Phân tích động cơ làm việc của cán bộ công nhân viên công ty cp dược TW MEDIPLANTEXE

Phân tích động cơ làm việc của cán bộ công nhân viên công ty Cp
Dược TW
Human works in organizations and they are the most important
resource of the organizations, devoting for the organization’s targets.
Organizations recruit employees, training them, governing them. Conversely,
they are the decision forces of the existence and development of the
organisations. Human potential exploitation is the biggest capacity to improve
working productivities and effectiveness of work. However, about human
issues, relationship between human and human, human with organisation, are
the most difficult and regular problems of managers.
The most important factor deciding success or fail of enterprises that is
human. Therefore, how to develop effectively brainpower capacity of
employee is a big question of authorities. In the current context, strict
completion is not only completion about products, services, customers, but is
also the completion about human resource. Thus, enterprises need to know
using human resource effectively. It’s mean that, enterprises have to build and
implement a mass of impactions aim at creating excitement, pride, voluntary
and contribution desire of all employees in enterprises
I. Essence and relationship between the two motivation theorises: Need
theory of Maslow and positive strengthening theory of Burrhus Frederic
Skinner.
1. Need theory of Maslow:
Need of people is dyversify and various, thus, meeting that demand is a
diffcult problem. To deal with this problem, Maslow has shown that:
managers need to have solutions finding and meeting needs of employees,
then, they will create motive for employees. His theory is showed by the
following chart:
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Self-improvement

Be respected
Society
Safety
Physiology

Aa

According to the theory, needs of people appear following the order from
low to higher. Higher demand will arise when the low demand has met,
beginning is physiology demand, then is social safety, be respected and selfimprovement. An other character of the system, the pyramid need of Maslow
is: The low need has large scale and it will be narrowed gradually at the
follow higher one
- Physiology need: This is the one mantaining existence naturally of
body, including the factors like: food, occupation, clothings, sleeping, race
maintenance...These needs appear soonest, governing demands of human,
hence, they have to find out solution to satisfy these desires. Maslow shown
that, when the low need is satisfied will arise other higher one.
- Safe needs: This need will be appeared after physiology has been met.
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The proof is that, human will react with dangerous signs threating them, they
do not want to work in the dangerous environments, desire to work in the safe
conditions with allowances and remunerations...
- Social interaction need: This is the emotional need, love, fellowcreature relation... People will feel empty when lack friends, father, mother,
brother, sister...
- Respected need: Include: need or desire to express themsevle valuable,
respected of other people. Maslow has dived by 2 kinds:
+ By itself eforce in studying, training to achieve successes and believe

of other people.
+ Desire to have reputation, prestige, position, noticed, expressed... He
also said that, whose want to be respected, firstly, he has to respect everyone.
- Self-improvement need: In Maslow’s poit of view, althought all the
above needs have satisfied, he still feel lack, worries also appear. Therefore,
obviously, needs appear when other demands have been met.
We can see that, all demands do not appear at the same time, at the
different periods people will has different demands. In the content of Maslow
theory said that, scale of the needs at the low levels is large, it has certaint
limit.
* Advantages of Maslow theory:
Maslow has divided human demand from low to high, helping us
understanding about the order of needs, since, applying more suitable on
management policies. In order to create motive for employees, managers need
to study their demand at which levels?
- Basic need: Through good and fair salary payment, supplying free
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lunch or ensuring other welfare such as: bonus, tourism...
- Safe need: Managers can guarantee advantage working conditions,
stable job, fair treatment, health ensurance and unemployment ensurance for
employee.
- To satisfy social need of employee, enterprises should create team
work condition, create expansion, communicating conditions among the
departments in the companies, encouraging everyone giving ideals,
organizing entertainment activities...
- To meet respected demand, labours need to be respected on dignity,
personanity. Enterprises should have mechanism and policies on rewarding
and celebrating successes of each individual.

- For self-improvement need: Supply development opportunities,
individual strengths. Labours need to be training and developed, taken part in
development and improvement programs of enterprises.
* Limitations of Maslow theory :
- According to Maslow, when a group of needs are met, the needs will
do not have any motivation. This point is not reasonable. Because, when
enterprises apply labour motivation policies managers still need to maintain
the basic needs.
- Maslow theory only takes in to account in general face, not include
the features of social economy or culture of each nation.
- The difference between the needs are very difficult to distingiush. In
fact, the needs could be stacked and coincided.
2. Positive strengthening doctrine of Burrhus Frederic Skinner.

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Follow the theory, managers could have impaction changing behavior
of workers. He though that ;
- Rewarded behaviors will have trend to be repeated.
- Unrewarded behaviors (punished) will have trend not to be repeated.
- Period between the time happening behavior and reward/punish time
is shorter , the impact of its is higher.
- Some time punishment is use excepting unexpected behaviors causing
negative consequences. Therefore, punishment has less effectiveness than
reward. To create motivation managers should interested in good achievment
and reward for these.
* Advantages of Skinner doctrine :
- Skinner’s point of view can apply into management activities. He had
found out a solution to creat motive effectively for labour.

- Thus, organizations should pay much attention on rewarding timely
for individual and group. Reward consideration time should not be so long,
should be from 3-6 month/time, longest is 1 year/time. Reward consideration
activities can be diversify and enlargement. Especially, enterprises need to
interest in major activities aim at reaching higher target of the enterprises.
* Limitations of Skinner theory :
- When building reward forms managers have to build system of norms
between : rewarded and unrewarded. These norms have to impact directly to
labours, pushing up them working to reach the norms. The norms have to be
built correctly and have different levels.
-Skinner theory still focus so much on reward and not much on
punishment. Reward have to go with punishment. Companies should be
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careful in sellecting punishment behaviors, just punish when behaviors
causing serious damages for the development of organizations.
3. Relationship between the two theories : Need theory of Maslow
and Positive strengthening doctrine of Burrhus Frederic Skinner.
The two doctrines have different essence but have a common poit is
creating motivation for employees. Generally, according to the analyzises of
the two theories, we an see that, both the two theories study deeply working
motivation and contribution of labour, finding out solution, then building
methods to help management and labour use geting high effectiveness.
II. Analyse working motivation of employees in MEDIPLANTEX
National Pharmaceutical Join-Stock Company.
1. Motive concept :
During working process, managers always set out question : Why do
employees work ? At the same working environment, why this person work
seriously, effectively and others not ?... The answer is : need motivation

system of employees.
Motivation can be understanded as the willingness, determination of
employees in work to achieve targets of organizations. Because, when the
targets of the companies have been reached, its mean that needs of employees
will be met.
2.Analyze working motivation of employees of MEDIPLANTEX
National Pharmaceutical Join-Stock Company.
MEDIPLANTET National Pharmaceutical Join-Stock Company is the
National Pharmaceutical Company. It was established under the decision
number 170/BYT-QD of Ministor of Medical Ministry on April 1st 1971.
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Head office: 358 Giai Phong, Thanh Xuan District, Hanoi Capital.
In the current strict completion environment, creating motivation for
labour is important job, bringing huge significant for the development and
stability of the company. Mediplantex Company always defines that, this is
the leading duty to create advantage condition for labour completing well
responsibility and encouraging them.
Each employee devote his strength and mind for the company to have
different motivation, but generally, for the main following motivations:
2.1 Salary.
Salary is the major part of total income, expressing clearest labour’s
economic benefit. Therefore, it needs to be used as the strongest economic
lever to stimulate labours. Paying high salary for employees and suitable with
their

devotements

in

the

company

(average

salary

in

2010

is

6,500,000VND/person/month) is a big motivation to encourage staff working
and having strong attachment with the Company.
2.2 Reward.
The Company gives bonus for the individual and group having higher
working achievement compare with the target of each unit. Bonus not only
has use of adding income for employees, but it also is a means to evaluate
their strength, responsibility, and achievement for the job of the company.
Bonus is one of the methods stimuating material and spirit benefit of labour,
promoting them to concern into working result, saving alive labour, material
labour, ensuring demand about quality and time accomplishing job.
Understand clearly the important roll of reward, in 2010, the company
has paid 5,265,000,000VND to reward employees. This is also the important
tool to the company creates motivation for employees.
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2.3 Safe working environment.
Different production environment with different conditions has
impacted into labours. This conditions include regulation conditions about
atmosphere, moisture, noise, tools... These factors impact directly into
employee’s job such as: changing state, function of physiology of labours,
leading to tired and reduce working capacity, decreasing productivity.
Hence, the company alsway invests into improving working conditions,
recovering working factors which has bad affected into labours (such as: dust,
noise, vibration, poision air, harmful bacteries...) arming legally labour
protection means, planting grean trees to have relaxation, comfortable for the
staffs.
2.4 Ensuring the needed conditions about Medical.
Ensuring needed conditions about medical to help satisfying safe need
of labours. It makes emlpoyees feel safer before working accidents,
occupation diseas and diseases may happen during work process, increasing
motivation for employees.
The company has a special doctor. It also invests much into medical
equipments supporting for first aid. The company also organizes examination
period for staffs (twice/year)
2.5 Ensuring suitable conditions in work and rest.
Unsuitable working conditions affects into working capacity of
employees. Mediplantext Company applys policy 8 hours/day, 5days/week,
employees will have 2 day off/week, rest 15 munutes in the midle of the
shifts. The Compnay organizes working and rest time suitably to avoid tired
and create comfortable and happy atmosphere for employees.

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2.6 To set employee mind at rest about risky preventation ability in
the future of the company.
During working process, staffs may get risk. To prevent occupation
accidents, the Company has paid social insurance, medical insurance for
employees. Moreover, to create a difference with other companies, increasing
engagement of employees as well as positive contribution, the company has
launched out different risky preventation program such as: paying life
insurance for employees. In addition, the company also has policy on lending
money with low interest for the employees has difficult sitiuations.
2.7 Creating development condition for employees.
In the need system of labour, self-improvement need is the highest
level. Creating development for labour is a content to meet this demand. To
complete the target, the Company has create advantage environment for staffs
such as: promoting appointing, training, enlarging job scale for employees,
assigning hardship duties, creating for them developing “individual brand”.
Promotion is a vital need of labour, because it creates opportunity for
individual development, increasing status, prestige as well as power. Training
and developing staffs. This activity is aim at improving and updating new
knowledge for staffs, helping them feel secure, and self-confident, creating
engegement with the enterprise.

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Conclusion
In the current market economy, which company know to exploit
strong point of human resource, it will get much opportunites to develop
business career and improving completion capacity on market. To human
resource develop fully its potentials, enterprises need to have impaction
meeting better the material and spirit of employees.

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THE END

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