Học thuyết về hệ thống hai yếu tố của frederic herzberg ứng dụng thực tiễn trong việc tạo động lực cho người lao động e

Học thuyết về Hệ thống hai yếu tố của Frederic Herzberg ứng dụng thực
tiễn trong việc tạo động lực cho người lao động
TABLE OF CONTENTS

Introductions.....................................................................................................3
I. THEORTICAL BASES.........................................................................................4
1.

Working Motivation, Overview....................................................................4

2.

Working Motivation Definations..................................................................5

II. MOTIVATION THEORIES...............................................................................6
1.

Maslow, Hierarchy of Needs...........................................................................6

2.

Frederic

Herzberg,

Dual

factors

theory..........................................................7

3.

The links between two theories...............................................................8

III. REAL WORKING MOTIVATION COMPARISONS...................................9
1.

Hai Phong Finance Bureaus, Overview.......................................................9

2.

Working

motivation

problems.......................................................................10
3.

Recommendations to motivate working efforts............................................11

Conclusion
REFERENCES

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INTRODUCTION
In recent years, Vietnamese enterprises are standing to assert themselves in the
new mechanism, proactive and creative in their developments forward. In a market
economy, with cruel competition, Vietnamese enterprises are trying to survive and

develop in a sustainable regardless way of all stages from production to
consumption. To develop in work, they should have good workers and eager to work
for your business. In fact, work force issues and managing people is a problem
whether the Private or the State owner enterprises, they also get a matter of
economic organizations, social enterprises, units of business also have special
attention, attention. Till now, the managers are facing problems of input costs,
exhausted capacity to reduce production costs and increase labor productivity,
release the potential abilities of employees to improve product quality and increase
profits for businesses.
Therefore, to survive and develop business in this current difficulties of market,
financial mechanisms, which requires managers to know the rational exploitation
and utilization of human resources of the business. To motivate and use human
resources effectively, it is necessary to satisfy the demand for material benefits,
mental benefits for workers, in other words, need to take measures to motivate
people labor. How to motivate employees? Question always arises for businesses to
succeed in the marketplace.
Within the scope of this exercise, I would like to analyze the two basic theories
of working motivations for employees.
I. THEORTICAL BASES

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1. Working Motivation, Overview
In order to survive and develop, human need to work to supports monthly bills
and physical requirements. Labor is known as an indispensable condition of human
life, is a basic vitality, as an exchange and deal between natural materials and
human.
In 1973 Maier & Lawler built a formula that compares the results of individual
in work with the following individuals: Results of the work = ability + motivation

Thus, to achieve the good results of the work should pay attention to the
dynamics and enhance the ability of each individual. To do that we need to know:
The benefits of labor force and to raise each individual capacity, how are they?
According to Organizational Behavior knowledge of course, from PGS.TS. Tran
Van Binh, who reasons working motivation as the inner factors that stimulate human
efforts to work in conditions to reach productivity and efficiency. Expression of
motivation is the willingness passionate efforts working to achieve the goals of the
organization as well as their own targets.
2. Working Motivation Definitions
Activities of Organizations and business based on for profits gaining. What they
care about is how their cost can spend the largest effective. Employees are resources
of organizations, on the other hand, they are a huge factor that affects business costs
of the business benefits. So, they will be interested in how employees work hard, get
achievements and the good results and how to use appropriating tools to organize an
effective human resources significantly.
This is a problem in the management field of every business organizations.
Managers in these organizations to build their strong business organizations, they
must take all appropriate measures to enable employees to work and promote
creativity in the work process. Which motivates employees is meant to be all
measures of governance applied to employees in order to create motivation for
employees such as: establish realistic goals just fit with the objectives of the

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employee has satisfied the purposes of the enterprise, using measures of both
physical and mental stimulation, etc.
The most important factors of motivation are the goals. But to set goals in
accordance with the needs and aspirations of employees, giving employees the
enthusiasm and efforts in the work process, managers must know the purpose

towards what they will work. Predict and control the actions of workers can fully
achieved through the recognition of their motives and needs. Managers want their
employees in the enterprise effort because now they have to use all incentives for
employees and create favorable conditions for the workers to complete the work of
them in the best way. Encouraged by the physical and spiritual, created an
atmosphere of competition among employees is extremely important for the
development of the business. The administration has said, "The success or failure of
the company often depends on the proper use of corporate employees how".
II. MOTIVATION THEORIES
Human - being recognizes both the driving force of motivation and goals of
development, in order to survive people need to work. The existence and
development of human - being requires certain conditions, which are the necessities
for human survival and development in both present and the future stage.
1. Maslow, Hierarchy of Needs
The Pyramid of Needs, that Maslow refers to those needs of a human being, is the
separated into 5 groups, as follows: Physical needs, such as: eating, breathing,
sleeping, resting, drinking water, shelter, and sex; Safety needs: physical security,
life safety and financial stability; The needs to be loved, be loved, and belonged:
families, clubs and organizations; Needs: respected, honor and trust;

Self-

Actualization needs: to be able to influence to other people (social recognition,
famous, power), well recognized
At the bottom of pyramid are the physiological needs, for example: food,
water, sleep, shelters; breaths; sex; garment. All these needs are almost supported by
purchases and finance, however, expenses understand as the tool of satisfactions not
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targets. In these first requirements of Human need hierarchy, the human needs are
measured and predicted and even accounted by money, thus, managers stimulate
working stability, welfare, benefits as targets of working motivation to support
living conditions and purchases.
Other scientists and Maslow studies about this field and considered that this is
an ordinary human need hierarchy and out of working motivation. However, in the
fact is opposite. People need to feel protected and personally safe (ex: from crimes);
they need to feel secure their job; and they need to feel financially safe. Any
workers who took part in their working life, they almost care about their working
meanings and characters, as well as working targeted benefits and working
confirmed terms of safe in finance and health care safety. Working safety aspects
reasoned working conditions, welfare, retirements and social security; working
stability and supported finances;
Beyond physiological and safety needs is the need for Love and Belonging.
This includes close friendship and a supportive family. Human also need to feel that
they belong to a group. It could be a club, a team, a religious group or a group at
work. When people need to be recognized in any group, they desire to live and
corporate in peace and corporations, and be called as a social needs of human –
being. Because of the strong belonging needs in organization, in each company,
there arrange Unions and non – manufacturing organization that ensure the needs of
employees, in which by the operating techniques and motivating terms to promote
work force. It is proven that, if the managers apply a suitable to raise the power of
team force of satisfactions that will strongly improve working effectiveness. And in
contrary, managers focus out of employee’s need and desire that easily form the
dissatisfaction within working force, which can make the worst damages to
organization. The positive and negative behaviors of employees depend much on
decisions and visions of administrators.
When people are satisfied, they will move up to the next levels, in contrary,
they will feel very difficult to be motivated to do anything. Esteem and respected
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needs is the fourth level of Maslow hierarchy, in which “people need respect and
they need to respect others” People also feel motivation from achieving things,
either in their personal and professional lives. In administration, esteem related with
being respected by individual power, social positions and individual prestige.
Individual prestige seems a not viewable aspect that recognized by society. As a
physiological techniques, respect or being respect always take a roles of motivation
forward to the better position in life. In organization, each individual is respected
and motivated or not that affected directly to people behaviors. And it is clear that
each people always make targets and try to be respect in organization by power,
prestige and position.
According to Maslow, this is the highest form of motivation. In this level,
people seem to be satisfied all fields and they can accept themselves and other
people as they are; and they may have a deep sense of right or wrong. Self –
actualized people often wish to solve problems of society. It is difficult to clearly
recognize and understand about this self – actualization. Explaining in organization,
this need recognized as the demands of self – professional and individual decisions
in working responsibilities. And furthermore, it is understood as the need of making
decisions and making effects to other people as well as society. In this case, people
will work to release their characters, capacity in creations and experience their lives.
In this system of needs, Maslow arranged needs in upgraded order from low to high
with their importance and roles, however, in the specific social conditions, this order
can be reversed. And the demands satisfied will be cause no longer work motivation.
Therefore, in a business or organization, basic needs can be met through the
good and fair wage paying; lunch or free mid-shift meals providing or ensuring
other benefits such as bonuses, welfares, annual bonuses, holidays, vocations,
reward initiatives... To meet the safety needs, managers can ensure favorable
working conditions, maintained stable and equal treatment of job security for
employees. To satisfy the demand social relationship, the employee should be

facilitated group work, given the opportunity to expand exchanges between
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departments, being encouraged to join their ideas for the business development of
organization operation. Also to meet the growing demand relationship, business or
organization should have team work activities, entertainment or other holiday
celebration. To satisfy demand of respect for workers should be respected
personality, qualities. Besides being paid adequate wages or income on the
relationship market, they also want respect for human values. The managers or
leaders, therefore, there should be no regulations and policies praise, honors the
successes and popularity of personal achievement results widely. And workers
should be provided timely feedback, promotion of personnel in the new job levels
and greater sphere of influence. For self-improvement needs, managers or owners
need to provide the opportunity to develop personal strengths. At the same time,
employees need training and development, should be encouraged to participate in
the process of innovation in enterprises or organizations and create conditions for
their own professional development.
Administrators will create motivated employees work better, help them secure
more work by the research and find out the specific needs of their employees and
take effective measures to meet, which means that they need to know to meet the
needs of employees are reasonable and intended. But it is important for
administrators to implement the motto "feeding hungry, thirsty to drink", that is to
find out if your employees are at the demand, which come up with new solutions
motivate rational and effective.
2. Frederic Herzberg, Dual factors theory
The American of management psychologist, Frederick Herzberg separated
motivating factors into several parts that is resulted from other factors, including the
elements that make up the satisfaction and dissatisfaction. Each factors itself
consists of both sides of the satisfaction and dissatisfaction and it depends on how it

is implemented, and it is met how to live up human needs to clearly recognize the
nature of the each factors. This theory is divided into two factors of work motivation

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are: maintenance factors of external satisfactions and motivation factors - internal
satisfactions.
-

Motivation factors: It is these factors that create satisfaction, such as:

recognition, achievements, work it self, responsibility, advancement, growth,
responsibilities and functions of the labor progress. They are the basic needs of the
workers participating in work. These characteristics of motivation factors, if they are
not fulfilled, they can lead to dissatisfaction, and in contrary, if they are satisfied,
they will have the effect of motivating human working.
-

Maintenance factors: It is external environment of satisfactions of working

force, such as: working regulations; salary; working conditions that lead to
satisfactions. These factors, whether they are well-organized to meet employee
efforts or they are not well-organized to be not satisfied with the work of the
employees.
Herzberg makes a job enrichment program as a method of applying the theory
of his motivating factors. This program includes making the work of intensively
challenging by allowing employees to participate in a more positive and have more
autonomy in their work. This will give them the feeling of complete and more
satisfying.

3. The links between two theories
From a theoretical basis beyond, we can find the relationships between the two
theories: the links between desire of Human need and the Motivation to get, which
decide human behaviors, in general. Maslow pointed out in every individual always
in need and it is divided into 5 levels from low to high. Herzberg stressed two
factors that motivation and maintenance.
When people have already satisfied this element, they will raise higher
demands the previous levels. However, to satisfy the demand is still a big question.
Their needs and motivations associated with goals that they set will constitute their
behavior. So if in a enterprises, policies that ensure good employees will stimulate
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workers to work. Their behavior will have a positive impact on the operation of
enterprises. On the other hand, if the list's policy without any discussion in
enterprises to meet the demands, workers will not be able to stimulate their
enthusiasm to work.
Maslow's theory has been widely recognized, especially in management and
administration. It is accepted by the logic and the ease with which people can use
intuition to understand this theory. Maslow's hierarchy of needs system is used by
many managers as a guiding tool to motivate employees.
As for Frederic Herzberg theory study showed that besides the physical
benefits such as salaries, bonuses are also a variety of other factors motivate
employees as a promotion, work itself, achievement, shall all have a direct impact
on the labor force. When employees feel their job, their responsibility for the
organization and feel more respect they will be responsible for working with the
enthusiastic fervor and more efficient.
III. REAL WORKING MOTIVATION COMPARISONS
3. Hai Phong Finance Bureaus, Overview
Hai Phong Finance Department is a specialized agency of the People's

Committee of Hai Phong city with the mission to advise the City People's
Committee of state finance managements on the city in the areas of revenue and
expenditure books; management and asset prices; corporate financial management;
inspection financial control activities.
Organizational structure: consists of 01 general director, 03 deputy directors, 08
departments: the Budget Department, Office Administration, District Budget
Department, Inspection Price Department Bureaus, Investment Department,
General Administrative organization, Corporate Finance Department and 02
subordinate enterprises: financial and Lottery Investment Company, Pricing
Appraisal and Consultancy company. Organization number of employees 107
experts totally.
4. Working motivation problems
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Identify the importance and the role as well as meaning of work motivation in
the work, the Party Committee and the General Directors direct to build the specific
functions of each department, facilitating department to ensure work with assigned
uniform system, fair and reasonable treatments and culture to avoid overlap between
the parts. Building Regulations work, recruitment Regulation, mechanisms to
encourage advanced learning qualification, Regulation reward and internal spending
regulations with the goal of creating a motivating employees engrossed in work,
effort and contribution to the collective minds together to fulfill the functions
assigned city. However, besides that also raises a number of negative issues in the
motor work, in particular:
Because of the qualification, limited working attitude on the part of officers,
such as: high age but remaining at work time: not be trained to the high quality of
the work is not. In addiction, payment terms of state owner based on working time
but achievements and working results as well as and the level of training. Otherwise,
several employees recruited by senior relationships, as family relationships so they

lack enthusiasm in work, trust, dependence, work quality are not high, even lack of
working motivation. These employees cause a bad effect to other one, so they can
not see the positive factors to commend as well as interesting working benefit to
overcome, but feel unfair, less motivated and upset. On the other hand,

as

psychology analysis, as young staff are inexperienced, so superficial conservative
leadership communication also leads to qualified young staff really do not have the
opportunity to contribute and express themselves to facilitate development.
Lack of having the regulations of human management flexible, which can lead
the unchanged position in work field, and then most likely they will be not
interested in and excited in improve productivity and efficiency needed. They work
with a sense of indifference, apathy is somewhat irresponsible. Proactive approach
and improve the qualifications to be active in the new work environment. This is
also called as common pacts in the workplace, but are not interested in performing
at the unit.
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3. Recommendations to motivate working efforts
- Building working functions and describes the specific details of each job
position: functions, tasks and working descriptions created accurately in detail
plans, create the participation of the staff and leadership make conditions for each
location to determine the work to be done as the basis for evaluating the results
correctly. And should take the initiative to create more diversity and richness in the
work of employees by increasing the complexity of the task, expanded powers and
responsibilities to them.
- Change regularly working sense of creations
Rotating regularly working positions combined with guidance staff to work together

as well as a manager's efforts to help find a sense of inspiration, inspire learning of
employees and scheduled upgrade positions of resources dynamically when there
are changes in HRM.
- Supporting employee chances to develop
Employees always look forward to have a good working condition and interesting
environment to work, gain experience; upgraded position, as well as earn more
money for life. Besides, they also need love in work, relationship and belonging
organization, therefore, if managers who know to encourage them whether a master
or a lack experienced staffs, it will build a respect and trust from all organization.
- Developing organization culture:
Managers should care to their organization by building the collective and interested
in working. Build a typical culture of the organization to raise working inspiration as
well as the good recognitions of each individual to their corporation to organization,
which make employee more self confident, creative at work, ans solve problems.
-

Recognized working achievements:

Recognition individual achievements to award and motivate. To manage working
efficiency by achievement, benefits and individual responsibilities and assigned
tasks to control the damages as well as benefits that each individual gain for
organization
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CONCLUSIONS
In general, motivation art is same with Human Resources Management
efficiency. Motivation, itself managers the application it good or bad, suitable with
cases, any terms and for every people, depends on each organization techniques.
If there create an interesting environment for working, which can individual

character and exploit their abilities in working inspirations. People are always
influenced by life circumstances and work conditions. There has a sequence of
predictable behavior through changing circumstances, work, but there contain
unpredictable behaviors chain, which impact the deep and large influences on
performance. That is called organizational behavior. It is understood that the
behavioral aspects of governance, including behavioral studies, the attitude of man
to man, man in the group, and people, with organized groups. There the conclusion
that: good work always creates satisfactions and create good human behaviors.
In favorable conditions, everything will become sublimated and developed. But the
difficulties are creating many challenges and potential risks. People will express
negative behaviors. And administrators must also struggling hard to find the right
directions in the management of the crisises.
Im grateful to thank to lecturer, PGS. TS Tran Van Binh for his love in speading
knowledge and management experience to Vietnamese managers.

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