Học thuyết tạo động lực và ứng dụng vào thực tiễn tạo động lực làm việc tại UBND phường đông khê e

HỌC THUYẾT TẠO ĐỘNG LỰC VÀ ỨNG DỤNG VÀO THỰC
TIỄN TẠO ĐỘNG LỰC LÀM VIỆC TẠI UBND PHƯỜNG ĐÔNG
KHÊ
INTRODUCTION
After completing the course acts Management Organization by Prof. Dr.
Tran Van Binh, I found this course guide is a basic and necessary tool to
understand most aspects of managing people and processes in the organization.
Teacher's lecture focused on presenting the theory and give specific examples to
help students understand human behavior such as personal reactions,
interactions and environmental systems. At the same time, through this course,
we also learn more about the individual's behavior and motivation in
organizations as well as cultural issues around leadership and technical team.
1. Maslow system needs
Demand is the lack of something that people can feel, human needs
hierarchy from low to high.
When people meet demand at a certain level, will look forward to rising
demand to satisfy demand at higher levels. Needs are:
- Biological needs, safety needs, needs that link, needs to be respected and
self-improvement needs. So requires managers to understand the need to satisfy
demand of people and enabling them to satisfy needs.
2. MC. GREGOR 's theory of human nature.
Given that workers have two different nature called the nature of X
and Y. nature
The nature of X that people dislike work and will avoid if possible. Bonus
if they want to work and punished if they do not work. They like to be controlled
and directed, to avoid responsibility, less ambitious and often want stability
more than anything else.
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Whose essence Y is like to work in the right conditions. Like selfdirection, mastery rather than under the control. They are committed to the target

if the gain personal satisfaction from work. They will accept and assume
responsibility in appropriate conditions. Ingenuity and creativity is always latent
in every human being, but in general have not been properly exploited. So the
task of the management is to be based, depending on the nature of the employee
to the appropriate policies to encourage and create favorable environment for the
good of man is nourished. For the nature of X, should emphasize material
assigned specific tasks, frequent urge to check. For the nature of the Y, so they
decided to more respect for their initiatives, so that they demonstrate the ability
instead check urging them.
3. The nature and the relationship between the two theories
- Theory of demand: A demand has been satisfied, no longer the driving
force. One need not be a driving force before the front of the tower needs are
met. If you do not achieve satisfaction at the lower level needs will become a
driving force. Man's innate desire to be climbing on the tower needs. Needs to
assert itself unlike other needs.
- Theory of human nature: the assumptions about human nature and the
said managers take measures:
* Theory X: strict management based on the punishment of, peaceful
management based on the reward, strict management and justice based on
punishment and reward.
* Note Y: Implementing the principle of consistency between
organizational goals and individual goals. Management measures applicable to
the employee to work brings intrinsic harvest. Apply the method to get the sure
promise of the members of the organization. Encourage employees to collective
control the implementation of their goals, employee self-assessment of their
achievements. Managers and employees have mutual influence.
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- Notes to the needs of Maslow's theory of human nature and MC. Gregor

has close relationships with each other requires managers to apply flexible,
depending on the circumstances, specific work, specific people to its full
capacity, forte, and enthusiasm service organizations, units brings the best
performance for organizational units. Managers to grasp the psychology, the
employee needs to work, depending on the degree of completion of the task
reward or punishment in time. Managers must use the theory in each case, to suit
circumstances, if so inclined to apply the doctrine of Y will lead to not trust
anyone. They only believe in the rules of the organization system and the power
of discipline. When a problem does occur they tried to blame a certain
individual to discipline or reward. Conversely, if natural too much about
applying the theory Y can lead to loose in the process of management or
organizational level is not appropriate to apply this theory. So to apply the
doctrine in a harmonious way, flexible and create a favorable environment for
the good of man is nourished, so that in each of us can draw many interesting
things about the need for the value of life, learn the difficulties faced by the
employees, the methods needed to help effectively.
I. INTRODUCTION OF DONG KHE WARD PEOPLE'S COMMITTEE
1. General Introduction:
Dong Khe Ward People's Committee, Ngo Quyen District, Hai Phong City was
founded in 1987 on the basis of the split from Dong Khe, An Hai District, Hai
Phong City. Dong Khe Ward covers an area of 200 hectares and a population of
over 15 thousand people.
Pursuant to Decision No. 130/QD-TTg dated 21/02/2000 of the Prime Minister
on the allocation of land for the construction of technical infrastructure new
urban areas fell 5 - Cat Bi Airport in Hai Phong, Dong Khe key areas of project
implementation on the project and the other secondary. There have been
thousands of households allocated land for the project to be relocated to a new

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place. The last project was a very large impact on the spiritual life of the people.
So the local state management of local authorities have faced difficulties.
2. Functions and duties of the ward committee
Commune People's Committee organized and operating under the Law on
Organization of People's Councils and People's Committees of 2003 and other
provisions of law; responsible and report on their work to the District People's
Committee Ngo Rights.
To perform the functions and duties, the People's Committee of Dong Khe
construction work regulations of the People's Committees of wards.
Commune People's Committee to work on the principle of democratic
centralism,, promote collective role, promoting personal responsibility and the
spirit of initiative and creativity of the President, Vice President, Member of the
People's Committees . Each job is assigned a person in charge and responsible.
Each ward People's Committee members take personal responsibility for
assigned areas.
Observe the direction and administration of the State agencies, under the
leadership of the Party committee; close cooperation between the People's
Committees of wards with the Fatherland Front and mass organizations in the
process of implementation tasks.
Resolving the work of people and organizations in accordance with law,
competence and scope of responsibility; ensure open, transparent, timely and
effective due process and procedures, the time limit specified and programs and
work plans of the ward committee.
Officials to close the facility, listen to all the opinions of the people, the sense of
learning to improve gradually the work of the People's Committee of ward
increasingly formal, modern, government for the purpose of building a strong
base, improving the lives of the people.
3. The organizational structure of the ward People's Committee
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- Leaders of the People's Committee of ward, including:
+ President
+ Vice President in charge of Economic and Urban Management
+ Vice President in charge of Cultural and Social Affairs
+ The members
- The department helps the People's Committees of wards:
+ Office of Statistics
+ Justice - Civil Status
+ Location - Construction
+ Culture and Society
+ Accounting and Budget
+ Military
CHAIRMAN
PEOPLE'S COMMITTEE

VICE CHAIRMAN
Urban Management in
charge of Economic

The urban
manageme
nt

BUILDING
ADMINISTR
ATION

Land admin 1

ECONOMY

Economy
Admin

VICE CHAIRMAN
Charge of Culture
social

JUSTICE
CIVIL
STATUS

STATISTIC
OFFICE

SOCIAL
CULTURE

Justice Civil
Admin 1

Statistic
Admin 1

Social
Admin 1

Statistic

Admin 2

Social
Admin 2

Statistic
Admin 3

Social
Admin 3

Land admin 2

Justice Civil
Admin 2

Land admin 3

Justice Civil
Admin 3

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MILITARY

FINANCIAL
ACCOUNTING

Military
Commander

Fin-Acc 1

Military
Deputy Chief

Fin-Acc 2
Treasurer


4. Describe the position and duties of I myselft in my unit
I am currently served as Vice President of People's Committee of
Dong Khe.
My main tasks are:
- Assist the Chairman of People's Committee of ward in the field of urban
construction order management, order and summer road traffic order and safety.
- Helps ward People's Committee presidents in the field of economics, is
chairman of the tax consultant ward directly in charge of the department of
urban management, economic department.
- Helps ward People's Committee presidents on issues of sanitation, flood
control and search and rescue, fire ward.
- Resolving complaints in the field of management.
- Signing a document in part by the President of the People's Committee
authorized wards.
- Join the decisions of the collective competence People's Committees.
II. MOTIVATION TO WORK AT THE WARD PEOPLE COMMUNITEE
1. The motivation to work at the ward People's Committee
Collective Commune People's Committee leaders are aware of the
role of staff, officials decided to complete the level socio-economic indicators on
the timely delivery should have taken out policies to encourage public

servantsemployees of the ward, to fulfill the criteria of superior authorities also
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expressed concern about the material and spiritual leaders and trade union
bodies to themselves, family, children are under the age oflearning in schools.
Specifically:
- Leaders of the Commune People's Committee has developed processes
for rewarding staff, ward servants employees of the agencies in accordance with
ISO 9001 - 2008.
- Leaders of the People's Committee of Ward building process visit
mobilize assistance for officials and families of civil servants working in the
ward People's Committee. Policy leaders make visits to the sick in the family of
civil servants, maternity allowances, fire, reward for children of civil servants.
- Develop assessment process done so that construction activities and
examination regulations voted emulation smiled in, encourage civil servants to
contribute to the initiative or to the unit.
- Encourage and support for civil servants to improve the knowledge
about professional and political theory at the university, after university.
- The trade union movement regularly organizes cultural, sports, nursing,
visiting tourism officials and family.
2. Limitations in promoting motivation
- Although the leadership of the People's Committees of wards had reward
process and encourage public officials to work to achieve the best efficiency and
contribute good ideas for the unit, but in fact, thepart of the unit has not come up
with specific actions to guide employees, and not encourage them to give
feedback to the unit, so their ability can not be real.
- As the number of civil servants in the agency that there were a number
of positions in the department of the People's Committees of wards assigned
amount of work very little, sometimes the assigned work in accordance with

professional they create psychological idle and bored at work. That

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psychological cause is not good for public servants and they themselves feel no
motivation to work and not have the opportunity to develop in the organization.
3. Solution to motivate the motivation
- Leaders in charge in the department should closely monitor the work of
the civil servants in their respective parts. Offer guidance and suggestions to
officers in the field in charge of improving and developing the capabilities
themselves.
- Leaders of the People's Committee of ward consider deliver the right
people with the right jobs on their expertise to be able to complete and
organizational development.
III. GROUP ACTIVITIES
1. Group activities in the Wards People's Committees
Group activities take place in the general ward union activities, the
activities of the Commune People's Committee. The groups are formed
depending on the events and activities such as cultural groups to celebrate the
establishment of the group annual charity like the Red Cross ... The team
members always unite, share and help support each other in all the work.
2. Limitations in group activity
Due to the nature of the work is divided in different parts, each of civil
servants in the department responsible for a separate array so there is no activity
during group work. So officials at the exchange work, share the experience and
knowledge in the work process.
Some groups operate in the event group is not fixed, but only temporary in
nature and self-forming group members not closely linked to each other,
sometimes a conflict between members.

3. Solution to motivate group activities

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Responsible leadership in the department should encourage the
establishment of small-scale groups, weekly meetings to exchange and work
experience.
Planning training sessions training for civil servants in group activities, handson team building within the organization.
In the cultural and art events and sports, tourist visits should incorporate the
nature of group activities to help public servants closer to each other and
become familiar with group activities.
IV. COMMUNICATION AND MEDIA
1. Communication activities
Form of communication between the principal officers together is a form of oral
communication, written communication through newsletters, notices, written
internal operating information through the network operation. This form of
communication has the advantage of being fully convey the necessary
information to the receiver.
Between leadership and staff, communication, notice, or depending on the
circumstances, specific tasks that communicate by phone and network operating
system operations.
For the professional level or departmental level, often communicate in writing
systems such as reports, plans, documents, network operating system operational
continuity or be able to communicate by phone, delivery oral.
2. Limitations in communication activities
Communication between leaders and civil servants in the ward, is very
limited, mainly through text so the lack of closeness between leaders and
employees.
Direct communication between the parts is also limited extent only when there is

a new job people communicate with each other.
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Due to the growing technology to communicate with the operating system
operational, the site should develop a lack of direct communication orally and
create distance telephone communication for people who are together.
3. Solution
Commune People's Committee should work in close design, more
collective activities for people to have the opportunity to communicate directly
with each other.
Leaders should also participate in the collective activities of employees in the
agency to staff the opportunity to communicate directly with leaders and
leadership gap with workers.
For effective communication, the ward should have training sessions for
officials other forms of communication within the organization and
communicate with citizens, shows the communication methods appropriate to
each case to bring most effective for the purpose of communicating.
V. LEADER IN ORGANIZATIONS ENVIRONMENTAL
1. Leaders of the People's Committee of ward
Leaders of the Commune People's Committee who are highly
qualified, with experience in the management and conduct of the state.
Leaders always make policy on the side of workers and protect workers.
Board of Directors regularly update and always offer policies, changes in
time in accordance with practical needs.
2. The limitations of the leaders of the People's Committees of wards
Due to the continuous rotation should the new leader takes a certain time
to reach the new environment.
New leaders lack of direct communication with employees should create
strange gap between leaders and employees.

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Leadership behavior of the leaders of the People's Committees of wards
remains a direction, lack of support, participation and guidance.
Leaders do not pay much attention to the life of the civil servants in
agencies ward People's Committee.
3. Solution
Management should conduct a survey with the aim of understanding the
needs of the civil servants in work and in life.
Direct each department leaders should follow the work assigned to
officers in the field responsible for timely support when they face problems and
difficulties.
Leadership should regularly engage in collective activities of the unit to
close with the staff, understand they are part of the management.
VI. ORGANIZATIONAL CULTURE
1. The relationship between man and man in the organization
Officials in the People's Committees of wards always communicate with
each other properly and in accordance with the rank and culture of each region,
the rituals (hello, shaking hands, etc.).
Officials live quite solidarity and mutual respect.
Apparel work neatly fit the work environment.
2. The relationship between people and jobs
All officials promote personal responsibility, not shirk that responsibility
to others.
Perform their assigned tasks and ensure completion of the work in a highly
effective manner.
Together to share knowledge and experience in the process of working to bring
the highest efficiency.

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3. The relationship between the People's Committees of wards with
other organizations and citizens
Always have the proper attitude for the organization, to the People's
Committee of ward work transactions.
Always listen to people's opinions and timely feedback.
When communicating with the organization, people have dressed and use the
card according to officials.
Settled on time, with full content and information that institutions and citizens
ask.
VII. ORGANIZATIONAL CHANGE MANAGEMENT
1. The challenge for the future development
n future local authorities also face a number of challenges
including:
- On the ward still ongoing projects.
- Mechanisms and policies for land acquisition, compensation and
resettlement assistance inadequate not keep up with the market, the people's
propaganda campaign inventory project implementation is very difficult.
- In the area of infrastructure planning degradation, environmental
pollution could not be overcome, people do not make the transaction smooth
land use rights, property rights and assets attached to land, building, Building
annexes, the repair is not done. Many difficult life, prolonged complaints event,
reached levels not resolved, the potential is always hot, the risk of outbreak
anytime destabilize political security order and safety social.
2. The change in the organization
Determination of the complex situation, the leadership of the People's
Committees of wards always propose measures, appropriate solutions, the

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flexible use in any situation. Fulfill the socio-economic indicators national
security.
Refrain to generate hot spots, complaints long event, exceeding the levels,
stability and political security situation social order and safety.
* Conclusion:
Over the course Management of organizational behavior course I realize
that this is really necessary for those who are working in organizations,
individuals and administrative units, career. Management of organizational
behavior helps me see the shortcomings in promoting employee motivation,
creating a comfortable working place, encouragement and improve work
efficiency. There's also recognize the importance of teamwork, communication
and media, cultural construction work, the role of leaders in the organization for
the direction to staff in all units.
I hope that with the knowledge learned with the contribution and offer
suggestions of teacher guidance will help me improve the lice unit management,
service organizations and people.
Again thank Prof. Dr. Tran Van Binh useful lectures of the teacher.

REFERENCE
1.Slide lecture Organizational Behavior Management of Prof. Dr. Tran
Van Binh
2. Documents issued by the People's Committee of Dong Khe Ward.
3.

Website:

,

Management
4. Website:

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Organizational

Behavior