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Vận dụng lý thuyết Tạo động lực cho người lao động vào thực tiễn công ty nước Hải PHòng CONTENT I INTRODUCTION II THEORY MOTIVATE According to Herzberg's Two Factor Theory Maslow's theory of needs III INTRODUCTION ABOUT COMPANY .5 General introduction Functions and tasks a) Functions: b) Tasks: c) Organization Chart of Hai Phong Water Supply One Member Limited Company My job and duty description expanding in Company III WORK MOTIVATION The motivation to work .8 Difficulties intervene motivation Proposal to solve above problems .10 IV CONCLUSION 11 V REFERENCES .11 INDIVIDUAL ASSIGNMENT Subject: ORGANIZATION BEHAVIOR Student’s name: Nguyen Huu Hop Signature : ………………………………………… ID: 14/03/1975 Class : ieMBA H02 Date of completion: 12/12/2012 Topic: Please select two basic theories of motivation for employees Analysis of the nature and relationship between the two theories on choice? Currently the company (organization) where he / she works is having negative issues about motivation? Please use this theory to analyze their motivation Suggest some solutions to the improve these objectives former I INTRODUCTION After the completion of Organizational Behavior subject by PhD Dr Tran Van Binh guided, and teached on classroom I noticed this course very usefully for the management also helps me to understand more about human behavior in the organization, as well as at work, information in the organization In the lecture of Professor incorporated vivid likely examples to help students understand, easy to remember, easy to discern the human behavior in organizations such as personal reaction to the work, the interaction between members of the group, the relationship between leaders and staffs, as well as workplace conditions in the organization Also through the subject helped me to get overview to behave with colleagues, more knowledge about human behavior and motivation foster enthusiasm and creativity of each member in the organization The leader should build a culture for the enterprise, structure organizational skills, leadership style as well as improve the skills of managers II THEORY MOTIVATE The leader need to motivate employees, by means of encouragement, encouraging and rewarding worthy of work I should choose two theories that is Herzberg’s Two Factor Theory and Maslow’s Theory of Needs to explain this problem According to Herzberg's Two Factor Theory: that the relationship between person with work is the basic relationship and attitude towards work can determine the success or failure of the individual According to this theory elements that make the satisfaction (motivation) is in the work itself, and factors causing disgruntled employees (maintenance) is located in the working environment Maslow's theory of needs: that human beings have five basic needs, sorted by rank: (1) Physiological needs: food, clothing, housing (2) Safety needs: social protection, not hurt mentally and physically (3) Social needs: related to friendship, love, communication with people (4) The need to be respected: related to autonomy, status, people to know and pay attention (5) The need for self-expression: to become a person according to his ability, to develop themselves According to Maslow needs theory is the lack of something that people can feel and there is a hierarchy from low to high Two theories on the intimate relationship in explaining the nature of the motivation for the encouragement, it is those who should attempt to maximize the potential of individuals to address theirits assigned tasks in the best way, gives practical effect to the organization Can see Maslow's theory of needs (1) physiological needs; (2) safety needs; and (3) social needs, Herzberg's Two Factor Theory these needs is indicative only maintenance (4) The need to be respected; and (5) The need for self-expression corresponding to the Two factor theory of Herzberg is the demand to make up the motivation to work III INTRODUCTION ABOUT COMPANY General introduction Company Name: Hai Phong Water Supply One Member Limited Company Short name: Haiphong Water Supply Company Address: 54 Dinh Tien Hoang - Hong Bang - Haiphong In 1905 the French built the first water plant to supply clean water to Hai Phong is located in Uong Bi, Quang Ninh In 1967 established Haiphong water treament plant, in 1986 renamed Haiphong Water Supply Company under Department of Communications and Public Works now Haiphong Department of Transport Until January 2007 renamed Hai Phong Water Supply One Member Limited Company under Hai Phong Department of Construction, business activities in the field of public utility products Currently, the company has 25 departments, factories with 1170 staffs Functions and tasks a) Functions: Exploitation of raw water, business producing clean water for living of people, and producting and other demands of Hai Phong city Planning, investment projects, examining, evaluating water supply project; surveying, designing, testing water quality, management and supervision of construction projects, water supply and drainage works and specialized services Construction investment and management of water supply works, urban and suburban Hai Phong Manufacturing and trading of ice water, Reverse Osmosis water Business lines that are not prohibited by law b) Tasks: To perform management tasks and supply clean water for people, production, industrial areas and and other demands of Hai Phong city Investment owners of the water supply project use budget, loans, business or other sources On one's own initiative to supply of materials for production On one's own initiative study to expand the pipeline network, to meet the demand for water prescribed by law Venture and cooperation with other organizations, individuals inside and outside country To pay the state budget Fulfill national defense security c) Organization Chart of Hai Phong Water Supply One Member Limited Company Organization Chart of Hai Phong Water Supply One Member Limited Company Chairman - General Director Party executive comm Trade Union Youth Union Vat cach WATER SUPPLY JOINT SOCK co Cau nguyet WATER TREATMENT PLANT Do Son WATER TREATMENT PLANT Vinh bao CAt bA WATER TREATMENT PLANT WATER TREATMENT PLANT works Cons main ENTErprise eLECTRICMe &transport ENTEPRISE Bottled water enterprise CONSUMER BUSINESS enterprise Consumer Business Enterprise Network manage Enterprise VICE GENERAL Director of NRN REDUCTION WATER SUPPLY SYSTEM Inspection DEPT Customer relation dept VICE GENERAL Director of Business Minh Duc WATER TREATMENT PLANT informatics technology dept PROJECT MANAGERMENT UNIT VICE GENERAL Director of investment Technical dept INVESMENT MONITORING Dept WATER QUALITY VICE GENERAL Director of Enginering CONTROL dept Material dept Planning dept Financial & accounting Dept PERSONnelADMINISTRATIVE Dept VICE GENERAL Director of Production An duong WATER TREATMENT PLANT WATER mETER & NRW reduction enterprise My job and duty description expanding in Company Short-term and long-term planning; periodic maintenance and replacement of devices; development of water supply systems; science and technology application Making design work of water supply system Working cooperatively with Administrative department in improvement the skill of workers or providing training course to workers regarding to public safety Management of engineering, planning, project preparation and expanding related work of water supply system Responsible for water treatment technology and participation in technical cycle of water supply Construction supervision III WORK MOTIVATION The motivation to work Acknowledge the role of the staff as a decisive factor to business succession of the organization, the new management board of the company (the former who employed a huge pool of staff has just retired) has reallocated each position as optimal as it can run a better condition of work Rebuild the new wage regime to promote the contribution of the staff following the criteria of nature of work, efficiency, percentage of completion, and finally the time-faithfulness to sum a basic payment, bonus or year-end emulation This new wage regime mainly concentrates on productive performance that makes a hug motivation among employees to strive to make contribute to increase labor productivity especially new workers Timely reward to individual or group for their achievements in work such as immediate bonus, sightseeing or through initiatives to promote them This is a way to create motivation in work There is a way to take care worker themselves or their relatives such as reward their children who are under school age with a certificate of merit or health problem Encourage staff to attend the graduate or postgraduate programs to improve their professional skills Delegate staffs to participate in training courses both local and abroad programme to improve their professional skills Arrangement site survey/visit for better knowledge of employees Provide an annual exam to upgrade higher level of workers Every year, the company provides vacation trip for its staffs especially during summer time or soon after Tet holiday; organized a room for cerebrating events in the year such as women day, war veterans or summer campping, which make a chance for staff to exchange experience, to be closer and closer and mutual understanding Difficulties intervene motivation Though the company has developed mechanisms to promote motivation for officials and employees in order to increase labor productivity and production efficiency as well as help them to feel safe to be with the company, several departments, enterprises have not yet launched specific actions to guide, encourage them to work properly keeping labor efficiency is still low Other reason is an abundance of staff with a few notified as qualified employees who make fear of working hard due to an jealous mind that he must share his bread with other who did a little work or the payment he got is not justified to what he has done There are several divisions with full of seat where daily work is just simple or their work is in the manner of day-and-day repetition This nature of work makes them feel boring, no reason for motivation, chatting with other co-workers that may create harmfulness to the organization or making gaps among people New employees or workers in a wrong profession without any tutor may get a feeling of pressure, boring, depression, inferiority or out-of-team imagination Head of department with poor management capability unable to allocate the work among team but focusing only few workers may have a poor performance due to his wasting resource from other left-out When assign a work to his worker, Head of department makes it not clear or lack of bidding toward the quality, time of completion or punishment when those things broken that may generate the worker an attitude of selfishness, negligence or when finished, a new assignment will come; if not, nothing happened Head of department even is the straight man, who is unable to show his care for staffs’ spiritual life, family or their way of living may generate the adverse atmosphere among the pool, converse his staffs to be as robots It also creates an out-of-sight – out-of-mind environment because there is no emotional exchange As a result, working efficiency remains below the line since each staff support nobody Company leaders sometimes order staff directly without a notice to the respective department head, effect himself to the professional work or function of the departments, self-decided action that make others feel hard to follow This happening shall keep the leaders busy because his staff keep asking before action for fear of doing wrong, destroy the motivation, creativeness as well as raising many difficulties in management and administration of the department Proposal to solve above problems Building corporate culture brings its own unique units, such as how to communicate in a polite and civilized way; dressed properly follow working environment (such as uniforms, name badges) and timing to motivate staff or help them to raise awareness, feel proud to be a member of the organization In each department, managers should develop new regulations to create a fun atmosphere in the organization, solidarity, cooperation in the work or in normal life Encourage employees to work and create a room for staffs to exchange experience together making them a gradual step to improve themselves in the organization Enrich the work through the form of encouragement, incentive when they complete the work Take care of the employee's life both physically and mentally, such as organizing regular events, festivals and Tet holidays Visiting family members when there are special circumstances, create a close atmosphere of share and unity within the organization Offer guidance and suggestions in the manner of order to help employees navigate the job he need to Maximize the creativity or autonomy of employees at work especially with new comers Monitor the process of working of staff to promptly rectify, remove obstacles in the work that bring to staff a confidence while improve their creative and proactive capability in their work Professionalization so that they can develop their forte conditions within the organization Generate a cross-training, working in team to help employees improve themselves Improve working skills as well as management skills of employees by communicating directly, or through training courses organized by the company Encourage and create favorable conditions in terms of time, cost (if possible) to employees taking courses to improve their professional management Since then motivate them perfect, striving to assert themselves in the organization Associated responsibilities and decentralization method to employees with specific job, enabling them to share responsibility with the manager and know their role in the organization IV CONCLUSION The Organization Behavior course is very practical It is a tool to support the management of an organization Thanks the course I have a new look, a new management method to avoid the old mistakes often encountered in dealing with members of the unit Also it helps me to understand the role of the leader, the manager, as well as how to motivate employees to bring the highest efficiency Building corporate culture with unique identification of the organization creates a work environment more friendly and civilized solidarity that will support the organization with sustainable development 10 V REFERENCES Slide Organisation Behaviour lecture by Associate Professor Dr Tran Van Binh Documents and guidance of Hai Phong Water Supply One Member Limited Company Website: http://www.caohockinhte.vn Organisation Behaviour Website: http://www.eptc.vn 11 ... WATER TREATMENT PLANT works Cons main ENTErprise eLECTRICMe &transport ENTEPRISE Bottled water enterprise CONSUMER BUSINESS enterprise Consumer Business Enterprise Network manage Enterprise VICE... culture for the enterprise, structure organizational skills, leadership style as well as improve the skills of managers II THEORY MOTIVATE The leader need to motivate employees, by means of encouragement,... well as help them to feel safe to be with the company, several departments, enterprises have not yet launched specific actions to guide, encourage them to work properly keeping labor efficiency is
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