Học thuyết nhu cầu của maslow và học thuyết alderfer về sự tồn tại, tương quan và phát triển e

Maslow Needs theory and
Alderfer theory about the existence, relatedness and growth.

Chapter 1

BASIC CONCEPTS

1. Motivation and achievement
Motivation is resources to create orient and maintain behaviors.
Ability is capacity of individuals to perform work they are currently making
effort to complete
Opportunities are conditions in which motivation and ability are deployed.
2. Intrinsic motivation and external motivation
Intrinsic motivation: the force leads to behavior, relates to the achievements of the
action itself, for example, or a part of satisfaction or fun.
External motivation: the force leads to behavior, derives from people and the job
has been performed, it was completed as a means to achieve something else.
3. Theory Maslow
a. Concept
According to Maslow, human needs are divided into two categories: basic needs
and higher needs
Basic needs related to physical factors such as the human desire to have enough
food, drinking water, sleeping …These needs are basic needs and can not be in short
because if people do not meet these needs, they will not survive, they will struggle to
get up and survive in life days.


The higher need than basic needs are called higher needs. These needs include
various factors such as the spirit of justice requirement, safety, fun, social status,
respect, honor toward an individual.
The basic needs are often given priority for attention in comparison with this

higher needs. With any person, if they lack of malnutrition, or drinking ... they will
not care about the needs of beauty, respect ...
b. Maslow's needs pyramid
Individuals have congenital needs or desires that they would try for satisfaction:
 The physiological needs;
 The need for safety;
 The needs of society;
 The need to be respected;
 The need to assert themselves.

c.The characteristics of needs pyramid
Once a demand has been satisfied, it is no longer a motivation.
One need can not be motivation before the needs standing before in the hierarchy
diagrams are satisfied.


If there is no satisfaction, the need at lower hierarchy will again become
motivation.
Innate desire of human is climbing up the hierarchy diagrams.
Need to assert itself is not the same with other needs.

4. Theory Alderfer about the existence
a. Concept
ERG Theory recognizes three levels of human needs


Needs of existence: Wish of physical and spiritual health, fully meet the basic
needs for survival such as physiological needs, food, clothing, housing,
transportation, education ... and safety needs.



Needs of communication: Wish of satisfaction in relationships with people.
Everyone has the desire to establish and maintain personal relationships
differently. Approximately, a person invests his half of time on communicating
with the relationship that they are aimed.



Needs of development: The desire to grow and develop in both life and work.
The jobs, and higher professional careers will be guaranteed to meet
considerably the satisfaction development needs.

ERG theory states that: at the same time there maybe much need which have
influence on motivation-When a higher demand can not be satisfied, a lower demand
is ready to recover.


b. Basis and the contribution of ERG Theory

This model is constructed on the basis of Maslow’s needs pyramid and is a good
complementation for this model tower. In fact many studies support this theory
than Maslow theory.
Alderfer's ERG theory also indicates that there are frequently more than one need
that may affect and impact the same people, at the same time. If the higher-level
needs are not met, the desire to satisfy the need at a below level (of the model) will
increase.
Clayton Alderfer identifies this phenomenon in a well-known jargon as the
"overwhelming level of frustration and shy Aggression dimension." The relevance
between this and work is that even the higher-level needs are not satisfied, the job is

ensuring that the physiological needs at low-level, and individuals will focus on these
needs.
At this time, if something happens to threaten the current work, the basic needs of
individuals will be seriously threatened. If no factor is to relieve anxiety, an
individual can fall into despair and panic.
ERG theory also explains why the employees always seek higher wages and better
working conditions even when these conditions are good and meet the standards of
the labor market. When the employees are not satisfied with communication needs
and current demand growth, they will find the ways for satisfaction.


Chapter 2

ANALYSIS OF THE NATURE AND RELATIONS BETWEEN
MASLOW THEORY AND ALDERFER THEORY

1. About concept
The model of Alderfer theory is built on the basis of Maslow's needs pyramid.
Basically, the Maslow theory aims for human and human relations and Alderfer
theory also favored the theory of society and human relationships in society.
Alderfer's ERG theory also indicates that there are more than one demand that
may affect and impact at the same time. If the needs at higher level are not met, the
desire to satisfy the need at lower level will increase. Alderfer identifies this
phenomenon as "an overwhelming level of frustration and shy Aggression dimension
". The relevance between this with work is that even when the high-level needs are
not satisfied, the job is ensuring that the physiological needs at lower levels, and
individuals will focus on these needs. At this time, if something happens to threaten
the job, the basic needs of individuals will be seriously threatened. If there is no
factor relieving anxiety, an individual can become desperate and panic.
2. About orientation and goal

The scale and level of influence of the two theories can be generalized as follows:


3. Advantages and disadvantages of the theory
Because the Maslow theory is developed according to grades or tower diagram,
prerequisite is that there must be a new primitive then moving to a modern advance.
This theory is partly based on the theory of life and human existence: for example
people today must come from apes.
Why are the apes still the apes and humans are still humans for billions of years?
The Alderfer theory occurs on basis of this. The Alderfer theory is based on the actual
needs of human for living and existence in society. The human beings are struggled
for living and development in society. For example, for living if people do not have


rice to eat, they will find bread to eat, if there is no bread, they will find something
else like roots, fruits ... Based on this perspective, the self-balancing in the theory is
shown more clearly . This is the core and the backbone of the two theories, which
lead to the orientation of creating both advantages and disadvantages of this theory.
4. Applicability
For Maslow theory:
-

Being a basic theory used for studies;

-

Being a necessary and sufficient condition for sustainable development;

-

Not creating a breakthrough, and conflicting struggle;

-

Being able to create a death according to the rules

For Alderfer theory:
-

Reflecting true social reality;

-

Creating competition for survival and development;

-

Causing conflict and strife

-

Applying for development.


Chapter 3

APPLICATION OF THE THEORY ON GROTECH Ltd

I.

Orientations and solution to create motivation in the labor

1. Identify specific tasks for each employee
In companies, each person has his own professional, he should be assigned a
position consistent with his expertise. Therefore, the necessary and sufficient
condition of the manager is to clarify responsibilities and specific duties of each
person before they start work.
2. Creating favorable conditions for workers to complete tasks
Recruiting employees arranged in accordance with job requirements.
Creating working conditions and working regimes of reasonable rest for
employees.
Employees need to be arranged for supporting the other employees while they
work for productiveness.
3. Stimulation for labor
a. Stimulating material
During labor time, board of management will be based on the
productivity of each person then gives the bonus in gifts or in cash. The goal of
this action is to create exciting atmosphere for employees to work more
efficiently.
Besides, the BoM will be based on the productivity of workers, then
add additional allowances on their wages if their productivity exceeds the
specified output.
b. Spiritual stimulation
The company must have a plan to create stable jobs for workers,
avoiding turns off;


Constructing good psychosocial atmosphere in the labor community
Training workers to direct sources of qualified labor for the company's
future

II.

The significance of creating incentives for employees in businesses in
general and GrotecH.,JSC in particular

1. Meaning of creating incentives for employees
To live and exist, people are based on needs such as when they are in hunger and
there is a need to eat, when they need to sleep, they sleep ... For satisfying food,
clothes, sleep, .. scientifically and effectively, every people must make for themselves
the specific daily schedule. The schedule is fulfilled from morning to night, can be
repeated tomorrow or can be changed tomorrow. But the job will basically repeats
depending on their positions in the company.
To create better conditions for workers to work and create high-yield, managers
must always create an atmosphere of enthusiasm, good working spirit, which make
the employees be willing to devote to the Company.
2. The necessity of creating incentives in the Company
The need of the company is very clear:
-

Need employees working efficiently;

-

Need creative employees;

-

Need enthusiastic employees' contribution;

-

Need the seal, create trust to help employees regard the company as his
own, they will work for themselves.

Therefore, creating incentives increases the employees’ responsibilities.
III. Analyze and evaluate the situation of creating motivation for employees
in the company
1. The process of formation and development, the main characteristics
affecting the issue of motivating employees of the Company
a) The process of formation and development


GrotecH is a young company, newly established. Therefore, the
development direction and strategy development are not clear to employees
in the company. Labor force is now in first grade labor, this team should
seriously create a model for the labor class after to study and follow. Thus,
the need to establish discipline and motivate workers from the beginning
should be established to ease their minds and contribute for work.
Core values are established and based on new technologies. Technology
is understood as new technologies for all business areas in which
companies are involved.
Currently the company is focused on two array technologies as follows:
-

New construction technology;

-

IT Technology;

Application of IT technologies in the fields of production, business aims
to optimize human and material resources for the company's products.
With the above strategy orientation, the company has been obtaining a
certain number of achievements in management and production of
company.
b) Organizational structure features of the company management
The organizational structures of companies in the opposite diagram,
meaning that the company always considers customer as a subject for
company growth. Therefore, directors, managers take roles of extra help
and guidance for employees to be eligible to work and complete assigned
tasks.
c) Business Features
The company's main products:
-

The construction design and consulting;

-

Project management and construction investment;

-

Gunbarrel assembly construction;

-

Logistic Services;

-

Transport and installation;

-

Software design, web design, wap, ..

-

Network Services and arising;

-

Taxi coordination Consulting Services;

-

Taxi.

With the above products, the labor of different departments are not
complementary to each other, so the company has planned and recruited
expertise to the right position.
d) Characteristics of labor
 Characteristics of labor by age, sex
The company has kept some older workers on the advisory and
managers in some certain parts.
Some work with specific characteristics by gender like counselor
operator, PR team: companies select employees strictly in accordance
with this work.

 Characteristics of labor by qualification, profession:
Investment consultancy, design consultancy, ... company always
orients the needs to have staffs with

professionals and university

graduates or above.
e) The advantages and difficulties affecting the issue of motivating
employee in the company
Work in the company is assigned according to right professional, does
not use the employees for wrong purposes. However, in times of economic
downturn there are a number of key employees temporarily assigned to
another tasks in order to retain employees and expand production.
Therefore, this can cause depression, difficulties for employees when
they have to work without proper expertise. For this issue, the board of


directors had a meeting to clarify responsibilities and tasks as well as
breakthrough idea for staff to understand and follow.
2. Analyze and assess the situation of motivating employees in company
a) Identifying the specific tasks and job performance standards for each
employee
Identify the operation target of the company and help employees
understand that goal.
While operating production, the board of management should identify
specific tasks and job performance standards for employees.
b) Recruiting and arranging a reasonable employees
Recruit capable labor to be responsible for tasks that the company
requires. In order to avoid arranging the staffs at wrong professional.
c) Training and development policy

Every year the company has chosen a suitable number of staffs required
to send them for training and retraining to improve their ability for better
fits with the job requirements.
d) The issue of incentive paid for employees
Regulations of allocating salary funds in the company are clearly
defined and widely publicized to help employees know and understand
their entitlement to contribute to the company. There is also a bonus fund to
encourage labor, Fund Raisers, ...
The current payment of wages to employees of the company is
separated for each individual, no one can know the income of others.
e) Bonus Implementation
Based on work capacity and ability, the workers will be offered the
bonus by the company union on time.
f) Overall assessment of the issue of
company

motivating employees in the


The workforce of the company is not in a large number, reached a few
dozen of people, so the reward and employee encouragement are not to be
focused and put on top. Therefore, there are still many drawbacks to
stimulate and motivate employees.
On the other hand, for small and medium companies, the creation of
incentives for workers is still inadequate

and not clear in terms of

efficiency, for reasons as follows:
-

Not enough wind to create work wave effects;

-

Not so pervasive, the resonant

-

If it is pervasive, no stimulation effect can be created;

-

…

Thus, how can create the effect of creating incentives for workers in
small and medium sized companies? Can these problems be overcome it?
And which measures will create incentives for employees?
IV. The solutions to complete the issue of motivating the employees
1.

The general development orientation of the company in coming years

Orientation for the next five years of the company:
-

Labor force 60-70 people;

-

Investment and Development in three main areas are: Construction,
transportation and IT technology applications;

-

Have qualified HR department to recruit, organize and research to
create incentives for workers to help them be engaged in production
more effective.

2.

Directions of creating motivation for employees
a) Working conditions
The management should have a plan and assign work schedules to
employees clearly and distinctly, to help them prepare psychology as well
as arrange a time for effective work.


b) Reward and labor discipline
Rewards, encouragement plan are done regularly and on time, which
will create good motivation.
In contrast, labor discipline should be strictly established, award and
penalty will create habits for employees.
c) Training and development
From plan the strategic direction of the company business, the board
will select the suitable workers to improve their capacity by training, to
implement the plan in the future.
d) The material life, cultural and spiritual care
Culture, arts, sport movements are maintained. Organizing events in the
company and compete with other companies.

Sick visits are remained attentively, caring for all employees in the
company.
Caring for workers’ children are also remained stably.

3.

Solution for completing the issue of creating motivation for employees
of the Company
a. Solutions from work
Job stability is the most important solution of the company to
employees. The policy of increasing shift and reducing overtime hours
considerably motivate the employees.
Allowance and per diem, ... are made clearly, fairly, which is also an
encouraging factor to increase motivation for employees.
Auxiliary labor equipment, labor protection are distributed regularly
which also stimulates motivation for employees.
b. Performance Evaluation


The management always is with closely and evaluates the working
efficiency of employees, from which to analyze, evaluate and solve on time
the unreasonable problem. At the same time promote the effective work to
motivate employees.
Seriously implement the creation of motivation for employees
according to plan. Frequently observe to promote the effectiveness or
ineffectiveness fromtheir employees, to learn from experience and create
new incentives for employees.
c. Payroll calculation completion
The company always has the basic salary reserve fund within 6 months.
In addition, there is a certain amount of money to reserve for the payment

of salaries and wages incurred. Therefore, the salary and wages paid to
employees are always on time, not slow. This is very important in
stimulating motivating employees in the company.

References
1.
2. Materials from GrotecH Ltd Com. ;
3. Source: />4. Source: />5. Emotional Intelligence of Daniel Goleman.