Vận dụng học thuyết maslow và hezberg vào thực tiễn trong việc tạo động lực cho người lao động e

Vận dụng học thuyết Maslow và Hezberg vào thực tiễn
trong việc tạo động lực cho người lao động
TABLE OF CONTENT
TABLE OF CONTENT..............................................................................................1
I. Basic motivation to promote employee..................................................................2
II. The negative motivations......................................................................................5
III. The solutions improve the shortcomings in the organization...........................8
There are many factors that affect the motivation of the employees. The
problem here is to find solutions to improve the inadequacies towards a friendly
work environment so that employees can maximize their capabilities...................8
Reference................................................................................................................... 10


Personnel is critical to the prosperity of the business. Today promoting
employees to work effectively, achieve high productivity and long-term commitment
towards business. Leaders, managers must encourage subordinates to bring out the
ability to work with the best effort to carry out the purpose of the company. To
promote employees, managers must know how to treat people.
Motivation is to promote people to work. The effect of encouraging depending
on the encourage (physical and mental) that stimulate employees to use all their
potential maximum and try to do the job. To achieve results at the highest level, the
administrator must ensure that the workers are always in a state satisfying the
individual needs as well as the common needs of the organization.
I. Basic motivation to promote employee.
1. Maslow system needs.
American psychologist Abraham Maslow said: workers are in demand by
ladder from low to high are: physiological needs, safety needs, social needs, needs to
be recognized anddemand for self-improvement.

Accordingly, the low-level needs must be satisfied before higher-level needs.
These needs motivated people perform certain tasks to be met. Thus, the key needs to

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be motivated and the impact on the individual needs will change human behavior.
Here is the expression corresponding to the level of needs of employees::
Type of Need

Examples

Physiological

Thirst, sex, hunger

Safety

Security, stability, protection

Love and Belongingness

To escape loneliness, love and be loved, and gain a
sense of belonging

Esteem

Self-respect, the respect others

Self-actualization

To fulfill one's potentialities

We can interpret the basic needs of workers as follows:
- Basic physiological needs: through good salary, paid for lunch or mid-shift
meal free and secure other benefits, such as sickness, birth, birthday …
- Demand for social relations: expressed through activities such as exchanges,
team activities outside working hours, the exchange between the departments in the
company. These activities will enhance the spirit of team work, team coordination and
sense of community.
- Self-actualization: workers need to be trained and have the opportunity to
improve themselves, should be encouraged to contribute to the development of
businesses and organizations. In addition, managers should also provide an
opportunity to develop the personal strengths of employees.
Example: Chairman of the company is always dressed to the vest, shirt and tie
and leather shoes fit. External form expresses its respect for the staff. Also he is
always grateful to the staff for his work and dedication to the company and this
makes all employees feel they own equal respect regardless of rank and salary.
Maslow's theory helps managers assess the needs of each employee, in each
situation can choose an appropriate solution to create motivation.
Example: The new employees are in need of basic employment and income, a
reasonable salary is the top concern. But for the period range staff have worked with
the mature and have more work experience, in addition to the demand for high wages
paid also the need for the position, desired position. In addition, we also have staff

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was young but ambitious career development with high salaries and important
position in the company. This team always should be made by the responsible
capacity challenging task, which demonstrate the capacity and improve.
2. Two-factor theory of Hezberg.

Frederick Herzberg - an American management theorists have divided the
factors that motivate employees into two categories: maintenance factors - the
external satisfaction and motivating factors correspond to the natureinside.
Leading to satisfaction

Two-factor theory
The motivating factor

(scope of work)

(job content)

Salaries and fringe benefits

Meaningful work

The monitoring

Sense of completion

Working conditions

Opportunities for promotion

The management policy

The recognition of the completion of the work

The first group only works to maintain normal working state. All employees
are expected to receive wages commensurate with their strength, the company is

managed properly and their working conditions are comfortable. When these factors
are met, they sometimes consider it of course. But without them, they will become
dissatisfied and performance decline.
The second set of factors are those factors that promote real effects, related to
the nature of the work. In the absence of motivating factors, workers will express
their dissatisfaction, laziness and lack of interest in work. This causes emotional
instability.
So, Herzberg, instead of trying to improve the maintenance factor, managers
should increase the motivating factor if you want to have a positive response of the
staff.
Example: a familiar style of work in the company system is shared with
another great example of superior customer service of the members of the company.
This will not only strengthen the skills needed for customer service, but also gives
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employees a "pride" when evaluated and praised openly before their superiors and
colleagues.
II. The negative motivations.
According to a recent survey by the Jobsite, a labor and employment sites of
the UK, performed, 70% of employees say that they receive the encouragement of
leaders than in the past, 80% believe that, if they want, they can do a lot better and
50% of employees admit that they work just enough to not get fired. Welfare regimes,
even measures to increase wages, nor are the factors that motivate effective work for
employees. All of these things (benefits, vacation, salary, etc.) just chain to retain staff
rather than motivating them to work better (companies often use these benefits to
attract talented employees, so the employees as important to the company, the welfare
regime for they become generous). Even the measures to "recharge the spirit of" little
Bottom of Form
Allowing employees free use of company vehicles on weekends or treat

employees pizza every Friday afternoon can not create motivation for employees.
These measures can only work to make employees feel somewhat satisfied with
where they work alone.
The above manner does not increase the motivation of employees, because
they are not directly associated with increased performance. An employee with good
sense is not necessarily a good employee motivation. For example, an employee for
one or two hours a day for social work can have very good spirit, but with the lowest
productivity compared to any employee in the same department.
Motivated employees generally work in a natural way. This engine is derived
from the fact that everyone would like to assert themselves, to be successful,
competent and autonomy for his work, as well as income to ensure fish life affluence.
All what leaders need to do is exploit their innate ability, something that can be done
easily without spending a penny. The first thing to do is to identify the negative
motivation.
1. Company Overview.
• Company name: THANH TUNG INVESTMENT GROUP JOIN STOCK
COMPANY

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• Office: No. 69, Dinh Cong Ward, Hoang Mai District, Hanoi.
• Phone: (84-4) 36404899;

Fax: (84-4) 36649990

• Email:

Website: www.thanhtung.vn

• Business Registration: Business License: 0103016970 issued by Hanoi
Department of Planning and Investment on 08 January 09, 1998;
Representative: Tran Thanh Tung Position: General Manager
• Type of business: Corporation.
• Scope of work: Agribusiness; beers and raw materials; Business, real estate,
urban construction, resort, industrial, civil, traffic, infrastructure; business in
Banking and Finance; investment consulting, financial advisory, consulting
technology transfer; survey, exploration, exploitation, processing and trading,
import and export of minerals; production and in all kinds of petroleum
products, gas;
• Capital (as of 30/06/20012): 24,090,133,691 VND (four billion, hundred
ninety million, one hundred and thirty three thousand, six hundred and ninety).
• Resources: Staff of TTG and members: 100 employees.
• TTG organization structure.
GENERAL
DIRECTOR

Vice – General
Director
Directors

Take as an example to analyze here is two parts Business investment and
Business Office of
Planning
Human
Investment
Prevention
the Company students
are working.Finance
Dep

Dep
resouse Dep
Dep
Dep
2. Fully stretched working in company.

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Stress is inevitable in the workplace. It can be caused by pressure from the
objectives of the work to be completed, from the relationships in the workplace and
can be from the top. In the current work the problems encountered is the pressure to
complete the work set by the superiors. Due to the nature of the work related to the
company's portfolio with the requirements of rapidly rotating flows enormous
pressure. Atmosphere to work in the investment business, and very stressful.
According to Frederick Herzberg's theory is a key factor to maintain working
conditions. The two parts of the most volatile, new employees initially very interested
in the work due to the nature of work is always refreshing and challenging. But after a
period of work due to the challenging nature, some not maintain and have resigned or
moved positions. When analyzed according to the Maslow scale is Safe - The
guaranteed. The nature of the safety of the two parts is not high due to frequent
personnel changes and new people. This also increases the pressure and create more
tension. This directly affect the income desired to ensure prosperous life, the desire to
succeed and desire to do meaningful work.
3. Criticism rather than constructive feedback.
Each individual is unique individuals with different values and concerns. As a
manager needs to know as much as possible the factors that motivate employees. Due
to the blizzard-related financial investment large items, the manager of the two rooms
on the act criticize employees in front of other employees while what employees want
that contribute to the better ideas to work away. Or the completion of the assigned

work but the manager is not public record. According to Frederick Herzberg's theory
is the motivating factor - the recognition of the completion of the work. This is a very
large impact on the psychology of staff, lack of recognition factor will reduce the
enthusiasm of their work. When analyzed according to the Maslow scale is
Recognized - recorded achievements with rewards, status, opportunities for
promotion. Recognized needs of the staff simply was honored in front of other
colleagues. For errors is not too large if not necessary brought before the council
meeting company can own and direct feedback to the employee.
3. Issue too many unnecessary regulations require that employees make.

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When the era of information technology boom, with powerful application tool
is e-mail, text documents have been minimized to save costs and make a small
contribution to environmental protection. But now, in the company of the students
there are too many regulations on text documents. All the desired needs of the
employee to request report with the opinion of the head of the relevant department
before submission to the Director General for approval causing a lot of lost time and
easy . It affects opinion about the psychological needs for employees.
Example: you want to buy office products, paper, toner, staples, pins ... also
have to report to the General Director for approval for quotation of 3 units to compare
annoying and time consuming, while there was a the long-term supply with good
price.
According to Frederick Herzberg's theory is a key factor to maintain
administrative policies. When analyzed according to the Maslow scale is selfimprovement - Developing talent, the career prospects. These problems simply can to
HR Manager in charge.
III. The solutions improve the shortcomings in the organization.
There are many factors that affect the motivation of the employees. The
problem here is to find solutions to improve the inadequacies towards a friendly work

environment so that employees can maximize their capabilities.
1. Solution to Fully stretched working within the company.
Sometimes not explicitly make decisions quickly that want advise then
definitely decided.
- If your employees to do the work monotonous and boring, you will find how
to add them a little humor and diversity.
- Allow employees the freedom to choose how to do their job.
- Encourage personal responsibility, at the same time creating opportunities for
promotion within the company.
- Promote the exchange and team work.
- Allow employees to take initiative at work.
- Set goals and challenging tasks for all employees.
- Develop evaluation criteria reflect the increase in performance.

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2. Solution to criticism rather than constructive feedback.

Everyone needs to be respected. The operators skillfully will help boost work
efficiency so:
- Avoid harsh personal criticism in front of other employees.
- Use the maximum of the closed meeting and private.
- Feedback building nature.
- Promote team work and exchange to have an understanding between
management and subordinates.
3. Solution to Issue too many unnecessary regulations require that
employees make.
Professionalism and minimalist rules will help companies better develop the
cumbersome and unnecessary regulations.

- Review the rules and repeal unnecessary.
- Use maximum working email.
- Decentralization clearly specific to avoid using more paper documents
submitted to the leaders.
In conclusion, the Administration is a high-level, complex tasks. Many thanks
to Prof. Dr. Tran Van Binh has helped students with more knowledge about
organizational behavior management. The content helps students with new look and
expanded the understanding as well as apply to current job.

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REFERENCE
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