Phân tích nguyên nhân của vấn đề bỏ việc của người lao động hiện nay e

TOPICS: THE RATING OF EMPLIYEES WHO QUIT THE
JOP IN ENTERPRISE IS QUITE HIGHT

TABLE OF CONTENT
INTRODUCTION
I. Rationale of the problem.
1. The concept of employee:
2. Activities of employees in today's business
2.1 Regarding the change labor relations
2.2 Regarding the division of labor
2.3 About working pressure in the
3. Employees and the implementation of labor commitments
II. Analyze the cause of the problem give the employee rate rising in
the current business
1. Theory needs of A. Maslow
2. The reasons why employees quit the job
2.1 The cause comes from within the Enterprise
2.2. The reason comes from the labor themselves
III. Proposed solutions in order to attract employees
1. The need for labor and keeping perspective
2. Some propose specific solutions to keep employees at work
2.1. Job enrichment and job Expand
2.2 The involvement of employees
2.3. Achievement.
2.4. Praise and reward
2.5.Rresponsibilities
2.6. Promotions and opportunities Progression
2.7. Support and working environment
2.8. Remuneration
2.9. Interested in training and human resource development
CONCLUSION

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INTRODUCTION
Vietnam is considered advantageous world population, are in the period of "golden
population" should labor force aged abundant. This is a very important resource for
our country the successful implementation of socio-economic development strategy
for the period 2011-2020 was the XI Party Congress adopted on 16.02.2011. In the
market economy, each business unit, the success or failure was due to management
issues, proper management plan nature of the decision problem maintaining, operating
and enterprise development, to improve the efficiency of business operations,
businesses must use what measures and methods to promote the ability of the
workforce to improve productivity, cost savings, reduced more competitive price for
the product. Every business has different forms to influence the employees, but in
general are based on the physical and mental factors. Matter and spirit are two sides
need not be separated in each people, only at different levels create different needs.
For each type of labor, business, the physical and mental effects at a reasonable level
possible. Since then employees will promote creativity and improve efficiency in
production and business activities. Employees leave the state has led to difficulty in
manufacturing enterprises, human resource unstable. Why is there such a situation? To
better motivate the work for employees, reducing dropout rates of employee managers
need to appreciate this work in your business. For such purpose, we selected the topic
"the rate of emmployees who quit the job in the business today is quite high" in
order to contribute to clarify the reasons why employees quit, which proposed some
solutions to in order to keep employees engaged now.
The content of this article, we would like is structured into three parts
I. Justification of the problem
II. Analyze the cause of the problem quit rate of employees in the high current
business
III. Proposed solutions in order to attract employees
I. Rationale of the problem.

Labor, in economics, is meant to be a factor due to man-made and that a service
or goods. The Needs for this commodity is produced. As the supply of goods is the
employee. As well as all other goods and services, labor is exchanged on the market,
called the labor market. The labor market is a part of the market system, which takes
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place exchange process between a self-employed and one side is the Needs for labor.
This exchange is agreed upon on the basis of labor relations, such as salaries, wages,
working conditions, etc. through a work contract in writing or orally. Price of labor
(exactly as the prices of goods and labor) is the total amount of money that the
employer paid to the employees in accordance with the value of labor power which he
devoted, in accordance with the labor supply and Needs in the labor market. The total
monetary amount mentioned here is the agreement between the employer and the
employee. That money (wages) nominal. This amount does not reflect the standard of
living of the employees because it is also dependent on the price factor at the time and
the area of which the consumer. The amount of living material and services that
employees can exchange (buyer) can use the amount of money (the nominal wage
minus taxes, insurance and other costs in accordance with specified) is the real wage.
Meanwhile, the standard of living of employees was evaluated through real wages.
1. The concept of employee:
Employee: those in the working-age law. They have committed to work with all
employers, usually receive job requirements, salary and subject to the management of
the employer during work commitments. The result of their labor is a product for
others to use and market exchange of goods and products, the low exchange value
limbs, mental products, the high exchange value.
In broad terms, the employee is salaried. Work of employees under the agreement,
established between the employee and the employer. Through labor results as physical
products, spiritual products provided that the employee is paid from the employer. In a
narrower sense, the employees who do the physical nature, often in agriculture, small

scale industry (understand this influence from the old concept: distinguish employees
with the intellectuals).
According to the country's Labour Code, employees are working age, capable
employees are entering into and implementation of the labor contract with the
employer. Labor Code also stipulates clearly specify the rights and obligations of
employees joining labor regulations on labor contracts, handling labor contract
dispute, the regime of preferential treatment, social welfare, required. (Labor Law)

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From an economics perspective, employees who directly provide the labor - a factor
nature and also is a form of service / commodity economy. These are employees who
have committed labor, products of labor organizations and others.
Thus, to understand the employees we must consider the factors associated with the
labor of employees such as: preparing for labor capacity, commitment and
enforcement of labor commitments (including receiving labor requirements, methods
and means of labor, labor cost, labor remuneration, working attitudes, labor force), the
results and the quality of labor, satisfaction and dissatisfaction the parties to the labor
contract.
2. Activities of employees in today's business
In the market economy, the nature of the labor of employees have changed: the
relationship between employers - employees, day laborers a specialization; knowledge,
skills, technology use high on a lot; must have serious working attitude, discipline,
remuneration for the better and ... The employees afraid to change, slow progress had
been left behind, lost in the competitive and rapidly eliminated from the labor market.
2.1 Regarding the change labor relations: before, direct labor relations between
owners and employees - proletarians. Today, the team of employees including
executives and intermediate levels of management systems (eg HR director, division
director, head, etc.). CEO both as employees and as a representative on behalf of the

owner stand out rent, labor contracting and monitoring / evaluation of employees. On
the other hand, if the former employee totally not related to the ownership of the
enterprise, today, a number of employees, managers hired but can be great for buying
cheap or donate shares of the business conditions; meaning can join groups who have
ownership of the assets of the business as well as receive annual dividends. That is
superior in labor relations today.
2.2 Regarding the division of labor: In our society growing variety of specialized
industries with particular expertise. Managers also split, separation stages to operate
and manage the best performance. So employees also requires expertise, skills, good
knowledge to one or a few specialized and appropriate organizational scale, separate
processes of each industry. Said an industry expert, the employee is still required to
understand the field of labor related to efficiency, less errors. This means that the
knowledge, skill level of employees required on a high in both depth and breadth.
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2.3 About working pressure: today, the employees communicate with many people, at
the same time, a wide variety of requirements, information must receive treatment
within a tight time for effective quality high Needs on a ... is normal. Therefore,
employees must have access to good health, in a unit of time to ensure good quality
output and labor, highly focused, skilled professionals, exploiting the strengths of the
new tool. The primitive form of labor, simple machines and gradually take on
technology. Proportion of intellectual labor and creativity on a high speed to meet
development. Therefore, the working methods and tools are constantly being
improved, taking essential in the performance of employees.
3. Employees and the implementation of labor commitments
Workers and labor activities through the commitments in the labor contract. Therefore,
the image of the most significant labor through labor how they enforce labor
commitments.
Workers to get the benefits they want minimum wage, workplace safety, vacation

mode, as well as insurance desired maximum as salary increases and bonuses, on the
need to the commitments and obligations of their labor. Often these commitments are
stated directly in the labor contract, the job description. Other indirect liability
constraint is the labor of workers in other documents such as: Business Law, Labor
Law, professional ethics, company, Rules on work processes, the writing assignments
or all assignments of managers ... These rules are the employees shall carefully study
and enforcement in the course of work. Violation, the employee not only violate their
labor obligations that can cause damage to the business, corporate reputation in the
market.
A work commitment and job descriptions are often defined some parameters on the
results of the minimum labor for workers:
- Hour of labor per month: through work days in the month, day labor h
- Type: the nature of the work will
- The level and evaluate the results: the regulations on internal quality assessment and
bonus / penalty
These labor factors are employees voluntarily implement or compliance guidelines
based on the regulations, the management, working environment, labor discipline by
the design and application management. Low-level workers often find it impossible to
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rely on their sense of self. Businesses need to build the financial management put them
gradually working into order, to ensure the results that minimum labor. All the labor of
workers in enterprises can be divided in four phases as follows (workers want to
achieve good results, each stage must do well):
1 - Reception job requirements: The objective is to clarify and understand the
conditions and objectives of the request will be made;
2 - Perform job requirements: use of knowledge, skills, tools, labor and other support
of the company, co-workers comply with the requirements
3 - Test, evaluate the results of the work: their own processes and a description of

quality standards reassess their results did
4 - Complete: edit the bug, finishing to achieve the best quality results.
II. Analyze the cause of the problem give the employee rate rising in the current
business.
According to the most business reasons employees leave are not telling the truth
or be covered by health reasons, family circumstances, only a few comments frankly
reasons relatedto internal problems: supply management and administration, salaries,
wages and other remuneration, ... but also cautious reverence. The business itself did
not have statistics on this issue to find out the real cause. So in essence what is the
underlying cause, the surface and in the context of current labor income is low so most
reviews have said that the main reason is due to wages, but the actual income depth
analysis is not so.
In the market economy, the labor and goods so it is also influenced and
governed by the law of value, price, supply and Needs relationship. Who and where to
pay higher rates to attract workers and vice versa. However, labor is not normal goods
that are special goods (in the process of using not only waste but also create greater
value) so no need to pay high prices rather than attracted, but also depends on the
degree to meet the Needs for workers in five levels from low to high is "hierarchy
Needs" of A.Maslow.
1. Theory needs of A. Maslow
Needs theory of A. Maslow Theory of peaked in the identification of the needs of
human nature in general. So far, no theory better alternative to this theory although
there are many candidates intend to replace. According to the theory of A. Maslow,
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human nature needs to be divided into different hierarchy from the bottom up to the
"top", reflects the "base" of it for the existence and development of human beings and
as a natural vegetation, and as a social entity.
* Physiological needs

* Safety needs
* Social needs
* Esteem needs
* Self-actualization needs
The arrangement needs according to scale from low to high to see the cruelty of the
human population reduction and the "civilized" man's increase. The lowest level and
most basic physical needs or the human body consists of demand for food, clothing,
housing, ... Next level is the need for security or protection needs. Safety needs with
the safety of life and property safety. Higher security needs is the need of the
relationship as the relationship between humans, human relations with the organization
or the relationship between man and nature. People are in need of love and attachment.
Level of demand shows that human communication needs to develop. On this level is
the need to be recognized and respected. This is the human desire to receive the
attention, care and respect from those around him and look forward to is itself an
indispensable link in the system of social division of labor. They respected that the
individual is expected to become useful as a simple thing in the society. Therefore,
people wish to have high status to be respected and admired. Above all it needs is the
need of self-expression. It is the desire and effort to achieve the desired. People found
themselves need to do some work on their interests and only when the job is done,
they feel satisfied. Theory needs sorted human needs from low to high. The higherlevel needs will be satisfied when the lower-level needs are met.
uman individuals and key people in the organization demand action.Satisfaction
satisfy their needs and encourage them to take action. At the same time, the needs are
met and maximum satisfaction is the purpose of human action. According to the
review it needs to become an important motivation and the impact on the individual
needs will change human behavior. In other words, the leader or manager can control
the behavior of employees using tools or measures to influence their needs or
expectations makes them aggressive and harder to assigned work, more elated when
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performing tasks and more dedicated to the tasks they perform. In the opposite case,
the employee assigned to work the way decreasing their enthusiasm and also a way for
employees to understand that they need to find somewhere else to work a person needs
that.
In a business or organization basic needs can be met through both good and fair wage,
provide lunch or mid-shift meals free or ensure other benefits such as bonuses title
emulation, tours, travel, reward initiatives ... To meet safety / managers can ensure
favorable working conditions, job security is maintained stable and equal treatment for
employees. To satisfy the demand relationship, the employee should be facilitated
group work, given the opportunity to expand exchanges between departments,
encouraging people to join their ideas for the business development organizations.
Also to meet the growing demand relationship, business or organization should have
fun activities, entertainment or other holiday celebration. To satisfy the demand to be
respected, workers need to be respected, quality. Next get paid wages or adequate
follow-income market relationship, their desire to respect human values. Managers or
leaders, therefore, need to have mechanisms and policies praise, honor the success and
popularity of personal achievement results in a dynamic range. At the same time,
workers should be provided timely feedback, promotion of personnel in the new job
level 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 improvement process forward business or organization and to create conditions
for their own professional development. Large business corporations in the world
"win" a lot of good employees, including employees who are "difficult" from different
countries due to the strong gravitational mechanism of this talent through the creation
of conditions for they have houses, cars stable employment, high wages and the ability
to promote strong, including their assigned responsibility and key leadership positions
in the company...
So to have the skills to encourage and motivate employees, managers or leaders need
to research and find out the specific needs of their employees and take effective

measures to meet, which means that they need to know the wayemployees properly
and intentionally. A newly recruited staff are in need of employment and income base,
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the creation of employment opportunities and income for the employees themselves
are the top issues that need attention. As an employee has the "seniority" in the
company, the work has matured and accumulated quite a lot of work experience were
paid high wages, the employee needs to achieve the position , corporate positions
forward or organization. The promotion of new work positions at a higher position
than the current staff will encourage people to work with enthusiasm and be more
effective. Thus, the business owner or the head of an organization should, depending
on the specific circumstances to apply this theory needs to detect the needs of each
employee, the formation and development of skills to encourage employees
appropriately.
2. The reasons why employees quit the job
Employees in general are motivated to 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.
Therefore, the basic cause of the quit rate of workers in enterprises today is quite high
due to the following basic reasons:
2.1 The cause comes from within the Enterprise
- No hope of career development:
- Pressure of work is too large
- Business leaders lack credibility
- The company is on track to slide
- Toxic hazardous working environment
- Hostile work environment
2.2. The reason comes from the labor themselves
- The job is not as well as expected (not interested in the job) This is the top reason ..

- The employee in the wrong job: A talented artist will become who failed to show in
music or medical environment. Each individual has its own capacity and they need the
right environment to develop their abilities.
- Any complacency on wages: Wages inadequate is one of the reasons why people feel
they are not taken seriously, which easily arise psychological work through the
speakers, do not try to complete the work. This is one of the subtle psychological
causes and the most contagious.
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- Workers of additional blood type short form, like dancing
Real peace with colleagues. There may be personal reasons, but also due to a better
staff around the pressure, pinched, no respect and unreasonably inhibit others.
- Being the boss "victimization”.
III. Proposed solutions in order to attract employees
1. The necesary and point of view in keeping employees
When a qualified staff, experience certain to leave the business itself will be lost,
including the cash can not be calculated. The fees charged by the money including the
cost of recruiting, training created for himself employees; recruitment and training
costs to replace; labor contract termination benefits ... These costs can not be
calculated in money and experience; relationships with customers ... (Currently we can
not statistically be the loss when an employee leaves, but according to statistics and
experience of experts, the economic cost of labor for a holiday the equivalent of 12
months' salary pay for it). Empirical calculations and analysis on the clear need for
solutions to retain the necessary labor while the unit especially for high quality labor.
Hold labor perspective is consistent and clear: first of all need to identify and better
understand the level of commitment. Depending on the location, nature of the work he
undertook. For jobs with shorter lines such as high-performance sport athlete football,
volleyball, model ... the long-term commitment to sometimes become difficult for
business reorganization, arrangement, use after they retire ... Second, the view held is

because cooperation, only the esteem and new longer need each other to keep and to
keep people in, not keep people deliberately go. Determine proper perspective keeping
workers to ensure that the employer and employees to look good will, resolve
definitively exist, quickly and accurately, this will also need to identify and build a
culture of.
2. Some propose specific solutions to keep employees at work
2.1. Job enrichment and job Expand
To stick with company employees and enterprises, it is important to provide
employees with challenging tasks and meaningful. The research shows that these are
two very powerful factor encouraging. Enrich the work to increase the greater
challenges and achievements in the work you can enrich the work of employees in
many ways:
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- 1. To give employees more freedom in choosing the method to work, the work
sequence and pace of work (flexible work hours, for example).
- 2. Encourage employees to participate (in the decision).
- 3. Assigned personal responsibility for the work.
- 4. Encourage personnel exchanges and contacts together.
- 5. Employees see that their role is important.
- 6. Show employees that their work is consistent, in harmony with the objectives of
the company.
- 7. Provide timely feedback on the effectiveness.
- 8. Staff spoke about the physical conditions in the workplace. Professional quality of
life (QWL), using the commitment of the management-side labor to reach a consensus
on how to improve the work is a form of job enrichment.
Expanding the work that needs to be changed and made more enjoyable by eliminating
the boredom often appears when to perform repetitive tasks. The basic reason is that as
employees change jobs more interesting and they are encouraged. For example,

encourage the Secretariat staff specialized typing undertake a work related other once
a week. or the way to make employees work more interesting.
2.2 The involvement of employees
Employees will be more committed to sticking with their work if authorized to speak
about them. They will tend to trust and support the decisions of which of them
involved. This makes the work will be more meaningful for groups as well as
individuals. One of the excellent methods to expand the participation of their
employees are engaging in defining work objectives. Employees will have the
important suggestions for setting goals and how to achieve them. Managers can
encourage employees to participate in a variety of ways. as may consult with
employees in formal meetings or in the intimate short story. Questions like:
"According to Brother / Sister, we should improve mail system?" Very useful to
promote the participation of leadership when asked directly their employees. The
leader does not need much effort to ask an employee that you consult. If the leader
asked if the proposed staff, leaders must study the proposal seriously. If it only ever
asked that no action in the future will get very few responses of employees. Many
employees want to participate in the decision: especially when these decisions affect
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their work. If you ask them to participate in a real way that they contribute something
they should feel very proud of their contributions and more determined to make that
decision.
2.3. Achievement.
Employees feel motivated to successfully complete a specific task such letter to
complete a task, solved a problem, a successful purchase or sale completed on time.
The feeling when you finish a race, or when you stand back and admire the house
extensions that you have built, by your own hands. All of us feel when we complete
something and achieve specific accomplishments tangible.
Unfortunately, the sense of accomplishment a particular job did not last long. As soon

as we begin a new work, a sense of achievement that quickly evaporated. In this
regard, the main task of business leaders is to create opportunities for employees to get
the achievement on a regular basis.
Level of feeling the completion of work related to the level of challenge of the job.
You will feel more satisfied after completing running 100 m or after completing the
marathon running? The higher the challenge the greater sense of achievement. On the
other hand, we also do not doubt the importance of the effects work with successful
small. These achievements will often motivate employees and is an important feature
in the process of gaining achievements.
2.4. Praise and reward
Praised as a very important need of most people. Simply put, praised acknowledge and
appreciate the contribution of an individual or a collective body. We all like to be
praised when we accomplish something worthy. Think of our children: we have
encouraged them to walk, talk and even how to eat? We clap when they do something
or say something special to encourage them.
A tapped recognized a good job also works similar to a staff. You may be surprised
that many managers rarely even think about the recognition of employee
achievements. If a human-who complete a specific job and not be praised, then you
also do not be surprised if the next time they do not even attempt. The collective
contributions of individuals will not be praised rise of sadness, frustration and acts as a
factor causing dissatisfaction - "No one is interested in my work well, the crime next
time I make an effort for many. "
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As a manager knows, you recognize the achievements of staff. Some managers intend
to win all the credit of the employee. leaders can not do it. Leadership role is to use
reward or praise to motivate employees. This is difficult because you have to share the
credit when it's complete when you know that it is you who must bear the blame if
something goes wrong - this is one of the difficulties of a effective management. If you

want to encourage the people they had not done their capacity, you can use these
techniques to reinforce positive or negative.
How can you reward and recognize the contribution of employees in your agency? In
the military, it uses special medal for merit; many shops have signs "Employee of the
Month";, and some companies give bonuses as a form to get a job possible. Some
companies may have other forms of reward, such as to the name on the desk, business
cards, or personal phone. Or even small things such as a tapped or "Today I (I) can
have the time" would be a great encouragement measures.
You remember, you only praise it deserves. Sometimes you can use it to encourage
employees, but if you use inappropriate or a of audio nhec, you sent out a wrong
message. For example, if you listen to people like each other, regardless of their
contribution more or less, more effort employees will wonder if they need to so much
effort for the next time. If you can get people to recognize their contributions to each
other, they will feel more motivated.
2.5. Responsibilities
You are responsible for the performance of your unit. There is a commitment that you
are willing to accept? Those who want to reach out to the general management
positions are developed in a spirit of responsibility (although sometimes the object).
Most of your employees is no different. They also love to get their responsibilities and
realize that this is important. The key to developing a sense of responsibility where
staff is you dare to take risks and trust their employees. Authorize an employee to
perform a job is a form of expression and belief is a means to establish a sense of
responsibility.
You think of the allocation of responsibility for someone who can make them work
and dedicated efforts over how messages. There is for example the case of a protected
him during the night. He is mainly responsible for the night: closed, mop the floor and
keep things quiet. He made his responsibility very seriously and make sure that
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everything is okay, even things that are not his task. The core problem is that he has
been assigned the responsibility and feel proud because people trust him and believe
that he will do a good job. He does not get paid much but he assumed responsibility to
keep him to continue working. We all know that many people like to protect. The
problem is how to recognize the responsibility of the employee.
Of course you should also communicate to employees the new and important
responsibilities. When you do this you may have to risk but also a way to show that
you recognize the talents of the staff. Authorization is the perfect way to do this.
Responsibilities include allowing employees to use their judgment to complete the
work and the responsibility for their decision making. It always imply reliability. The
main level also trust your new friends over to take responsibility for the work of your
employees.
2.6. Promotions and opportunities Progression
Promoted and facilitated the promotion is the rewards and recognition that we can
complete the assigned responsibilities. Promoted to a higher position or authorize a
task is a form of reward and motivation strong. Part of your task is promoted to staff.
Despite admit it or not, many employees were promoted. Few want to stay in one
place for a long time. Your influence in the promotion or promotion allows you to
motivate employees, especially if they are people with ambition and power. No doubt,
the promising advancement is an encouraging factor has a lot of potential.
We have to think ahead to ensure that the promotion is based on merit and results
rather than other factors, such as the familiar or flatter. We know that these conditions
exist and are widely spread, but a system agencies promoted inappropriate and unfair
often difficult. The promotion included increased status and rights must be available
for employees who have contributed the most to the unit. You can not motivate
employees by the promise of a promotion to a position not real, the consequences are
both units will be upset with you.
2.7. Support and working environment
Employees should be supported to take them to complete the job. If you do not provide
the necessary resources for them, whether it be time, materials, money or manpower,

they will quickly lose interest in the job. Imagine an employee is motivated when his
collective people and you are gong to take on more work? The staff are supported and
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equipped, do not feel "forced" and so will focus more on their work. Lack of support
may discourage employees, however, fully support itself is not necessarily encouraged
by staff.
Employees also may be encouraged or depressed by the daily work environment. We
use the term environment to cover things such as working hours, sanitary conditions
and temperature. The work environment varies so much that is hard to give advice
what to do. Yourself and your staff are the most knowledgeable person to do the job.
Along with improving working conditions need to diversify services, welfare, caring
not only for employees but also to their family members both physically and mentally
so that they can all mind, look for jobs.
Note: If your staff complain about the work environment, and you know that at least, it
is also the reason, you find out what other reasons can cause dissatisfaction. Often
employees will not complain work environment if they stick and favorite work.
However, you must consider the environment is an important factor. Few people have
been able to work with optimum efficiency in the environment is too hot or too cold. A
messy office was packed and also have a significant impact on the attitude of the staff
for their work.
2.8. Remuneration
Regular market research, pricing strategy for labor, the right policies: The manager
must constantly study the market, the price of labor especially for the competitors to
have a strategy,appropriate steps. Coupled with wage increases need to peel the
expenses of salary nature (business expenses, facilities, phone, etc.) to ensure that
require higher wages but to increase income for workers. That does not mean that we
seek to evade tax which is actually to research tax policy to comply. Certainly money
is a factor made it to work but not necessarily the factors causing people to work

enthusiastically. Because:
- Have job satisfaction when employees feel personal satisfaction in their work.
- They must feel that their contributions are worthy and valuable to the company.
- They must feel challenging job and feel that they have a responsibility to use its
experience and its ability to match.
- They must feel that they are mature and professional development in terms of
experience as well as capabilities.
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- They must receive remuneration commensurate with their work. Remuneration
includes salaries and other forms of recognition and reward. Employees must feel that
they control a certain part on the work that they are authorized.
2.9. Interested in training and human resource development:
hese policies show that you are interested in the development of staff. Their
development is the development of companies and enterprises.
All these factors will create a kind of huge assets of the enterprise is the
enterprise culture. Enterprise culture is irreplaceable asset, The success of sustainable
enterprises or cultural background was not due to their distinctive business. In terms of
globalization of the world economy and the increasingly fierce international
competition, the corporate culture is focused on building and development. It became a
kind of intangible assets play a critical role in enterprise asset repository and is one of
the tools to compete fairly sharp. These businesses do not have strong cultures can
hardly competitive on the market. At the same time, enterprises can create and increase
its credibility in the market through the construction and development of a strong
corporate culture.
CONCLUSION
Subject Organizational Behavior studies the behavior of individuals, groups and
collectives; know how people behave and act in the organization; influence of
individuals, groups and organizations to makemission of the organization, then apply

this knowledge to improve the efficiency of the organization.
Labor is one of the important factors of production, in the intellectual economy,
contributing to the success of the business. State workers go outside force majeure
causes are directly related to the responsibilities of the head. Capture business
opportunities, the appropriate strategy, turn the challenge into an opportunity, the
leaders have the heart and the match will surely win the hearts and win.
In the framework of this article, the collective group I research has focused on the
problem "Why do employees quit, the state, causes and proposed solutions" based on
the theory learned, the group has distributed positive assessment of the situation, to
find the causes and its impact on business activities and propose solutions to improve
business issues in
In the process of doing all certainly inevitable shortcomings in theory and practice, we
hope to receive comments, instructions from the teacher to the collective group to
acquire, edit, and complete all write. One time we would like to send my grateful to

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Prof. Dr. Tran Van Binh and the lectures of Organizational Behavior Management is
very useful.
REFERENCE
1.Subject Organizational Behavior Management, Prof. Dr.Tran Van Binh.
2. Textbook "Human Resource Management" - Dr. Nguyen Ngoc Quan, Publisher
National Economics University, Hanoi - 2007.
3. Subject Management of organizational behavior – Research Institutes, Economic
and Finance Training.

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