Vận dụng học thuyết tạo động lực vào doanh nghiệp e

Vận dụng học thuyết Tạo động lực vào doanh nghiệp

INTRODUCTION
After completion of the course about organizational behavior by Dr. Tran Van
Binh guide, I found a very useful of course. This is one of the important premises
for me to apply to become HR managers and good managers. The teacher’s
lectures focused presentation combining theory and practice with examples and
case studies from the life and work of a particular manager to help students
understand the behavior as individual reaction, interaction and system
environment. At the same time, through this course, we also learn more about the
individual's behavior and motivation in the organization as well as the issues
surrounding cultural and group leadership skills.
With the learned knowledge, we would like to introduce the organization
where I was working; my current position and I would like to give the negative
issues about motivation, and the application oflearned theory to analyze the
motivation of the individuals in the organization.
1. Two theories
- Theory about Maslow’s need pyramid
- Theory about two factors of F.Herzberg.
The essence of the relationship between the two theories: Two theories have
sought to explain the factors affecting motivation of individuals within the
organization. Both theories are bound to national culture that the two theories is
that American culture and most obvious point is the theory of individualism and
masculinity. The relationship between the two theories is complementary together
in the evaluation of motivation.
Maslow's needs theory has divided human needs into five levels in the needs
pyramid and have shown that the motivation on the upper floors of the tower


demand will appear when the lower level of the tower was satisfy and the
basic needs have been satisfied will do not create motivation.

Theory about two factors show that there are two main factors motivates
employees:
- The factors that promote or satisfaction including in the work itself.
- The factors that destroy motivation of employees are th factors in the work
environment.
I.
INTRODUCE ABOUT SOCIAL POLICY BANK – KIEN THUY
BRANCH
1.

Introduction

Name of company:
English name:

SOCIAL POLICY BANK – KIEN THUY BRANCH
VBSP KIEN THUY

Trading name: SOCIAL POLICY BANK – KIEN THUY BRANCH
Social Policy Bank – Kien Thuy District has been established from Oct 08, 2005
by the decision of the Vietnam social policy bank, directly under Hai Phong
Social policy bank with purpose of fulfilling the objectives of social security, and
perform tasks on preferential credit for the policy beneficiaries and poor
households in the district, as well as contributing to the social and economic in
the area.
2. Functions and tasks of the Social Policy Bank - Kien Thuy District.
Social Policy Bank – Kien Thuy District has established with following tasks:
- The preferential credit channel separate with trade credit to make the task of
ensuring social security, provide preferential credit programs in the area.
- Make loans to poor households, social policy, pupils, students and other objects as

specified by the government.
- Receiving deposits from organizations and individuals.
- Improving the lives of people in the area.
3.

Framework of organization

Organization model of The Social Policy Bank – Kien Thuy District


CREDIT
DEPARTMENT

4.

ADMINISTRATIVE
DEPARTMENT

ACCOUNTING
DEPARTMENT

Description about my positon and function in the company
MANAGER

I am currently working in the accounting department of Social Policy Bank
Kien Thuy District, my main task is:
- Develop and calculate the financial statements of the company and submit to
director. Account financial, and the balance
sheet to make planing reports for
VICE MANAGER

chìe and the manager.
Perform statistical reports according to industry
- Make the loan, collect debt, accounting of savings, withdrawal, and guide the
staff in the room.
− Give ideas for the leadership in giving planning of income and expenses of
the company, contribute to the recognition of of the company
- Collecting and reporting for areas which I have responsible.
- Making other tasks as assigned by the Manager and Director.
II.
MOTIVATION TO WORK IN SOCIAL POLICY BANK – KIEN
THUY BRANCH


1.

The motivation at Social Policy Bank – Kien Thuy Branch

Management units were aware of the role of staff in deciding the success of the
branch leaders were promptly given timely policies to encourage employees and
officials and employees of the unitseasoning, officers and employees peace of
mind and work to fulfill the assigned tasks. Through attention both physically and
mentally of the board of directors and trade unions to banks themselves, families
and children of staff members at all levels. Specifically:


Board of Directors has proposed many reward programs for workers and
employees of the unit, as well as strictly the regulations of the regime for
rewarding staff, employees and workers. Comply with the provisions of the
trade unions in the visit, encouragement for officers and employees working in
the unit in the opportunity to taste joy.

Contribute positively to the building assessment process done every job
from which to formulate regulations on wages, compensation and review voted
emulation on the Tet occasion



Construction wage regulations clearly encourage employees to contribute to

initiatives that benefit the unit.
Improve employee self-training of branch officials and employees in the unit.
Through the open roof of the short-term skills training, and professional or sent
for training at universities at home and abroad, as well as creating conditions for
staff and employees have the same learning conditions to improve the capability
and capacity to work.
Unions branch regularly organize cultural activities, sports, experience
exchange between the units in the system and with other units outside the city,
the organization, visit, tourism andforeign officials and employees and their
families.
2. Negative issues in motor unit working


Although the company has processes reward and encourage employees to

achieve better efficiency and innovation's contribution to the unit, but the fact
that parts of the branches have not come up with concrete actionsable to guide
employees, nor encourage them to offer suggestions for the organization, also


proved to be passive in the work, creativity, and not to promote the potential of
the individual.



Due to the number of employees in the unit is limited to a number of

positions in other parts of the unit have part-time jobs, causing the overload
caused by excessive workload easily cause tensiondirectly in the unit easy to
cause differences in the unit. That caused the mentality is not good for their
employees and themselves feel have not been evaluated worthy contribution to
the unit caused depression and do not cooperate in group work and causes
comparable in status and conflict in the organization unit. Public wages in both
the trigger condition comparison between compensation contributions and
causing rival. Between the individuals and leads to reduced motivation.
In addition, some of the individuals are arranged not in place, school or
office, the field also causes difficulties for them in accessing new jobs and lead
to a number expressed a lack of capacity innew position and gradually proved
boredom takes motivation.
3. Apply the theory to analyze the motivation of the individual.
- With Maslow's theory of needs
From this theory we get a clear view of the needs of each individual in society in
general and particular in organizations.
Maslow's needs theory came up when a need is satisfied they will strive to
satisfy higher needs, and needs before it is no longer a driving force. Or when higher
demand is not satisfied, the lower-level needs become the driving force.
So the individual is expected to make changes in order to make improvements to
their business lack of motivation can be explained by the theory of Maslow's needs
is that they, for the organization butthey do not do this. Their motivation is to create
improvements in the work to achieve higher labor productivity brought many
benefits to the enterprise and to gain appreciation and recognition deserved single
from leaders position, in order to satisfy the higher demand in the tower needs is the
need to be respected, and self-improvement.

However due to the direct interest of not enthusiastic leadership of the room
improperly failed to promote their motivation is not able to satisfy creativity theyfind
motivation in the lower level is a good deal more current work is to create innovation.


With individuals concurrently in organizations often do not well or
embankments. Engine can recognize when they take part-time as they need to satisfy
the demand of respect and a higher demand for self-perfection. Can be explained by
the theory of Maslow's needs is they found not look look right on contributions and
respect their needs are not satisfied, they tend to meet lower demand.
For individuals not be located in the appropriate position working individuals
who did not satisfy the demand for respect when they do not do the work assigned,
and affect their incomeso they feel depressed lose motivation.
- With two-factor theory of F. Herzberg
We can analyze the motivation of individual following
Motivation is always associated with the work itself, while external factors work
only elements maintain motivation.
- When individuals work toward innovation, as well as part-time professor, or any
position in the organization of their motor according F.Herzberg, work is "work
area":through the acknowledgment and recognition of achievement, and leadership.
Or their motivation is 'meaningful work' itself: through the work they are assigned to
complete the work, and they have the opportunity to develop within the organization
through job.
4.


Solution to promote motivation
Managers directly should closely monitor the work of the employees in his

department. Offer guidance and suggestions to help your employees improve and

develop their own capacity. There should hire more workers to reduce work
concurrently to avoid overload, as well as take them on the right to work, their
position so that they work in the best way.
Assign the right people for the right jobs, the right expertise to their ability to
grow in the organization...
Built into the design standards do the job, perform the assessment criteria for
each job position.
Building programs remuneration, welfare flexible. Building public programs
not paid in the unit.
Conclusion


Over the course Management of organizational behavior course I realize that this is
really necessary for those who are working in the organization, for individuals and
for the leadership of the organization. Management of organizational behavior helps
us to recognize the shortcomings in promoting employee motivation, creating a
comfortable work environment, encouragement and improve efficiency. Besides that
are businesses recognize, importance of teamwork, communication and media,
developing corporate culture for the organization, the role of leaders in shaping
employees throughout the company.
I hope that with the knowledge learned with and's contribution made comments
of the instructor will help my organization grows.
O nce again I would like to thank Assoc. Dr. Tran Van Binh for useful lectures during
the course.
Reference List:
1.

2.
3.

Organization Behavior Slide, Dr.Tran Van Binh
Organization Behavior Management , Dr Bui Anh Tuan
Website: , Organization Behavior Management

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