PHÂN TÍCH NGUYÊN NHÂN TÌNH TRẠNG bỏ VIỆC của NGƯỜI LAO ĐỘNG – GIẢI PHÁP KHẮC PHỤC e

TABLE OF CONTENTS
INTRODUCTION.....................................................................................................3
I.

THE RATIONALE...........................................................................................4
1.

The essence of labour.........................................................................................4

2.

The concept of worker........................................................................................4

3.

The quit rate.......................................................................................................5

II.

THE CAUSE OF QUIT JOB STATUS OF THE WORKER........................5

1.

Inadequate wages and benefits...........................................................................6

2.

Lack of recognition.............................................................................................7

3.

No advancement opportunities...........................................................................8

4.

Menagement methods and management dissatisfaction.....................................9

III.

SOLUTIONS TO IMPROVE THIS PROBLEM.........................................10

1.

The goal of solutions........................................................................................10

2.

The solutions need to implemented..................................................................10

a. Make sure the mode of the salaries and benefits of employees........................10
b. Building cultural recognition............................................................................11
c. Create an environment for the development and promotion.............................12
d. Building management capacity.........................................................................12
IV.

DIFFICULTIES IN THE IMPLEMENTATION PROCESS......................13

1.

Difficulties from the workers............................................................................13

2.

Difficulites from Managers...............................................................................14

CONCLUSION.........................................................................................................15
REFERENCE LIST.................................................................................................16

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I.

INTRODUCTION
Organization behavior subject is a course for everyone who is working in the

organization. The course is not only interesting and useful for those who work as the
management but also a normal staff needs to learn, research to explain their behavior
in the organization. Through this course, we can aware of the basis of individual
behavior, attitudes and job satisfaction, motivation to work. Beside it, we can set up
the organizational culture and provide methods of communication within the
organization effectively.
During the study, our group has discussed together and selects the topic: "Quit
rate of workers in enterprises today is quite high" for analysis. This is one of the
problems which the workers and organizations pay attention a lot. We can be said for
businesses in general, the labor force is central and keep role in creating the success of
business. However, not any businesses also recognize the important role of workers
and even some businesses realize this but do not have policies to suitable adjust to
keep employees. This is proven through the status of quit of workers in businesses that
happen a lot and the main reason is the businesses do not meet needs and wants of
workers, even those businesses harming the interests of workers.

We would like to further analysis on this issue in the following presentation.

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II.

THE RATIONALE
1.

The essence of labour
Labor is a aim-activity of people to satisfy the needs of life. It is an indispensable

condition for the existence and development of human society. Labor takes place in a
process. Labor process is the sum of human action to complete a certain production
tasks. This process is an economic and social phenomenon, so it is always to be
considered in two sides: physical and social. However, the labor process taking place
in the social-economic conditions by anyway is it should be organized cooperation
between the basic elements of the labor process and the relationship between those
works together on the implementation of the purpose of the process, that is have to
organize labour.
2.

The concept of worker
The workers are who in the working age according to the law - is the general

point of definition. They have committed to work with all the employers; they usually
receive job requirements, salary and stand the management of the employer during
work commitments. The result of their labor is a product for others to use and
exchange on goods market. The products from manual labour have low value; mental

products have high exchange value.
In broad sense, the employee is salaried. The work of employees under the
agreement, established between the employee and the employer. Through labor results
as physical products, spiritual products, the employee is paid from the employer. In a
narrower sense, the employees are who do the work with physical nature, often in
agriculture, small scale industry.
According to the Vietnam Labour Code, the employees are who in working age
and have able to work, are entering into and implementation of the labor contract with
the employer. The labor code also stipulates clearly, specifically about the rights and
obligations of workers joining labor, the regulations on labor contracts, the handling
dispute on labor contract, the regime of preferential treatment, social security.

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From the point of view of economics, the workers are who provide directly labor
force. These workers are who have committed labor, labor products with the
organizations and others.
Thus, to understand about the workers, we must consider the factors associated
with the labor of workers such as: the 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 of the parties to the
labor contract.
3.

The quit rate

The quit rates, it is simple to understand is the employee's resignation speed in
companies. This speed is measured monthly and annually. It is formula simply:

Total of number of people quit job (only official employee) / Total of number of
personnel.

III.

THE CAUSE OF QUIT JOB STATUS OF THE WORKER
In a few years, the situation of the world economy in general and the economic
situation have tended to go down due to the overall impact of the global economic
crisis. This should directly impact all businesses. Most businesses fall into this
predicament in all aspects. Some businesses had to apply cutting measures to reduce
labor costs, in order to continue the operation of business. Some businesses apply
policies such as wage cuts, the workers' mode in order to minimize the cost. But they
do not see the consequences of doing this directly impact in their business results.
Recent figures show that, workers quit jobs in enterprises today are increasing
and most of the causes are rooted in enterprise where they are working. According to
built of IMQ experts, in most cases the employee's resignation, the main cause is
usually due to conflicts, disagreements between employees and operating way, the
behavior of their superiors.
Surely one of us has been ranked as a laborer. So anybody can answer the
question: We go to the company for whatever reason? We expect to receive anything

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from the company? According to Maslow's theory of needs, most employees come to
the company with a desire to:
-

Having a job, good income to support them and their families.

-

Security and stability

-

Contribution: want to become a member of your company.

-

Being on the good reviews, trust and credibility

-

Improve understanding and awareness.

-

Self express: building long-term career path ...

Based on these needs, we can offer some of the main reasons that workers quit jobs
in the business today are:
1. Inadequate wages and benefits
According to the survey, about 15% of employees leave the company because of
the money factor. Employees want to be equal to the market wage, if they compare
and employees feel that their wages paid unworthy, they will look for another job.
This is one of the basic needs of all employees. If wages can not be guaranteed as well
as living conditions of employees will not be guaranteed. Especially in the current
economic conditions, many employees work only expected to last months salary to
pay for the cost of our lives, including: the cost of meals, accommodation and travel ,

daily consumption. Those with meager wage income also mean that they have to save
expenses, meals, accommodation and guaranteed for life.
Current stituation of low-paid, wage debt held in a lot of business. This situation
was reflected in the many articles and statistics in the study. These include the recent
situation hundreds workers at Bianfishco - Tra Noc Industrial Zone in Can Tho
Province leave their jobs and strike to claim benefits and satisfactory mode. Most
employees require higher wages and shorter hours. The staff said if before this day
without SHB Bank takeover, the average wages of workers from 3.5 millions to 5
millions. However, now pay just over 2 millions, while the work does not change with
the time of each shift lasts from 6 am to 18h. Some of the staff reflects that in October
to work 105 hours only received 2.5 million salaries. To March 11, up to 241 hours of
overtime work, wages received only 3.1 millions.

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In addition to the field of business, the state of the employee also takes place in
enterprises working in the service sector. This may include state employees put in the
bank today. For years, the highes average salary in banking sector. For example, in
2011 the average income of employees with a number of large banks such as
Vietcombank, Vietinbank and ACB ... about 16 to 22.4 million / month. Other bank
employees as: BIDV, Bao Viet, Eximbank and SHB.... also income above 10 million /
month. Salary 5-7 million / month are common in small banks. To 2012, payment of
salaries and allowances to employees at major banks average of 16.7 million dong /
month, lower than the figure of 22.4 million dong / month, for the other banks then the
salaries and bonuses greatly reduced(According to the statistics of the Pioneers). In
general due to difficulties in the economy, most banks do business inefficiency, some
bank employees do not earn customer to ensure that the company targets given. So
many employees have resigned to find another job more suitable and they expect to
receive higher wages.

Besides wage reasons, along with the cost of health care, the benefits are
particularly important. Insufficient benefits or benefits under standard are made for
employees to leave
2. Lack of recognition
According to the theory of Maslow's needs pyramid, while the demand for food,
life in general and the need to ensure safety, there would appear a higher demand. In
which Maslow referred to the need to be respected, to be recognized. In addition,
every employee to the desire to get salary guarantee, they also look forward to
receiving attention and recognition from the board and the organization.
Many businesses do not pay proper attention to the recognition of the
contribution of the staff, even though this recognition is crucial engagement of
employees to the company. Cindy Ventrice, author of "Make Their Day! Employee
Recognition That Works " said:" If you always make the employees feel they are
worth to the company, the company in trouble, you will not lose good employees. "
According to the report of personnel in the organization, the lack of recognition
of 25% of the reasons employees leave their jobs. The employee is not worthy to be

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paid for what they do but also want to be recognized when they are done well. When
an employee begins to feel their efforts are not paying attention, they will work less
effective or even transferred to another company where their ability to be recognized.
This situation is pretty common in business today. Many businesses do not pay
attention and care about the recognition of achievements that their employees have
achieved. Assigning leadership to the staff but only interested in getting results from
them. There is no action to recognize, reward and encouraging teamwork and
creativity of their employees.
This is one of the reasons for the employees feel frustrated because despite their
efforts will not be recognized. And when this need is not met will lead to staff quit and

find a new job, a new company with the desire that they will be recognized.
3. No advancement opportunities
Advancement opportunities are one of the highest demand mentioned in the
tower needs of Maslow. When lower needs are met, employees will look forward to
the managers, interested to companies by creating conditions and a better working
environment, creating opportunities for growth. Workers who care about salary, bonus
mode, preferential treatment, they also expect the company will create conditions for
them to learn more knowledge through training sessions both inside and outside the
officials. A business with no training policy or periodic training for staff will make
employees easily arise dissatisfied, feel just like stripping company's existing
knowledge and experience them. That why leading companies have preferential
policies is good staff. Create favorable conditions for them to improve their
knowledge and skills.
Most of the foreign companies have good human resource development policy
than domestic companies. Enhanced when qualified, employees also have the
opportunity to sent to work in the parent company or the subsidiary of the company in
other countries ... Although current domestic enterprises began to care and attention
are referred to advancement opportunities for employees starting to work but actually
this opportunity is very limited. We easily recognize this while surfing through some
recruitment websites as: vietnamwork, Kiemviec, tuyendung ... In this information

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when making business employers are offering more attractive conditions of
remuneration and the content as: "ABC company opened promotion mode for all its
employees the same", "XYZ given promotion mode for all of you are equal" ... But
most workers entering the work environment realizes the difficulty and nature of the
problem. There is not any employees have a chance in the company will received the
opportunity to learn and grow from the company.

Therefore, as summarized from the survey showed that: 20% of employees said
that they quit due to feel the lack of development opportunities in the current position.
After a period of not feeling recognized, the employee will feel valued and tend to
look for another job.
4. Menagement methods and management dissatisfaction
According to the latest research by a team of talented professionals in the field of
governance around the world conduct has launched several surprising conclusions.
The study is based on survey results of more than 1,200 employees in countries like
the United States, the United Kingdom, Canada, Australia, China, India, Germany and
a number of Southeast Asian countries. Initial goal of the study is determine if leaders
manage how employees, they often make the decision right or wrong.
Research results found that nearly 40% of workers are necessary encouragement
and motivation to work by his superiors. Meanwhile, 35% of employees said they are
"inhibited" with his boss due to the lack of attention to the needs of their work. Main
cause of the discontent stems from the lack of listening to the leaders.
In addition, the survey also found that about 54% supervisors make the right
decisions and compliance staff. Moreover, the current leader of the lack of the most
basic principles of behavior, such as lack of courtesy, respect, honesty and fairness to
subordinates. This is a basic element that makes up an employee-relationship longterm and sustainable leadership.
At the same time, 60 percent of those surveyed said they often rebuked leaders in
the workplace. This affects their self-esteem 1/3 of employee share their supervisors
often lost his temper and shouted at the meeting or discuss the issue.

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Even in business of our country today, the state of employee dissatisfaction with
management taking place in many businesses. At work, many managers show
weaknesses in the way of handling the problem, do not keep their commitments to
employees and makes no clear policies for their employees. In addition, many

managers do not appreciate the power of the workers, which makes the other
employees in the company do not feel satisfied. For some small businesses, the
manager also shows how to do a "family", do not listen to employees and have poor
behavior for employees.
Therefore, the dissatisfaction with managers is one of the reasons why employees
resign. A previous study has confirmed that the employee is not voluntary resignation.
That is how they are leaving the leadership-the lack of transparency and lack of
empathy and understanding.

IV.

SOLUTIONS TO IMPROVE THIS PROBLEM

1. The goal of solutions
Employees play an important role in economic development. Employees who are
personally make the products, services, benefits for every business. While our country
is considered as countries with large labor, cheap and great potential.But many
businesses are still very difficult to find workers to meet their requirements.
Therefore, the staff found that the retention of an employee will save a lot of business
for the cost instead of finding, recruiting new employees.
Recognize the importance of workers, businesses need to come up with
solutions to keep employees, reducing workers quit in the current business.
2. The solutions need to implemented
a. Make sure the mode of the salaries and benefits of
employees
To ensure employees can safely work, firstly need to ensure management salary
for employees. Any employee not always expects to receive high salaries that they
only want the manager to pay them proper wages they labor for money. With the
current difficult economic conditions, employee’s wages help them maintain their own

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living conditions and family. So they will feel the satisfaction of getting what they
were doing and vice versa employees will feel depressed and lead to leave if the
business can not pay.
Besides ensuring the minimum wage, businesses need to have clear policies for the
reward, increase wages and provide social benefits such as: employees of the
company are entitled to the protection modesocial insurance, medical insurance,
unemployment insurance...
Although we know that not any business, managers are also willing to pay
bonuses, raises for employees with limited salary but managers can also consider to
give some accountsolution to this problem. Instead of regular wage increases and
bonus share, managers can put this money for some excellent staff and this need to be
given in the reward policy of the company and through all staff member know. In
addition managers should also encourage the striving of the remaining employees to
spend the rewards of the company.
b. Building cultural recognition
Money is an important factor in our daily lives, but it is also only part of the value
of work. Enterprises should ensure that you are creating a great working environment
with a program to recognize the achievements of staff. And business managers need to
remember that this is not expensive, but highly effective in retaining its employees.
Give managers the responsibility to find out what can make further staff and
excellent reward for the expression. This gives everyone a chance to shine when doing
a good job. A specific number of jobs and business managers can do to show
recognition for employees are:
-

Monthly business organization voted the outstanding employee of the month
award for "Employee of the Month". Prizes may not be much but simply a

diploma, a certificate or to give a meal to the outstanding staff at a family
restaurant

-

Managers can directly thank, praise, reward and celebrate the staff have a good
work through the internal e-mail, through briefings. This is a very simple way

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but also makes the employees see the attention and recognition of the
organization for their contributions.
-

Give employees notice that they have an important role in the development of
the company. To achieve this, the work should have open communication, a
spirit of cooperation and an atmosphere of trust. The manager should discuss
with his staff, telling them that the company is heading and where the plan to
achieve it. Please also refer to their important role in that plan and explain that
they are indispensable factors for the company to success. If you want people
to trust you, you have to trust them. Give others an honor and they will not let
you down.

Recognize and reward the achievements of the staff is a beneficial solution for both
parties: the employer and the employee.If the directors attention to exploit the
benefits from this, they will feel more excited to see the company's sales chart as
well, because they will always upward.
c. Create

an

environment

for

the

development

and

promotion
Up to 35% of probing workshop personnel strategy for large enterprises that, to
retain the talent they will use measures related to career advancement opportunities,
and 24% said it shouldrecognize and honor the contributions of talented personnel.
Most of the employees when the unexpected current job a good job with a
reasonable salary, they are also interested in the opportunity to develop themselves
and continue to hone the skills, abilities and experience. Therefore, enterprises should
invest heavily in the training and development of employees and encouraging
employees, this will bring benefits to the business. For employees who are involved in
the training trìnnh will help them improve their skills, increase self-worth and pat their
self-esteem. Demonstrate to your employees that they have no reason to go to have the
opportunity to develop and train from within the organization.

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For qualified employees actually work, in addition to assigned tasks, managers
should communicate more directly to their challenging nature of work from which to

assess their capabilities.
d. Building management capacity
The management plays an important role in leading, administering the operation and
development of the company. A good manager makes new employees feel admiration
and pictures for employees to strive. Therefore, managers need to consider issues
management capacity through the following specific tasks:
-

Constantly improve and update additional expertise to enhance the professional
level.

-

In addition to the expert knowledge, the manager should be equipped with the
knowledge to expand the knowledge society.

-

In the role of managers as leaders and assertive in making decisions. However,
managers also need to take the time and interest close to his employees.
Managers may participate in the general activities of the union to shorten the
distance with the staff. Doing this makes the employees feel concern, closeness
and sharing of leadership, this is also a driving force for employees to stick
with the job and the company.

-

Managers should make policies and regulations on salary, reward,
remuneration and through specific employees in the company. Along with that
is the application of these policies in the company. Ensure that all employees in

the company are entitled to the same mode, there is no bias case a number of
separate objects for employees that are fair.

-

Managers need to consider the working conditions, giving your employees a
comfortable work space to be able to develop their full potential.

V.
1.

DIFFICULTIES IN THE IMPLEMENTATION PROCESS
Difficulties from the workers
There is not any employees feel satisfied with what companies and managers

bring to them. Sometimes businesses encounter case workers demand too much salary
and benefits policies. This often happen with employees who are good track record

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and many years' experience. They often require wages and remuneration as well as
opportunities for advancement. Sometimes the demands they make beyond the
capacity of the enterprise or business leaders recognize that the demand is higher than
their capacity, thus meeting the requirements will not be accepted. This also led to the
employees when desired is not satisfied, they will seek leave to find other work.
Sometimes situation, it is not the entire fault from company. It is also from too
many demanding of workers.
2.

Difficulites from Managers
Managers in the business always put their interests in first. Managers do not

recognize the economic role and to retain good employees in the company.
Many businesses offer wage reward policies on papers and the application can
not be carried out in accordance with regulations. This condition is concentrated in the
private sector, small-scale enterprises.
In addition, many managers do not grasp the mentality and aspirations of
employees, even when prompted, they still think they are the owners who are hired to
work and they have to decidehis actions. They often put too much pressure on their
employees, so the employees to resign due to work pressure, working environment
and are not satisfied with the leader happening more and more.

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CONCLUSION
During the study course "Management of organizational behavior" under the
direction of Dr. Tran Van Binh, our group got together to discuss and research on the
subject "Why do employees quit, situation, causes and proposed solutions”.
Based on the fact the current labor situation in the business as well as
employees quit rates according to the study of organizations and personnel based on a
theoretical basis, the learned theory, group them I have listed and give some cause of
state employees to give up in the business today. Besides, we also offer a number of
solutions to remedy this situation and point out the role and importance of employees
in the organization.
We would like to send my grateful to Dr. Tran Van Binh and useful lectures the
course.

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REFERENCE LIST
1.

Organizational Behavior Management Lecture, Dr Tran Van

2.

Human Management, Tran Kim Dung, The statistic Publisher, 2007

3.

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