ĐÁNH GIÁ CÔNG tác tạo ĐỘNG lực LAO ĐỘNG tại CÔNG TY cổ PHẦN đầu tư và xây DỰNG 79 e

ĐÁNH GIÁ CÔNG TÁC TẠO ĐỘNG LỰC LAO ĐỘNG TẠI CÔNG TY
CỔ PHẦN ĐẦU TƯ VÀ XÂY DỰNG 79

TABLE OF CONTENT
INTRODUCTION: …………………………………………………………….
I. GENERAL THEORETICAL MOTIVATION AND CREATING
MOTIVATE TO WORKERS:
………………………………………………………………….
1. Motivation and motivating factors
1.1. The concept of motivation:
1.2. The factors affecting the labor force:
2. Some motivational theories:
2.1. Maslow system needs:
2.2. Two-factor theory of Hezberg:
2.3. The relationship between the two theories:
II. THE CREATION EVALUATE IN LABOR FORCE AT 79TH
INVESTMENT AND CONSTRUCTION JSC:
1. The process of formation and development of 79th Investment &
Construction JSC:
2. Functions and duties of 79th Investment & Construction JSC:
3. Negative issues about motivation in 79th Investment & Construction JSC:
III. SOME SOLUTIONS TO COMPLETENESS MOTIVATE AT WORK
AT 79TH INVESTMENT AND CONSTRUCTION JSC:
IV. CONCLUSION

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INTRODUCTION
Organizational Behavior is a field in particular, it studies what
people think, feel, act and related organizations. Organizations that existed when

people work together. Massive structures from ancient times built through the
behavior of many organizations. Organization is a group of people to work and
depend on each other to achieve common goals.
Through studied organizational behavior help me better understand
organizational behavior, additional useful knowledge and help us orient behavior
in life to achieve success. At the same time through this course helps me
determine their own behavior and motivation and motivate employees in an
agency or organization. Apply knowledge learned I would give negative reviews
about motivation working at my business.
I.

GENERAL

THEORETICAL

MOTIVATION

AND

CREATING

MOTIVATE TO WORKERS:
1. Motivation and motivating factors
1.1. The concept of motivation:
Motivation is the desire and willingness of workers to intensify efforts
aimed at achieving the objectives of the organization. Motivation is the inner
factor stimulates human efforts to work in conditions enabling productivity and
efficiency.

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Expression of motivation is the willingness passionate efforts working to achieve
the goals of the organization as well as their own set.
1.2. The factors affecting the labor force:
Motivation of the employees affected by many factors, but can be divided
into three groups:
Personal Characteristics: Attitude, the perspective of the employee; capacity self
awareness and personal needs; Characters of workers.
- Factor job: professional skills; degree of specialization of work; degree of
complexity of the work; consumption level of mentality; risk and risks of the job.
- Characteristics of the organization: strategic objectives; culture of the
organization; leadership; policies.
2. Some motivational theories:
2.1. Maslow system needs:
Maslow said that people have many different needs that they desire to be
satisfied. According to this theory, human needs appear from low to high. As low
demand is satisfied, higher needs will appear. So Maslow divided needs into five
categories with the following hierarchy:

* Physiological needs: located at the lowest level in the system. It includes
the basic human needs such as: eating, sleeping, stay ... These are the needs that
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people always try to satisfy first. Because it is the need to maintain the body's
natural existence. These needs appear soon, it dominates every human activity so
that people will find ways to satisfy it before thinking to higher demand.
* Safety needs: When people meet the physiological needs, ie needs no
longer control your thoughts and control their actions. When safety needs will

appear. At this demand people will react to danger signs, they would prefer to
work in a safe environment, more convenient. This needs to be confirmed by the
desired stability in life ... So they will equip themselves with social insurance,
health insurance; or labor protection ... This is key to satisfying the needs of
safety requirements.
* Social needs: When physiological needs and safety are satisfied man will
seek to link demand; emotional needs, the love of family and friends; This need is
reflected in the communication process, searchfriends; exchange…
* Esteem: Needs including the need or desire to have high values of both
automatically or through stimulation. So Maslow was divided into two levels:
The desire for power, the other needs to be loved, respected by their own
achievements and needs your sense of self, confidence in themselves.
* Self-actualization: Maslow describes this need as follows: "The needs of
an individual desire to be myself, do what I was born to do." So this needs to
appear once it has satisfied the lower needs it. In other words this is the need to
use their full potential, their potential to assert themselves, to work and achieve
the desired results. I have not found that in the same time the same human needs
that different needs in each moment, each man ... According to Maslow's theory
of motivation is stated that although not one can satisfy the needs thorough but
basic needs are satisfied no longer create motivation. Therefore, in order to create
incentives for employees to understand where they stand in the tower on the
needs and aimed at satisfying the needs in the hierarchy.
2.2. Two-factor theory of Hezberg:
This theory is based on the view motivation as a result of impact many
weak to.Trong have elements that make up the satisfaction and dissatisfaction.
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Itself every element including two on depending on how it performs. This theory
is divided into two groups of factors that affect the work of individuals in a

business:
* A group of elements have the effect of maintaining the activities of
people: This is the elements of the environment of the workers as the supervision
and working conditions, wages and personal life, policy doang now ... These
factors are well organized, it willprevent dissatisfaction of workers.
* A dynamic group work for which individuals in the enterprise will
work better: There are factors that make up satisfaction, achievement, challenge
and growth, achievements and responsibilities and job prospects ... And this is
also the basic needs of people joininglabor. So, if satisfied, the motivation will be
very high labor.
2.3. The relationship between the two theories:
From the reasoning above we can see the relationship between Maslow's
needs theory and the theory of two factors Hezberg. This relationship is
expressed as follows:

Motivation needs
Behaviour

Excitation Target

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- Maslow pointed out in every human being has always existed and it needs to be
divided into five grades from low to high. Hezberg emphasized two factors is
motivation and retention.
- When a person has satisfied this element then they will generate demand higher
than previous demand. However, in order to satisfy higher needs, to maintain
previous demand. When that target set satisfy higher demand. Needs and
motivations associated with the objectives set out will constitute their behavior.

So in an agency or organization, if the business ensure that the policy to
employees, this would be the driving force for the employees when they will
zealous labor, labor productivity will be high. On the other hand, if the policy
regime for workers does not guarantee the towing labor productivity will
decrease.
II. THE CREATION EVALUATE IN LABOR FORCE AT 79TH
INVESTMENT AND CONSTRUCTION JSC:
1. The process of formation and development of 79th Investment &
Construction JSC:
- Company name: 79th Investment & Construction JSC
- Registration License No: 0200834796 Issued by the Planning and Investment
Department on 12/9/2008
- Charter capital: 3.900.000.000 VND.
- Headquarters location: No.49 Luong Khanh Thien Street, Ngo Quyen Dist,
Hai Phong City.
79th Investment & Construction JSC has 80 people, including 05 division
in which more than 71% of employees have university degrees and postgraduate.
2. Business activity:
Housing construction; construction of civil engineering; Construction of
industrial, transportation, irrigation, high-voltage lines, transformers, etc.;
structural design civil construction trafficand industry; Decor exterior;
installation of electricity and water; geological exploration and trading of
construction materials; transport of goods by road and waterway…
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3. Negative issues about motivation in 79th Investment & Construction JSC:
Salary is basic income of civil servants Investment Corporation and
Construction 79 (hereinafter referred to as the agency). It is a source of material
benefits that employees use to support themselves, their families and at the same

time used to reproduce the natural and social. So the salary is like a lever click
rates attract workers eager, enthusiastic work leads to higher labor productivity.
Income of stable staff and employees, officers and employees working safely.
And salary income but has met the spending of employees but not to create
incentives for employees. Salary not really attractive and less competitive.
Agencies use the salary scale and allowances prescribed by the State. Because
pay the salary of the State, the idle time workers in many agencies, not to
promote the maximum capacity of civil servants.
Almost all companies reward employees with cash, the bonus is not specified, it
should be clear that the determination of fair reward working very hard to make
people believe, doubt. Sometimes personal. Believe that love is the boss
achievements while the real achievements, the less interest leads to jealousy,
jealousy in the company.
The emphasis on protection of labor sometimes not assess important, not timely.
The welfare of the company sometimes used for improper purposes, the meaning
of it. Sometimes visit, motivate employees as well as interested in their families
in times of circumstances not timely.
Due to the specific nature of work is done in the field of building communication
between leaders and employees is limited; primarily through text should not
capture all the aspirations of the subordinate brethren.
III. SOME SOLUTIONS TO COMPLETENESS MOTIVATE AT WORK
AT 79TH INVESTMENT AND CONSTRUCTION JSC:
o ensure real wage promote its role, the pay of officers and employees
must ensure that the principle of:
- Ensure equal pay for equal labor;

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- Wages paid on the achieved level of the employee for the employee to

understand fully the problems of education and dedication to their peace of mind
to strive and also a way for them to win progress in work.
- To raise labor commensurate with the results achieved; To make a fair wage, the
assessment done well to be fair. Remuneration paid to employees based on their
job performance. This section may be higher or lower depending on the results of
work of the employee. Since then the employees will see the link between
remuneration and performance, they will try to do our best to have the highest
remuneration.
Policy interest in the protection and safety for workers;
Implementation of the program of worship staff, awarded merit certificates to
merit award honoring those who have high achievements in labor before all
employees of the company;
Assign responsibilities to employees, encourage employees to participate in
decision-making process in order to utilize the full capacity of staff. Giving
employees the opportunity to maximize the creative capacity, their qualifications.
At the company's award should be made on a monthly, quarterly, annual or
extraordinary rather than year-to-year. Reward timely achievement that
employees achieve great efficiency. Because if the reward is not in time will not
promote the effect of the bonus. Level of reward, punishment must be clear in the
regulation of public companies.
Should regularly direct contact with the employee to clearly grasp their
aspirations to encourage and enable timely rate and adjust if possible.
Recognition of employees achieved a treasure; make employees feel their work is
really meaningful;
Rewards richer, should not only be rewarded with money that can be rewarded
with significant artifacts ...
Maintain the working conditions; development of corporate policies on a higher;
giving employees the opportunity to develop good ... To create solidarity between

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the individual units together, each the good work ... will promote maximum
capacity of employees leading to productivity, high performance.
IV. CONCLUSION:
By little understanding, despite trying to live with the limited time and the
level of this article I will not avoid the shortcomings. I look forward to receiving
contributions from the advice of teachers and friends.
I hope that with the knowledge learned with the contribution and provide
comments of the teachers will help my organization grows.
Once again I would like to sincerely thank Dr. Tran Van Binh teacher knowledge
you conveyed, help us understand more, a better understanding of human
behavior as well as how to improve performance work; development of effective
policies on human relations to function effectively

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