Vận dụng học thuyết tạo động lực vào doanh nghiệp e

Vận dụng học thuyết Tạo động lực vào doanh nghiệp INTRODUCTION After completion of the course about organizational behavior by Dr Tran Van Binh guide, I found a very useful of course This is one of the important premises for me to apply to become HR managers and good managers The teacher’s lectures focused presentation combining theory and practice with examples and case studies from the life and work of a particular manager to help students understand the behavior as individual reaction, interaction and system environment At the same time, through this course, we also learn more about the individual's behavior and motivation in the organization as well as the issues surrounding cultural and group leadership skills With the learned knowledge, we would like to introduce the organization where I was working; my current position and I would like to give the negative issues about motivation, and the application oflearned theory to analyze the motivation of the individuals in the organization Two theories - Theory about Maslow’s need pyramid - Theory about two factors of F.Herzberg The essence of the relationship between the two theories: Two theories have sought to explain the factors affecting motivation of individuals within the organization Both theories are bound to national culture that the two theories is that American culture and most obvious point is the theory of individualism and masculinity The relationship between the two theories is complementary together in the evaluation of motivation Maslow's needs theory has divided human needs into five levels in the needs pyramid and have shown that the motivation on the upper floors of the tower demand will appear when the lower level of the tower was satisfy and the basic needs have been satisfied will not create motivation Theory about two factors show that there are two main factors motivates employees: - The factors that promote or satisfaction including in the work itself - The factors that destroy motivation of employees are th factors in the work environment I INTRODUCE ABOUT SOCIAL POLICY BANK – KIEN THUY BRANCH Introduction Name of company: English name: SOCIAL POLICY BANK – KIEN THUY BRANCH VBSP KIEN THUY Trading name: SOCIAL POLICY BANK – KIEN THUY BRANCH Social Policy Bank – Kien Thuy District has been established from Oct 08, 2005 by the decision of the Vietnam social policy bank, directly under Hai Phong Social policy bank with purpose of fulfilling the objectives of social security, and perform tasks on preferential credit for the policy beneficiaries and poor households in the district, as well as contributing to the social and economic in the area Functions and tasks of the Social Policy Bank - Kien Thuy District Social Policy Bank – Kien Thuy District has established with following tasks: - The preferential credit channel separate with trade credit to make the task of ensuring social security, provide preferential credit programs in the area - Make loans to poor households, social policy, pupils, students and other objects as specified by the government - Receiving deposits from organizations and individuals - Improving the lives of people in the area Framework of organization Organization model of The Social Policy Bank – Kien Thuy District CREDIT DEPARTMENT ADMINISTRATIVE DEPARTMENT ACCOUNTING DEPARTMENT Description about my positon and function in the company MANAGER I am currently working in the accounting department of Social Policy Bank Kien Thuy District, my main task is: - Develop and calculate the financial statements of the company and submit to director Account financial, and the balance sheet to make planing reports for VICE MANAGER chìe and the manager Perform statistical reports according to industry - Make the loan, collect debt, accounting of savings, withdrawal, and guide the staff in the room − Give ideas for the leadership in giving planning of income and expenses of the company, contribute to the recognition of of the company - Collecting and reporting for areas which I have responsible - Making other tasks as assigned by the Manager and Director II MOTIVATION TO WORK IN SOCIAL POLICY BANK – KIEN THUY BRANCH The motivation at Social Policy Bank – Kien Thuy Branch Management units were aware of the role of staff in deciding the success of the branch leaders were promptly given timely policies to encourage employees and officials and employees of the unitseasoning, officers and employees peace of mind and work to fulfill the assigned tasks Through attention both physically and mentally of the board of directors and trade unions to banks themselves, families and children of staff members at all levels Specifically:  Board of Directors has proposed many reward programs for workers and employees of the unit, as well as strictly the regulations of the regime for rewarding staff, employees and workers Comply with the provisions of the trade unions in the visit, encouragement for officers and employees working in the unit in the opportunity to taste joy Contribute positively to the building assessment process done every job from which to formulate regulations on wages, compensation and review voted emulation on the Tet occasion  Construction wage regulations clearly encourage employees to contribute to initiatives that benefit the unit Improve employee self-training of branch officials and employees in the unit Through the open roof of the short-term skills training, and professional or sent for training at universities at home and abroad, as well as creating conditions for staff and employees have the same learning conditions to improve the capability and capacity to work Unions branch regularly organize cultural activities, sports, experience exchange between the units in the system and with other units outside the city, the organization, visit, tourism andforeign officials and employees and their families Negative issues in motor unit working  Although the company has processes reward and encourage employees to achieve better efficiency and innovation's contribution to the unit, but the fact that parts of the branches have not come up with concrete actionsable to guide employees, nor encourage them to offer suggestions for the organization, also proved to be passive in the work, creativity, and not to promote the potential of the individual  Due to the number of employees in the unit is limited to a number of positions in other parts of the unit have part-time jobs, causing the overload caused by excessive workload easily cause tensiondirectly in the unit easy to cause differences in the unit That caused the mentality is not good for their employees and themselves feel have not been evaluated worthy contribution to the unit caused depression and not cooperate in group work and causes comparable in status and conflict in the organization unit Public wages in both the trigger condition comparison between compensation contributions and causing rival Between the individuals and leads to reduced motivation In addition, some of the individuals are arranged not in place, school or office, the field also causes difficulties for them in accessing new jobs and lead to a number expressed a lack of capacity innew position and gradually proved boredom takes motivation Apply the theory to analyze the motivation of the individual - With Maslow's theory of needs From this theory we get a clear view of the needs of each individual in society in general and particular in organizations Maslow's needs theory came up when a need is satisfied they will strive to satisfy higher needs, and needs before it is no longer a driving force Or when higher demand is not satisfied, the lower-level needs become the driving force So the individual is expected to make changes in order to make improvements to their business lack of motivation can be explained by the theory of Maslow's needs is that they, for the organization butthey not this Their motivation is to create improvements in the work to achieve higher labor productivity brought many benefits to the enterprise and to gain appreciation and recognition deserved single from leaders position, in order to satisfy the higher demand in the tower needs is the need to be respected, and self-improvement However due to the direct interest of not enthusiastic leadership of the room improperly failed to promote their motivation is not able to satisfy creativity theyfind motivation in the lower level is a good deal more current work is to create innovation With individuals concurrently in organizations often not well or embankments Engine can recognize when they take part-time as they need to satisfy the demand of respect and a higher demand for self-perfection Can be explained by the theory of Maslow's needs is they found not look look right on contributions and respect their needs are not satisfied, they tend to meet lower demand For individuals not be located in the appropriate position working individuals who did not satisfy the demand for respect when they not the work assigned, and affect their incomeso they feel depressed lose motivation - With two-factor theory of F Herzberg We can analyze the motivation of individual following Motivation is always associated with the work itself, while external factors work only elements maintain motivation - When individuals work toward innovation, as well as part-time professor, or any position in the organization of their motor according F.Herzberg, work is "work area":through the acknowledgment and recognition of achievement, and leadership Or their motivation is 'meaningful work' itself: through the work they are assigned to complete the work, and they have the opportunity to develop within the organization through job  Solution to promote motivation Managers directly should closely monitor the work of the employees in his department Offer guidance and suggestions to help your employees improve and develop their own capacity There should hire more workers to reduce work concurrently to avoid overload, as well as take them on the right to work, their position so that they work in the best way Assign the right people for the right jobs, the right expertise to their ability to grow in the organization Built into the design standards the job, perform the assessment criteria for each job position Building programs remuneration, welfare flexible Building public programs not paid in the unit Conclusion Over the course Management of organizational behavior course I realize that this is really necessary for those who are working in the organization, for individuals and for the leadership of the organization Management of organizational behavior helps us to recognize the shortcomings in promoting employee motivation, creating a comfortable work environment, encouragement and improve efficiency Besides that are businesses recognize, importance of teamwork, communication and media, developing corporate culture for the organization, the role of leaders in shaping employees throughout the company I hope that with the knowledge learned with and's contribution made comments of the instructor will help my organization grows O nce again I would like to thank Assoc Dr Tran Van Binh for useful lectures during the course Reference List: Organization Behavior Slide, Dr.Tran Van Binh Organization Behavior Management , Dr Bui Anh Tuan Website: http://www.caohockinhte.vn, Organization Behavior Management 10 ... from leaders position, in order to satisfy the higher demand in the tower needs is the need to be respected, and self-improvement However due to the direct interest of not enthusiastic leadership... unit easy to cause differences in the unit That caused the mentality is not good for their employees and themselves feel have not been evaluated worthy contribution to the unit caused depression... satisfied they will strive to satisfy higher needs, and needs before it is no longer a driving force Or when higher demand is not satisfied, the lower-level needs become the driving force So the individual