Phân tích hai hoc thuyết cơ bản về tạo động lực cho người lao động, và vận dụng hai học thuyết này vào công ty trách nhiệm hữu hạn nhơn hòa e4

Phân tích hai hoc thuyết cơ bản về tạo động lực cho người lao động, và vận
dụng hai học thuyết này vào Công ty trách nhiệm hữu hạn Nhơn Hòa

Topic: Analyzing of 2 theories regarding creating motivation for employees and
applying these 2 theories into Nhon Hoa Company Limited

Human resource management plays an important role in organizations because
it is the critical factor determining the effectiveness of all other activities. Any
organization which manages to utilize its human resource would function
effectively. To those manufacturing organization, effective human resource
management would serve to reduce manufacturing cost and product price,
increase its competitiveness in the market and sustain as well as expand its
position in the market
In order to do this, managers should manage to utilize human resource,
the needs, hobbies, passion and enthusiasm of its employees. These factors
create the motivation in the labor work force. Enthusiasm is created from
working motivation, which makes people enthusiastic and develops people’s
working capabilities which consequently increase working productivity
There are many theories about creating motivation for employees. Each theory
aims to focus on each factors and different angles of influencing factors

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In the following, I would do the analyzing focusing on 2 key theories of
motivation, which are Herzberg's Dual-Factor Theory and Maslow’s hierarchy
of needs.

I- Maslow’s hierarchy of needs:
Maslow’s hierarchy of needs is one of the most widely used theory in the
studying of human motivation. Human needs are diverse and varied, thus

satisfying these needs is complicated. In order to satisfy the needs, Maslow
theory points out that manager should figure out their methods to satisfy the
employee’s needs, which consequently makes employees motivated. He also
stressed that human needs comprise of 5 factors as the following:

1- Physiological
2- Safety
3- Love/Belonging
4- Esteem
5- Self-actualization
As this theory studies, human needs evolves in ascending levels. When the
lower-level needs are satisfied, the higher level will arise. These needs arise in
the ascending orders: physiological, safety, love/belonging, esteem, selfactualization.

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1 – Physiological : Physiological need is at the lowest stage in the system. This
need should be satisfied first and foremost since it would maintain human
existence, which comprises: food, shelter, rest, sex. These needs are obvious.
They would totally control and influence people and thus human would strive to
meet these needs first before moving to the next stage
2- Safety : This need would arise after the physiological needs are met. At this
stage, human would have reactions toward the absence of safety threatening
themselves. The employees would prefer to work in a safe environment rather
than working in a dangerous working environment
3- Love/Belonging : Upon the satisfaction of physiological and safety needs, the
love/belonging needs would emerge. People would feel lost and empty without
friends and families. They would try to understand people surrounding them
4- Esteem: This need presents the human desires to be accepted and

valued/respected by others. Maslow divided this need into 2 kinds:
- The need for strength, fulfillment, the trust and respect of others,
independence and freedom
- The need for fame, reputation, social status, recognition and attention
5- Self-actualization: Maslow states that: even though all the previous needs
are met, human might still feel discontent and new worry will arise. Therefore,
this need emerge upon the satisfaction of the lower-stage needs. It is observed
that the same need do not happen at the same time, instead at the same time
different people have different needs. However, the principle holds true to all
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cases, of which the needs at the lower stage should be met first before the need
at higher stage come.
Managers should create the motives to encourage employees work better and
make them content and secure with the job by satisfying their current needs.
However, the crucial principle should be highlighted to all managers is that
“hungry, then provide food; thirsty, then provide water”, which means that the
managers should understand the position and the respective needs of that
particular employee before giving the motivational solution

II- Frederic Herzberg’s two-factor theory
This theory is based on the principle that motivation is influenced by many
factors, which includes the factors causing satisfaction and the ones causing
dissatisfaction. Each factor have both pros and cons depending on how that
factor is implemented and satisfied. This theory divides the motivational factors
into 2 types:
Motivators: This factor gives positive satisfaction, recognition,
responsibility and personal growth. These are the basic needs of the employee
during the course of work. The characteristic of this factor is that if these are

satisfied, it would make employees motivated; otherwise they would be
disappointed.
Hygiene factor: This factor involved work conditions, job security,
remuneration and rewarding system, job guidance and support, work

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relationship. If these factors are well-organized, it would prevent job
dissatisfaction of the employees

III- The relationship between the 2 theories
From the analyzing of the above 2 theories, it can be concluded that the
relationship between these 2 theories is: The need motives and the triggering
goals lead to behaviors
Maslow pointed out that human always have needs and it is divided into 5
ascending stages. Herzberg emphasized 2 factors which are encouraging and
maintaining ones. When human are satisfied with one need, then the other need
will arise. However, the question is that the lower-stage need still require to be
maintained while the higher-stage need is met. The need and their motive plus
the objective which they have set will cause their behaviors. Therefore, in an
organization, if the policies and working conditions are good, the employees
would be motivated and work more effectively. The employee’s behavior would
have positive influence over the results of the company. On the other hand, if
the policies are not adequate and do not satisfy the employee’s needs, the
employees could not be motivated and keep a positive working attitude

IV. Current situation of creating motivation for employees through
encouraging policies in Vietnam currently
Overview: Creating motivations for employees in Vietnam has received

more and more attentions. The governments as well as the companies have
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rested more cares to motivate employees through encouraging policies to utilize
the employee’s capabilities, inspire their creativity and make them have a
positive attitude at work
Achievement : Creating motivation for employees in Vietnam through
encouraging policies is still new yet it has reached significant achievements.
Especially, private-owned and joint-venture companies are now applying good
remuneration package for their employees so that they can retain good ones and
attract talented ones to the companies. This point would be illustrated in the
following examples:
Creating motivation for employees at Nhon Hoa Company Limited (Nhon
Hoa Co)
Nhon Hoa Co has a perfect working condition. The workshop is decent and
spacious. The company has just built a new canteen which is more than 750
square meter and increased the lunch set for employees from VND4000 to
VND5000
Every October, Trade union invites Ho Chi Minh city Center of Working Health
and Environment to conduct periodical health check for workers. Besides, there
are always permanent doctors and nurses working at the company to better take
care of the employees’ health
Annually, there are around 200 workers at Nhon Hoa Company studying to
improve their know-how. The company also has encouraging policies for these
workers, in which they do not have to take night shift and arrange appropriate
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job and reconsider the salary after they complete the studying course. Besides,

the company also organize the “Golden hand assembling weight scale” contest,
encourage outstanding & high-performance workers in a timely manner
At the company, it has become tradition that the employees help and support
each other. The Trade Union would call for fund-raising to help employees
facing difficulties. The company put an emphasis on team-building and teamsupport activities so that the bond between employees and between the
employees & the company would be built
Besides, the company has provided guarantee support for 100 staff so that they
can apply for loans from CEP fund to improve their lives and purchase
household items.
Taking good care of workers, provide training course to improve their
capabilities and know-how, creating secure jobs and income for their
employees. Nhon Hoa company has well positioned itself in the mind of their
employees

Limitations and difficulties
Although making employees motivated through motivational theories plays an
important role, there are still so many difficulties & limitations in the
implementation process
Regarding the payment of salary for staff, if the salary is lower than the
standard level, that staff would not be satisfied, yet if the salary is higher than
the standard, it would not necessarily make that staff motivated in the long7


term. The employee’s motivation is also influenced by leadership and
management style of the senior managers.
There are cases when the employees leave the company since they can not
accept the fact that the new-coming employees enjoy higher salary than theirs
even though they have been working in the company for a longer time
Some companies assign jobs which are junior than the capabilities and
experiences of the employees, which make the employees upset and

disappointed.
Some managers are too worried that their employees can not fulfill the task or
do not trust their employees’ honesty, thus they apply strict and rigid
management style, which consequently makes the employees uncomfortable
and upset.
In order to complete the job, the employees need the manager’s support in terms
of financial, time and human support. If the support is not sufficient and timely,
they would feel that the company does not spend enough care and support and
thus they would be disappointed
The nature of the job is too monotone; there is no room for the employees to
foster their creativity. This is also a cause making the employees upset with the
job
In a company which departments and teams are founded not with the purpose to
support each other, but with the purpose to check, control and build up the
difficulties, the employees would also be disappointed. Bureaucratic system,
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complicated internal processes are also listed as the cause killing the
employee’s motivation
In a working environment which there is no team spirit and no close bond, the
employees would also feel discontent with themselves as well as with their
colleagues

Causes
Toward each particular environment, there would be particular reasons causing
the staff less motivated in the course of working. However, the main reasons are
as following:
 Working environment is not good
 The remuneration policy is not proper

 Motivational policy and rewarding systems for employees do not manage
to make the employees motivated
 Due to the nature of the job and the promotional opportunities
 Due to the vision and opinions of the leaders, whether the leaders put an
emphasis on human resource or not

V-Recommendations and solutions

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In order to better create motivations for employees and eliminate the
difficulties, I would like to recommend some recommendations and solutions
regarding the motivational policies:
 Clear and transparent remuneration policy in which there are
motivational programs i.e. bonus and bonus for good-performance
employees.
 Carry out good remuneration package for employees, taking good care of
the life and health of the employees.
 Organize events and activities frequently within the company to create
the bond within the organizations
 Build a favorable working environment so that the employees can work
more effectively
 Provide financial support for those employees who are undergoing
difficulties.
 Motivate and encourage employees to further study and improve their
know-how, foster creativeness in the company.

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