PHÂN TÍCH NGUYÊN NHÂN TÌNH TRẠNG bỏ VIỆC của NGƯỜI LAO ĐỘNG – GIẢI PHÁP KHẮC PHỤC e

TABLE OF CONTENTS INTRODUCTION I THE RATIONALE The essence of labour .4 The concept of worker The quit rate .5 II THE CAUSE OF QUIT JOB STATUS OF THE WORKER Inadequate wages and benefits Lack of recognition No advancement opportunities Menagement methods and management dissatisfaction III SOLUTIONS TO IMPROVE THIS PROBLEM .10 The goal of solutions 10 The solutions need to implemented 10 a Make sure the mode of the salaries and benefits of employees 10 b Building cultural recognition 11 c Create an environment for the development and promotion 12 d Building management capacity .12 IV DIFFICULTIES IN THE IMPLEMENTATION PROCESS 13 Difficulties from the workers 13 Difficulites from Managers .14 CONCLUSION .15 REFERENCE LIST .16 0/15 I INTRODUCTION Organization behavior subject is a course for everyone who is working in the organization The course is not only interesting and useful for those who work as the management but also a normal staff needs to learn, research to explain their behavior in the organization Through this course, we can aware of the basis of individual behavior, attitudes and job satisfaction, motivation to work Beside it, we can set up the organizational culture and provide methods of communication within the organization effectively During the study, our group has discussed together and selects the topic: "Quit rate of workers in enterprises today is quite high" for analysis This is one of the problems which the workers and organizations pay attention a lot We can be said for businesses in general, the labor force is central and keep role in creating the success of business However, not any businesses also recognize the important role of workers and even some businesses realize this but not have policies to suitable adjust to keep employees This is proven through the status of quit of workers in businesses that happen a lot and the main reason is the businesses not meet needs and wants of workers, even those businesses harming the interests of workers We would like to further analysis on this issue in the following presentation 1/15 II THE RATIONALE The essence of labour Labor is a aim-activity of people to satisfy the needs of life It is an indispensable condition for the existence and development of human society Labor takes place in a process Labor process is the sum of human action to complete a certain production tasks This process is an economic and social phenomenon, so it is always to be considered in two sides: physical and social However, the labor process taking place in the social-economic conditions by anyway is it should be organized cooperation between the basic elements of the labor process and the relationship between those works together on the implementation of the purpose of the process, that is have to organize labour The concept of worker The workers are who in the working age according to the law - is the general point of definition They have committed to work with all the employers; they usually receive job requirements, salary and stand the management of the employer during work commitments The result of their labor is a product for others to use and exchange on goods market The products from manual labour have low value; mental products have high exchange value In broad sense, the employee is salaried The work of employees under the agreement, established between the employee and the employer Through labor results as physical products, spiritual products, the employee is paid from the employer In a narrower sense, the employees are who the work with physical nature, often in agriculture, small scale industry According to the Vietnam Labour Code, the employees are who in working age and have able to work, are entering into and implementation of the labor contract with the employer The labor code also stipulates clearly, specifically about the rights and obligations of workers joining labor, the regulations on labor contracts, the handling dispute on labor contract, the regime of preferential treatment, social security 2/15 From the point of view of economics, the workers are who provide directly labor force These workers are who have committed labor, labor products with the organizations and others Thus, to understand about the workers, we must consider the factors associated with the labor of workers such as: the preparing for labor capacity, commitment and enforcement of labor commitments (including receiving labor requirements, methods and means of labor, labor cost, labor remuneration, working attitudes, labor force), the results and the quality of labor, satisfaction and dissatisfaction of the parties to the labor contract The quit rate The quit rates, it is simple to understand is the employee's resignation speed in companies This speed is measured monthly and annually It is formula simply: Total of number of people quit job (only official employee) / Total of number of personnel III THE CAUSE OF QUIT JOB STATUS OF THE WORKER In a few years, the situation of the world economy in general and the economic situation have tended to go down due to the overall impact of the global economic crisis This should directly impact all businesses Most businesses fall into this predicament in all aspects Some businesses had to apply cutting measures to reduce labor costs, in order to continue the operation of business Some businesses apply policies such as wage cuts, the workers' mode in order to minimize the cost But they not see the consequences of doing this directly impact in their business results Recent figures show that, workers quit jobs in enterprises today are increasing and most of the causes are rooted in enterprise where they are working According to built of IMQ experts, in most cases the employee's resignation, the main cause is usually due to conflicts, disagreements between employees and operating way, the behavior of their superiors Surely one of us has been ranked as a laborer So anybody can answer the question: We go to the company for whatever reason? We expect to receive anything 3/15 from the company? According to Maslow's theory of needs, most employees come to the company with a desire to: - Having a job, good income to support them and their families - Security and stability - Contribution: want to become a member of your company - Being on the good reviews, trust and credibility - Improve understanding and awareness - Self express: building long-term career path Based on these needs, we can offer some of the main reasons that workers quit jobs in the business today are: Inadequate wages and benefits According to the survey, about 15% of employees leave the company because of the money factor Employees want to be equal to the market wage, if they compare and employees feel that their wages paid unworthy, they will look for another job This is one of the basic needs of all employees If wages can not be guaranteed as well as living conditions of employees will not be guaranteed Especially in the current economic conditions, many employees work only expected to last months salary to pay for the cost of our lives, including: the cost of meals, accommodation and travel , daily consumption Those with meager wage income also mean that they have to save expenses, meals, accommodation and guaranteed for life Current stituation of low-paid, wage debt held in a lot of business This situation was reflected in the many articles and statistics in the study These include the recent situation hundreds workers at Bianfishco - Tra Noc Industrial Zone in Can Tho Province leave their jobs and strike to claim benefits and satisfactory mode Most employees require higher wages and shorter hours The staff said if before this day without SHB Bank takeover, the average wages of workers from 3.5 millions to millions However, now pay just over millions, while the work does not change with the time of each shift lasts from am to 18h Some of the staff reflects that in October to work 105 hours only received 2.5 million salaries To March 11, up to 241 hours of overtime work, wages received only 3.1 millions 4/15 In addition to the field of business, the state of the employee also takes place in enterprises working in the service sector This may include state employees put in the bank today For years, the highes average salary in banking sector For example, in 2011 the average income of employees with a number of large banks such as Vietcombank, Vietinbank and ACB about 16 to 22.4 million / month Other bank employees as: BIDV, Bao Viet, Eximbank and SHB also income above 10 million / month Salary 5-7 million / month are common in small banks To 2012, payment of salaries and allowances to employees at major banks average of 16.7 million dong / month, lower than the figure of 22.4 million dong / month, for the other banks then the salaries and bonuses greatly reduced(According to the statistics of the Pioneers) In general due to difficulties in the economy, most banks business inefficiency, some bank employees not earn customer to ensure that the company targets given So many employees have resigned to find another job more suitable and they expect to receive higher wages Besides wage reasons, along with the cost of health care, the benefits are particularly important Insufficient benefits or benefits under standard are made for employees to leave Lack of recognition According to the theory of Maslow's needs pyramid, while the demand for food, life in general and the need to ensure safety, there would appear a higher demand In which Maslow referred to the need to be respected, to be recognized In addition, every employee to the desire to get salary guarantee, they also look forward to receiving attention and recognition from the board and the organization Many businesses not pay proper attention to the recognition of the contribution of the staff, even though this recognition is crucial engagement of employees to the company Cindy Ventrice, author of "Make Their Day! Employee Recognition That Works " said:" If you always make the employees feel they are worth to the company, the company in trouble, you will not lose good employees " According to the report of personnel in the organization, the lack of recognition of 25% of the reasons employees leave their jobs The employee is not worthy to be 5/15 paid for what they but also want to be recognized when they are done well When an employee begins to feel their efforts are not paying attention, they will work less effective or even transferred to another company where their ability to be recognized This situation is pretty common in business today Many businesses not pay attention and care about the recognition of achievements that their employees have achieved Assigning leadership to the staff but only interested in getting results from them There is no action to recognize, reward and encouraging teamwork and creativity of their employees This is one of the reasons for the employees feel frustrated because despite their efforts will not be recognized And when this need is not met will lead to staff quit and find a new job, a new company with the desire that they will be recognized No advancement opportunities Advancement opportunities are one of the highest demand mentioned in the tower needs of Maslow When lower needs are met, employees will look forward to the managers, interested to companies by creating conditions and a better working environment, creating opportunities for growth Workers who care about salary, bonus mode, preferential treatment, they also expect the company will create conditions for them to learn more knowledge through training sessions both inside and outside the officials A business with no training policy or periodic training for staff will make employees easily arise dissatisfied, feel just like stripping company's existing knowledge and experience them That why leading companies have preferential policies is good staff Create favorable conditions for them to improve their knowledge and skills Most of the foreign companies have good human resource development policy than domestic companies Enhanced when qualified, employees also have the opportunity to sent to work in the parent company or the subsidiary of the company in other countries Although current domestic enterprises began to care and attention are referred to advancement opportunities for employees starting to work but actually this opportunity is very limited We easily recognize this while surfing through some recruitment websites as: vietnamwork, Kiemviec, tuyendung In this information 6/15 when making business employers are offering more attractive conditions of remuneration and the content as: "ABC company opened promotion mode for all its employees the same", "XYZ given promotion mode for all of you are equal" But most workers entering the work environment realizes the difficulty and nature of the problem There is not any employees have a chance in the company will received the opportunity to learn and grow from the company Therefore, as summarized from the survey showed that: 20% of employees said that they quit due to feel the lack of development opportunities in the current position After a period of not feeling recognized, the employee will feel valued and tend to look for another job Menagement methods and management dissatisfaction According to the latest research by a team of talented professionals in the field of governance around the world conduct has launched several surprising conclusions The study is based on survey results of more than 1,200 employees in countries like the United States, the United Kingdom, Canada, Australia, China, India, Germany and a number of Southeast Asian countries Initial goal of the study is determine if leaders manage how employees, they often make the decision right or wrong Research results found that nearly 40% of workers are necessary encouragement and motivation to work by his superiors Meanwhile, 35% of employees said they are "inhibited" with his boss due to the lack of attention to the needs of their work Main cause of the discontent stems from the lack of listening to the leaders In addition, the survey also found that about 54% supervisors make the right decisions and compliance staff Moreover, the current leader of the lack of the most basic principles of behavior, such as lack of courtesy, respect, honesty and fairness to subordinates This is a basic element that makes up an employee-relationship longterm and sustainable leadership At the same time, 60 percent of those surveyed said they often rebuked leaders in the workplace This affects their self-esteem 1/3 of employee share their supervisors often lost his temper and shouted at the meeting or discuss the issue 7/15 Even in business of our country today, the state of employee dissatisfaction with management taking place in many businesses At work, many managers show weaknesses in the way of handling the problem, not keep their commitments to employees and makes no clear policies for their employees In addition, many managers not appreciate the power of the workers, which makes the other employees in the company not feel satisfied For some small businesses, the manager also shows how to a "family", not listen to employees and have poor behavior for employees Therefore, the dissatisfaction with managers is one of the reasons why employees resign A previous study has confirmed that the employee is not voluntary resignation That is how they are leaving the leadership-the lack of transparency and lack of empathy and understanding IV SOLUTIONS TO IMPROVE THIS PROBLEM The goal of solutions Employees play an important role in economic development Employees who are personally make the products, services, benefits for every business While our country is considered as countries with large labor, cheap and great potential.But many businesses are still very difficult to find workers to meet their requirements Therefore, the staff found that the retention of an employee will save a lot of business for the cost instead of finding, recruiting new employees Recognize the importance of workers, businesses need to come up with solutions to keep employees, reducing workers quit in the current business The solutions need to implemented a Make sure the mode of the salaries and benefits of employees To ensure employees can safely work, firstly need to ensure management salary for employees Any employee not always expects to receive high salaries that they only want the manager to pay them proper wages they labor for money With the current difficult economic conditions, employee’s wages help them maintain their own 8/15 living conditions and family So they will feel the satisfaction of getting what they were doing and vice versa employees will feel depressed and lead to leave if the business can not pay Besides ensuring the minimum wage, businesses need to have clear policies for the reward, increase wages and provide social benefits such as: employees of the company are entitled to the protection modesocial insurance, medical insurance, unemployment insurance Although we know that not any business, managers are also willing to pay bonuses, raises for employees with limited salary but managers can also consider to give some accountsolution to this problem Instead of regular wage increases and bonus share, managers can put this money for some excellent staff and this need to be given in the reward policy of the company and through all staff member know In addition managers should also encourage the striving of the remaining employees to spend the rewards of the company b Building cultural recognition Money is an important factor in our daily lives, but it is also only part of the value of work Enterprises should ensure that you are creating a great working environment with a program to recognize the achievements of staff And business managers need to remember that this is not expensive, but highly effective in retaining its employees Give managers the responsibility to find out what can make further staff and excellent reward for the expression This gives everyone a chance to shine when doing a good job A specific number of jobs and business managers can to show recognition for employees are: - Monthly business organization voted the outstanding employee of the month award for "Employee of the Month" Prizes may not be much but simply a diploma, a certificate or to give a meal to the outstanding staff at a family restaurant - Managers can directly thank, praise, reward and celebrate the staff have a good work through the internal e-mail, through briefings This is a very simple way 9/15 but also makes the employees see the attention and recognition of the organization for their contributions - Give employees notice that they have an important role in the development of the company To achieve this, the work should have open communication, a spirit of cooperation and an atmosphere of trust The manager should discuss with his staff, telling them that the company is heading and where the plan to achieve it Please also refer to their important role in that plan and explain that they are indispensable factors for the company to success If you want people to trust you, you have to trust them Give others an honor and they will not let you down Recognize and reward the achievements of the staff is a beneficial solution for both parties: the employer and the employee.If the directors attention to exploit the benefits from this, they will feel more excited to see the company's sales chart as well, because they will always upward c Create an environment for the development and promotion Up to 35% of probing workshop personnel strategy for large enterprises that, to retain the talent they will use measures related to career advancement opportunities, and 24% said it shouldrecognize and honor the contributions of talented personnel Most of the employees when the unexpected current job a good job with a reasonable salary, they are also interested in the opportunity to develop themselves and continue to hone the skills, abilities and experience Therefore, enterprises should invest heavily in the training and development of employees and encouraging employees, this will bring benefits to the business For employees who are involved in the training trìnnh will help them improve their skills, increase self-worth and pat their self-esteem Demonstrate to your employees that they have no reason to go to have the opportunity to develop and train from within the organization 10/15 For qualified employees actually work, in addition to assigned tasks, managers should communicate more directly to their challenging nature of work from which to assess their capabilities d Building management capacity The management plays an important role in leading, administering the operation and development of the company A good manager makes new employees feel admiration and pictures for employees to strive Therefore, managers need to consider issues management capacity through the following specific tasks: - Constantly improve and update additional expertise to enhance the professional level - In addition to the expert knowledge, the manager should be equipped with the knowledge to expand the knowledge society - In the role of managers as leaders and assertive in making decisions However, managers also need to take the time and interest close to his employees Managers may participate in the general activities of the union to shorten the distance with the staff Doing this makes the employees feel concern, closeness and sharing of leadership, this is also a driving force for employees to stick with the job and the company - Managers should make policies and regulations on salary, reward, remuneration and through specific employees in the company Along with that is the application of these policies in the company Ensure that all employees in the company are entitled to the same mode, there is no bias case a number of separate objects for employees that are fair - Managers need to consider the working conditions, giving your employees a comfortable work space to be able to develop their full potential V DIFFICULTIES IN THE IMPLEMENTATION PROCESS Difficulties from the workers There is not any employees feel satisfied with what companies and managers bring to them Sometimes businesses encounter case workers demand too much salary and benefits policies This often happen with employees who are good track record 11/15 and many years' experience They often require wages and remuneration as well as opportunities for advancement Sometimes the demands they make beyond the capacity of the enterprise or business leaders recognize that the demand is higher than their capacity, thus meeting the requirements will not be accepted This also led to the employees when desired is not satisfied, they will seek leave to find other work Sometimes situation, it is not the entire fault from company It is also from too many demanding of workers Difficulites from Managers Managers in the business always put their interests in first Managers not recognize the economic role and to retain good employees in the company Many businesses offer wage reward policies on papers and the application can not be carried out in accordance with regulations This condition is concentrated in the private sector, small-scale enterprises In addition, many managers not grasp the mentality and aspirations of employees, even when prompted, they still think they are the owners who are hired to work and they have to decidehis actions They often put too much pressure on their employees, so the employees to resign due to work pressure, working environment and are not satisfied with the leader happening more and more 12/15 CONCLUSION During the study course "Management of organizational behavior" under the direction of Dr Tran Van Binh, our group got together to discuss and research on the subject "Why employees quit, situation, causes and proposed solutions” Based on the fact the current labor situation in the business as well as employees quit rates according to the study of organizations and personnel based on a theoretical basis, the learned theory, group them I have listed and give some cause of state employees to give up in the business today Besides, we also offer a number of solutions to remedy this situation and point out the role and importance of employees in the organization We would like to send my grateful to Dr Tran Van Binh and useful lectures the course 13/15 REFERENCE LIST Organizational Behavior Management Lecture, Dr Tran Van Human Management, Tran Kim Dung, The statistic Publisher, 2007 Website:http://congdoan.most.gov.vn/index.php? option=com_content&view=article&id=2627:nhieu-lao-dong-boviec&catid=51:cac-bai-vit-lien-quan-n-hot-ng-cong-oan&Itemid=73 Website: http://www.nhansu.com.vn Website:http://vietnamnet.vn/vn/xa-hoi/101217/hang-tram-cong-nhanbianfishco-nghi-viec-dinh-cong.html Website: http://kiemviec.com/vi/nha-tuyen-dung/cam-nang/huong-loi-tu-viec- cong-nhan-thanh-tich-nhan-vien.35A4E9FD.html Website: http://kiemviec.com/en/nha-tuyen-dung/cam-nang/6-dong-luc-chinh- giu-nhan-vien.35A4E92F.html 14/15 ... general and the need to ensure safety, there would appear a higher demand In which Maslow referred to the need to be respected, to be recognized In addition, every employee to the desire to get salary... the reasons employees leave their jobs The employee is not worthy to be 5/15 paid for what they but also want to be recognized when they are done well When an employee begins to feel their efforts... reducing workers quit in the current business The solutions need to implemented a Make sure the mode of the salaries and benefits of employees To ensure employees can safely work, firstly need