Phân tích học thuyết maslow và ứng dụng tạo động lực cho người lao động ở cơ quan anh chị e

In market economies with strict competition, companies must find
solutions to reduce input costs in accordance with improving product
competitiveness in the market. Product quality depends entirely on employees
whose qualifications, skills and expertise as well as enthusiasm are decisive
factors.
To exploit those valuable resources, the leader must have effective human
resource strategy. Thus human resources management in general and employee's
motivation in particular play a very important role. The important thing is how to
maintain, encourage and motivate employees to work hard and work with great
interest.
Employee has his own creativity but that creativity is not always inspired
and promoted, to survive, develop and win the competition in the market.
Businesses are always seeking to improve labor productivity and business
efficiency. Labor productivity is a function of capacity and labor force of
workers. According to experts in INPRO training center business administration
and personnel who worked in human resources in Vietnam, motivation
contributed more weight than capacity. Hence if companies know how to
motivate workers in the work force, enterprises not only improve their
productivity, but also employees commit to stay with companies and contribute
more on business results.
Motivation is the desire to work and to strengthen all voluntary efforts to
achieve a purpose and specific results of the organization, motivation which is an
intrinsic factor in stimulating human effort, in these favorable conditions it will


produce superior results, is the impulse from within every human labor,
promoting human activity.
Working objectives are showing in income target which is the top target of
workers as they participate in the labor process because of the fact that income is
primarily the source material to ensure human beings survival and development;
Goal of personal development is goal completion in individual human personality

done through social activities. As incomes have ensured daily life at some certain
level, employees tend to enhance academic understanding as well as improve
their professional. Objectives of achieving social satisfaction, people want to
express themselves among crowds. When the goals of income and personal
development objectives have been met, workers tend to find ways to assert their
place in society through social activities. In summary, in order to achieve high
production efficiency, manager must understand employee motives, or in other
words to identify workers needs, what development level they are staying, based
on those understanding manager could make draft plan to meet those needs
appropriately, thereby creating incentives for employees reasonably.
Motivating employees is an issue in the management field of each
enterprise. Managers, who desire to develop company with its strong business,
must use the stimulus to make them employees eager to work and promote
creativity in the work process. This is a motivational matter for workers in the
enterprise.
Workers motivation is to be understood that all of the measures applied to
employees by managers in order to create motivation for employees, such as
setting realistic goals should be the last consistent with the objectives of workers


and satisfy organization goals as well by using the stimulus both physically and
mentally.
. In leadership, managers must encourage their subordinates to bring all
their abilities to work with the best effort to achieve company goals. In order to
motivate staffs, managers must know how to treat people, encouragement is to
promote people to work, and motivation effects depend on the encouragement (in
both physical and mental factors) that stimulates employees to use all their
potential, and their best in the job. To achieve the best results, the administrator
must ensure that workers are always in condition to satisfy personal needs as well
as the general needs of the organization.

Part One: To motivate workers, let us analyze the nature and
relationship between the two basic theories: needs hierarchy Maslow and
Equity Theory of Adams.
According to American psychologists - Abraham Maslow, people have
different levels of needs. When the lower level needs are satisfied, another needs
at the higher level become the driving force. Once a need is met, another one will
appear. The result is people always have unmet needs and these needs motivate
workers to perform certain tasks to satisfy them.
Demand for existence or physiological needs stay at the bottom of the
hierarchy of needs, which include basic needs such as food, water, rest or
housing. Human body needs to have these needs for survival. At work, a person
must meet the material needs, he should be paid reasonably could feed himself
and family. He should be there for lunch and rest periods to restore health, free
from the fatigue or the monotony of work.


Safety needs or needs to be protected, while the lowest demand is satisfied,
people begin to feel the need to satisfy a demand at higher levels. He wants to be
assured about the body safety. He wants to work in a safe place, such as he would
prefer to work in workshop where leaders take care of health and safety for
workers. This explains why many people do not want to work on the construction
or shipyards. Moreover, workers want security and stability on long-term work to
ensure long life. He does not want to be pushed out to the street for unreasonable
reasons.
Next is social needs, the nature of man is to live in the collective life. Each person
wants to be a member of a certain group and maintain relationships with others.
All of us are members of a family, a school, religious group, a community or a
group of friends. These needs will be necessary once the demand exists and safety
is met.
At work, people are eating lunch together, participating in the company's soccer

team and participating in the tour program or performing other social work. Wise
managers often encourage setting form or supporting the establishment of a social
club in the company. These activities create conditions for employees of a
department meeting, interaction with employees of other departments (even those
from other countries). At the same time, they also help develop a sense of
community or team spirit. In some Japanese companies, all employees of the
company gather to sing the company song each morning.
Next level is the need to be respected or recognized for achievement, talent,
ability and knowledge of an individual. At work, the symbol of status that can


satisfy those needs. Company cars, cars in the private parking lot, the large work
room and the secretary may be necessary practical things, but they also left the
impression of importance and achievement. The reward for long service and the
prizes for the best production workers in the month are awarded to show
appreciation and recognition for personal achievements of our people.
Demand for self-improvement, the highest needs level is to show
expression and the needs to develop individual abilities. This explains why a
sports athlete wants to improve his record or an architect is interested in working
with a new design plan. At work, this need is particularly important for senior
administrators, including directors. Lack of satisfaction and challenge in the work
are the reasons often lead to the top executives leaving their jobs.
To equity theory of Adams
Adams's theory is that people usually expect to receive the rewards
commensurate with the contribution or effort they've put out. If an individual
finds himself being paid less than deserved, he will reduce himself to efforts to
maintain the "equity". If he thinks that is highly paid, he will try to work harder.
Fairness in workplace longer considers the correlation between the percentage of
contributions received and the results of an employee with other employees is
reasonable or not. In the absence of sense of rationality, they can set their own

requirements increase or decrease their own efforts to maintain "equity".
Therefore, the timely recognition from a manager or supervisor is the
leading factor to motivate employees. They can use tools to effectively manage
the work which is designed to gather feedback to evaluate and compare the
performance of employees; help to identify these behaviors contribute to
performance and help organizations to build standards for the best people.


Monitoring and evaluating staffs effectively also need to suit each specific
case. Research from experts suggest: "There is no need for strict management of
these outstanding individuals. They will create momentum and achieve the best
results."
Part Two: On the basis of the relationship between the two theories
basic hierarchy needs of Maslow and Theory of Equity of Adams to analyze
motivation of staff at Global Petrol Bank (GP.Bank).
Bank Global Petrol Bank (GP.Bank), with modern technology platform, strong
financial resources and professional and experienced professional with the spirit
of enthusiasm, are on their development path to become a leading commercial
banks and heading to become a strong consortium the Financial Services Banking in Vietnam.
. GP.Bank always considers human resources to be the core element and a
precious bank asset. Therefore, HR policy is built with the intention to turn
human resources into a leading competitive advantage of GP.Bank. HR Policies
of GP.Bank is to set the relationship between the Bank and employees at the
center of the policy, with the ultimate goal is the development of GP.Bank always
attach with the satisfaction in work and employee benefits.
With a view to considering human resources as a leading competitive advantage,
GP.Bank recruitment principles are to select the best candidates for the
appropriate location based on quality, ability, attitude, capacity and experience of
candidates without distinction of religion, race, religion or gender.

Employment Policy GP.Bank always brings a fair and reasonable chance to all
employees according to the abilities of each person in all aspects: recruitment,
training, appointment, salary review, reward....
"Living with salary, bonus rich" wage policies - reward GP.Bank are built in
highly competitiveness and aims to encourage workers to join and contribute to
long-term GP.Bank development.
Salaries are paid in the principle to ensure fair, reasonable, consistent with
the qualifications, competence, performance, quality of work of each employee
and spirit, attitude enforcement authorities and tasks assigned.
In addition to salary, while working in GP.Bank, employees also enjoy many
different allowances depending on the characteristics of each job, such as
attracting allowance, dearness allowance, allowance exclusive harm ... and the
funds support the cost of petrol cars, phones, lunch ... In other allowances,
GP.Bank regime to seniority allowance to acknowledge the loyalty and
attachment of long-term dedication to the staff.
In particular, the principle of "Workers possess company assets" to help workers
in GP.Bank to ensure facilities for individuals, families and accumulations ... to
help employees to become rich together with GP.Bank. When working in
GP.Bank, 100% of employees will be committed to purchase shares or rights to
sign documents on the purchase of shares of Global Petrol Bank per regulations
from board of management.
Besides wage policy and allowances, GP.Bank also applies bonus policy to
encourage employees to strive hard in any position to build the GP. Bank growth.
Team and individuals with outstanding achievements will be evaluated and


rewarded, timely, well-defined uniform, fair and open, combining spiritual and
physical reward and bonus.
Whatever you decide to join any GP.Bank departments, it can be sure that you

will work in a multi-skilled team. This creates a culture of sharing ideas and
knowledge across international markets and parts business. Operating in a
fiercely competitive sector, bank often has to provide complex financial services.
Factor to ensure success of a commercial bank is manpower who is always ready
to solve all difficulties. You may be faced with the challenges of expertise in a big
business with a lot of problems requiring analytical skills. In addition, you must
understand that what you are doing will affect company large and very long, you
will have to study and practice constantly if you want to progress. Right from the
beginning, you have to be mentally prepared to embrace the challenges, online
promotion, transfer departments to work or even work far from home.
Banking industry is global in nature. Unlike other industries, the bank itself
is global. Banking services are beyond the geographical borders of a country to
reach out to all customers. We easily see that the big investment banks are active
in all the world like USA, Europe, Asia … Working environment in the banking
sector is extremely dynamic to reach every culture, economy and currency.
Global nature of the bank set out the need for information sharing extremely
complex. Investment and support of information technology are essential to
require banks to link their vast network and promptly meet customer needs. So
they are investing in new technology, you will benefit from this advantage when
working in the banking sector in general and in particular GP.Bank
Today, the role of human resources is perceived as an important element to
determine the success or failure of a business. Employees are the face of the bank,


a force in direct contact with customers. They can keep old customers and
develop new clients or can reduce the amount of current customers. Employees
can work effectively, they must be motivated. There are 5 factors that affect the
motivation of employees, namely: working environment, wages and benefits,
work arrangement; the excitement in their work; and development prospects.
Thanks to appreciating the vital importance of human resources, with appropriate

investment to maintain and develop employees, GP.Bank has achieved the
significant progress made to withstand the strength and development of the Bank.
Thus, to motivate employees, and understand the motivation of employees in
enterprises, we can see that if the boss and the policies made by their primary
agent to make staff "tiny", not satisfied with the work, that same boss, and
leadership skills them, are important reasons to get people to "contribute".
Current reality shows human resources issues and human resource management
are not only an issue that the State and Party are concerned but also as a matter of
economic organizations, social organizations, enterprises , production and
business units also pay special attention and focus. Since humans are not the
creation of wealth for society, but also consumers, who use the material wealth by
his own hand-made. For businesses, the man is an input cost which is important
to business development. Therefore it is necessary to declare all potential threats,
the potential of workers to reduce production costs, lower production costs,
increase productivity, increase product quality and increase profits for business
sales. Thus, for his existing business and growth with the economy as the current
market requires managers to know how to market and rational use of human


resources in their enterprises. Want to exploit and use human resources rationally
and effectively, employees need to be met for the demand for physical benefits,
mental benefits to employees. In other words, it is essential to take measures to
motivate employees in working. To stimulate the material and spiritual workers
can develop the internal resources of all of me in labor and higher profits for most
enterprises. /.
References:
1 - Curriculum of organizational behavior management - Prof.Hugh
Adams.
2 - Paul Hersey & Ken Blanc Hard (2001), organizational behavior
management - statistics Publishing house.

3 -Vision statement and operation of Global Petro Bank - Resources
GP.Bank.