B1c+cho+ng%C6%B0%E1%BB%9Di+lao+%C4%91%E1%BB %99ng.html http://tailieu.vn/tag/tai-lieu /t%E1%BA%A1o%20%C4%91%E1%BB%99ng %20l%E1%BB%B1c%20cho%20ng%C6%B0%E1%BB%9Di%20lao %20%C4%91%E1%BB%99ng.html http://kynangsong.xitrum.net/congso/223.html http://vi.scribd.com/doc/56794230/12/CAC-H%E1%BB%8CC-THUY%E1%BA%BET-T %E1%BA%A0O-%C4%90%E1%BB%98NG-L%E1%BB%B0C-TRONG-LAO%C4%90%E1%BB%98NG http://kynangsong.xitrum.net/congso/223.html 10 ... recognized anddemand for self-improvement Accordingly, the low-level needs must be satisfied before higher-level needs These needs motivated people perform certain tasks to be met Thus, the key needs... they become generous) Even the measures to "recharge the spirit of" little Bottom of Form Allowing employees free use of company vehicles on weekends or treat employees pizza every Friday afternoon... create motivation for employees These measures can only work to make employees feel somewhat satisfied with where they work alone The above manner does not increase the motivation of employees,