LV Thạc sĩ_The Solution for Motivating employees working at child protection and care department

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Ministry of Education and Training
National Economics University
NEU Business School

…

Solutions for Motivating Employees at Child Protection
and Care Department, Ministry of Labor, Invalids and
Social Affairs (MOLISA)

Master of Business Administration Thesis


2

Hanoi - 2009


3

Ministry of Education and Training
National Economics University
NEU Business School

…

Solutions for Motivating Employees at Child Protection and
Care Department, Ministry of Labor, Invalids and Social
Affairs (MOLISA)

Masters of Business Administration Thesis

Supervisor: Associate Prof. Dr. …

Hanoi - 2009


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Table of Contents
Acknowledgements................................................................................................................5
Abbreviation.............................................................................................................................6
List of Figures...........................................................................................................................7
List of Tables ........................................................................................................................8
Executive Summary.................................................................................................................9
Introduction............................................................................................................................12
1.

Rational................................................................................................................12

2.

The Research Objectives......................................................................................13

3.

The Objects of Research and the Scope...............................................................13

4.

Research Methodology.........................................................................................14

5.

The Limitations of the Research..........................................................................16

Chapter 1.
1.1.

The Theoretic Framework of Motivation..................................................18

The Definitions and Related Concepts of Motivation..........................................19

1.1.1.

Motivation and Motivating Employee Definitions......................................19

1.1.2.

Definition of Need and Other Related Concepts..........................................20

1.1.3.

The Role of Motivating Employees.............................................................22

1.2.

Some Theories on Employee Motivation.............................................................23

1.2.1.

The Theory of Maslow’s Hierarchy of Needs..............................................24

1.2.2.

The Theory Herzberg’s Two-Factor............................................................26

1.2.3.

The Theory X; Y of Mc Gregor....................................................................28

1.3.

Analyzing the Factors Affect to Motivating Employees......................................30

1.3.1.

Policies and Management Mode..................................................................31

1.3.2.

Compensation and Other Benefits...............................................................31

1.3.3.

The Working Conditions..............................................................................32

1.3.4.

The Organization Culture, Information System and Relationships.............32

1.3.5.

Monitoring and Evaluation of Managers.....................................................33

1.3.6.

Training and Development Opportunities....................................................33

1.3.7.

Self Actualization and Awarding the Employee Achievements...................34

1.3.8.

Extra- Activities...........................................................................................34

Summary Chapter 1..........................................................................................................35
Chapter 2.
2.1.

Analyzing the Current Situation of Motivating Employees at CPCD...37

Overview of MOLISA and CPCD.......................................................................37


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2.1.1.

Overview of Ministry of Labor, Invalids and Social Affairs........................37

2.1.2.

Child Protection and Care Department........................................................39

2.2.

Characteristics of CPCD Affecting Employee’s Motivation................................43

2.2.1.

Achievements and Challenges of CPCD......................................................43

2.2.2.

The Feature of Work at CPCD Influence to Employee’s Motivation..........45

2.2.3.

The Requirements of Employees Working at the Department.....................46

2.3. Analyzing the Current Situations of Employee’s Motivation...................................47
2.3.1.

The Feature of Labor Forces........................................................................47

2.3.2.

Analyzing the Current Situation of Employee’s Motivation........................48

2.4. The Causes of the Situation of Employee’s Motivation............................................58
Summary Chapter 2..........................................................................................................61
Chapter 3.
3.1.

The Solutions of Employee’s Motivation at CPCD, MOLISA...............62

The Solutions of Employee’s Motivation............................................................62

3.1.1.

Improve Some Management Policies...........................................................62

3.1.2.

Considering the Compensation and Benefits Policies..................................63

3.1.3.

Improve the Working Conditions.................................................................63

3.1.4.

Develop Opportunities for Education and Training.....................................65

3.1.5.

Setting up the Communication and Information System.............................65

3.1.6.

Ensuring the Fair and Treatment Towards all Employees............................66

3.1.7.

Circulate and Diversify the Work- Itself......................................................67

3.1.8.

Recognize Achievements in Decision Making.............................................67

3.2.

The Conditions to Implement the Solutions.........................................................68

3.2.1.

The Child Protection and Care Department and MOLISA..........................68

3.2.2.

The employees.............................................................................................68

Summary Chapter 3..........................................................................................................69
Conclusion...............................................................................................................................70
Reference.................................................................................................................................71


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Acknowledgements
There are a number of people and organizations that I need to acknowledge for their efforts
in helping reach my study goal. It is with their help and support that I was able to compile
this research.
I would like to thank my supervisor Associate Prof. Dr. …. I was indeed fortunate to learn
from her as her student and advisee. I thank her for the kind of coaching that conveyed
both caring and confidence always. Her experience, intellect, and instinct continually
challenged my direction, speed and compelled me to critically examine each milestone
covered and assess each curve ahead of the research.
Thanks go to the NEU Business School. Their support and flexibility allowed me to
overcome a number of obstacles including time, distance, and an almost ten year absence
from formal education. Furthermore, I would like to thank the members of my Thesis
Committee. Their support was paramount to the completion of this study. I gratefully
acknowledge the contribution of the NEU Business School Committee. The considerable
contributions of members of the committee were important, supportive coaches with
distinctive contributions to my progress in this academic pursuit. They are coaches and
scientists, who deeply helped and advised me to final the thesis.
I am thankful to them all:
The National Economics University;
The NEU Business School;
All my Colleagues.
They helped me progress to finish.
Most importantly, I acknowledge the co-operation of many employees and managers who
responded to the survey and generously gave time to the interviews.
Finally, I encountered and noted gratefully, my family and friends, who instilled in me the
values of honesty and hard work during the research./.
Ha Noi, November 30th 2009
….

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Abbreviation
CPFC

Committee of Population, Family and Children

CPCD

Child Protection and Care Department

DOLISA

Department of Labor, Invalids and Social Affairs

HRM

Human Resource Management

MOH

Ministry of Health

MOLISA

Ministry of Labor, Invalids and Social Affairs

M&E

Monitoring and Evaluation

MCST

Ministry of Culture, the Sport and Tourism

ULSA

University of Labor, Invalids and Social Affairs

UNICEF

United Nation Children’s Fund

WTO

World Trade Organization


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List of Figures
Figure 1.1.

The Needs - Desires - Satisfy Chain............................................................21

Figure 1.2.

Hierarchy of Needs........................................................................................25

Figure 1.3.

Two Factors of Need......................................................................................27

Figure 1.4.

The Interrelation between Needs and Motivational Factors..................28

Figure 2.1.

The Structure of MOLISA...........................................................................38

Figure 2.2.

The Structure of Child Care and Protection Department......................43

Figure 2.3.

The Labor Structure by Ages......................................................................47

Figure 2.4.

The Labor Structure by Qualifications......................................................47

Figure 2.5.

Desirable Wishes of Staff..............................................................................58


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List of Tables
Table 2.1.

The Features of Labor Force of CPCD......................................................47

Table 2.2.

Number of Employees Moved- out the Department................................48

Table 2.3.

Number of Interviewees by Gender and Ages...........................................49

Table 2.4.

The Net- Average Compensation Statistics in 2007 and 2008.................53

Table 2.5.

The Statistics of the Short-term Training Course in 2007 and 2008.....55

Table 2.6.

The Results of the Satisfy of Working at the Department…………….57


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Executive Summary

Human resource management is an important factor of any organization. Each organization
just can reach its objectives when their employees work effectively, efficiently and
creatively. Besides the basic working conditions, the employees only contribute their best
effort to the organization when they get motivation.
Thus, motivating employees is the one of the most important priorities of any organization.
However, many organizations have not realized that and plan for motivating employee is
not considered as part of overall strategic plan of organization, especially the state agencies
is one of specific examples. They consider that they work as missions because they get
salary.
In recent years, when Vietnam has jointed World Trade Organization (WTO), there are
more and more job opportunities for everyone in labor market. However, the brain drain
has happened and gradually increased year by year. The employees have trend to move to
other organization in which they hope to have better condition, respect and good
compensations. This issue impacts directly to the service servants who work in the
governmental agencies. The employees, especially the skillful and experienced ones
always consider between state agencies with private sectors as well as foreign
organizations when they have opportunities to change their jobs while others dislike and
neglect their work. It is possible that the state agencies may know that but they have not
yet considered it as an important thing in order to promote, encourage and keep their
employees commit with the organization. The management policies mode becomes the
mechanism for all agencies from the central to provincial offices.
In the fact that, there are a lot of researches to find out the reasons affecting to the working
behaviors as well as the desire of employees at the government organizations but it was
still considered as unessential in the overall strategy of the organization. The human
management way has been applied as a formula such as after recruited, the employees have
to participate a pre-service servant course, after 3 years the salary will be increased to the
next level….The procedure has been applied so boring to almost of state organization and
Child Protection and Care Department is unacceptable.

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Child Protection and Care Department (CPCD) has become one of the administrative
agencies of Ministry of Labor, Invalids and Social Affairs (MOLISA) since 2007. The
Department’s general responsibilities is supporting the Prime Minister in implementing the
state management functions on child protection and care sector in the whole country based
on the legal system. With the new member of MOLISA, Department has to face with the
changes of the restructuring the organization and the socialization trend, the Department
also has many difficulties in human management, especially the employees did not
enthusing with their performance, many other move out… these issues is affecting the
organization's operation at some certain.
The leaders of Department also have not yet considered what factors affecting to the
working behaviors of employees as well as motivation factors to the employees. Therefore,
how to enhance employee motivation in CPCD is important and essential requirement. As
an ex-employee of CPCD, the author is eager to study the factors impact to the working
behaviors of employees and finding the factors support them working harder. Through the
research on “The solution for motivating employees working at Child Protection and
Care Department, MOLISA”, the author showed out the real picture of employee
motivation and saw how the motivation factors influences the working behavior of
employees, consequently and finally to find out some solutions for enhancing CPCD
employee motivation.
Base on some theories have been studied, the author figured out the related factors as a
theory frame for researching motivating employees at CPCD. The research showed that
motivation is influenced by both financial and non-financial incentives. The main
motivating factors for employees in CPCD were appreciation by managers, colleagues and
peers, a stable job and income and training opportunities. The main discouraging factors
were related to low salaries and difficult working conditions.
Activities associated with appreciation such as performance management are currently not
optimally implemented, as employees in CPCD perceive supervision as control, selection
for training as unclear and unequal, and performance appraisal as not useful. And through

the actual picture, the research also was carried out with an aim to serve CPCD’s leaders in
finding appropriate solutions to strengthening their employee’s motivation at work. The


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kind of non-financial incentives identified should be taken into consideration when
developing human resource management (HRM) strategies from both CPCD and
employees sides.

The author also hopes that these findings and recommendations
will be considered as issues that will be applied effectively at
CPCD.


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Introduction
1.

Rational

After re-organizing organizational structure, Child Care and Protection Department
(CPCD) became an administrative unit of Ministry of Labor, Invalids and Social Affair
(MOLISA). Being the one of Governmental agencies which focus on social work, child
protection and care, the CPCD works as a specific state administration that fulfill all the
missions related to children in Vietnam’s territory.
Because of the social and public field operation, the budget for operating is funded mainly
by the Government fund, they neither need making profit and not worry about the
competitiveness between other units in MOLISA as well as other organizations in society.
Especially, the Government defined that “Children is the world tomorrow” and it becomes

one of the important missions of long-term development strategies. Besides, the children
issues are one of the crucial missions of all over the world. It is also interested in by nongovernmental organizations as well as international organizations. For these reasons,
CPCD has a lot of advantages and priorities from the Government and other organizations
in conducting operation.
In order to reach the objectives as planed and the targets of society, the system and network
of child care and protection work is also consolidated step by step from centre to the
commune.
However, in recent years, brain drain has been a serious problem happening in most of the
Governmental agencies and State companies, and CPCD is not an exception, especially
after restructuring process. Many experienced and skillful employees resigned their
positions at the department while some of the rest have less enthusiasm for work. They go
to the office on time however their work is ineffective and even some office regulations are
brokered.
The leaders have already realized these problems and considered that the negative
situations make employees not be interested in working and they have little motivation to
work, these problems will probably increase and be more serious if they have no effective


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tool to manage the efforts of the employees and encourage them timely. In order to find out
the solution, the leaders have to address many questions, such as: “What are employee’s
ambition and needs?”, “What is the actual employees’ motivation? And what are factors
influencing work motivation?” and “How to motivate employees?”
As a member of the organization and being a member of Administration Unit, I think and
try to figure out solutions for this actual situation. With four years working for CPCD and
knowledge that I gained from this course, I want to contribute my knowledge to support
the organization improve the working effectiveness of employees. Therefore, I chose the
title for my research as “Solutions for motivating employees at CPCD, MOLISA”.
With the understanding of the employees’ ambition, through this research, I hope my
analyzing and solutions offered will probably be useful to the leaders to overcome these

obstacles, so that the organization can reach its objectives and achievements of
development goals.

2.

The Research Objectives

With all the questions of the manager as well as the author, I want to focus on the
following objectives:
-

To study theories of motivating that refers to the research content;

-

To identify factors for motivating of employees at CPCD;

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To analyze actual situation of motivating employees at CPCD, MOLISA and find
out the factors affect to the motivating employee at CPCD

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To provide recommendation for solutions for these difficulties that CPCD are
confronted with.

3.

The Objects of Research and the Scope

The research objects and the scope of the research are:
1. All employees working at CPCD of MOLISA. The total of employee is 85 people
who graduated at the college and university and they are working in: (1) Child
Protection Unit, (2) Child Care Unit, (3) Child Development and Participation
Skills Unit, (4) Financial and Planning Unit, (5) Administration Unit and (6)


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Consultancy and Service Communication Unit, (7) Children Funds Unit.
2. Some ex-employees who have worked at Committee of Population, Family and
Children (CPFC) and after some months of organizational restructuring they
stopped working for CPCD
3. Objects will not be mentioned: Leaders of MOLISA and CPCD, Safe Guards,
Drivers, and services employees.

4.

Research Methodology

According to available motivating employee studied such as: Maslow’s Hierarchy of
Needs, HERZBERG’s two factors theory (motivation/Hygiene theory), DOUGLAS’s
Theory X and Theory Y… which are the foundation for practicing. The research designs
the procedures that included collecting data by structured questionnaire in order to answer
research objectives. Based on all contents will be analyzed in the research, the author will
collect the data through the following methods:
-

Semi- Structured Questionnaires: make the survey on 85 employees and interview
in-depth with five employees in order to statistic and understand all the needs,

thinking of employees working in CPCD, MOLISA.

-

In- depth interview: interview in-depth with five employees that including: a leader
team, a head of child protection unit, a employee at child protection unit, a
employee at child development and participation unit and an ex-employee who
stopped working at CPCD.

-

Direct observation: Because I have been working at the department for 4 years so I
had opportunities to work with all the employees and I understand what the
employee needs is and what is the motivation. Moreover, I also live in recently
changes situation of CPCD as well as restructuring process and I can have
overview and understand deeply the actual motivation and spirit of the employee
working here.

Other Data Sources
-

The data collected from Report of Committee of Population, Family and Children
(CPFC) in 2007.


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-

The data collected from the Labor and Employment Department and other relevant
department as well as Ministry reports and statistic report of CPCD in 2008 after

one year became the member of MOLISA.

Data Collection
Based on many assessments processing recently conducted, I studied the annual selfassessment of the Department and designed the questionnaires list in order to find the
answers all the questions facing the department as well as MOLISA.
Here is more detail about the way I implemented survey for these questionnaires:
With the questionnaires of survey, I clarify in to five levels from 1-5 in which:
+ At level 1: actually disagree
+ At level 3: equivalent to many agree and many disagree
+ At level 5: Actually agree
+ At under level 3: The manager need to consider the reason why because may be
he felt unhappy and disappointed with his job.
+ At upper level 3: The manager can think that they pleasant with his job.
I will carry out many steeps of survey, that including:
Implementing the design and making survey:
1. Design the chat of questionnaires
2. Making test survey
3. Complete the questionnaires
4. Making survey (85 employees are working at Department)
Implementing depth interview (3 employees):
1. Based on the questionnaires, I will carry out depth interview
2. Collect many suggestions to complete
3. Carry out the depth-interview (02 employee are working at the department; 01
employee moved out; 01 leader team and ahead of child protection Unit).
Total employees will be interviewed is 85 people and depth- interview have to reply to the
entire questionnaire.


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Processing and Analyzing the Collected Data
Based on all the data collected, I used the quantitative and qualitative methodologies and
model graph to description, and compare with each other. At the same time the Microsoft
Office Excel has been applied to process the data.
At last, I draw out the recommendations or solutions for the problems.

5.

The Limitations of the Research

The limited point from the research is that, CPCD is a new member
of MOLISA, the structure of the Department has been
rearranging for adaptable with actual situation of MOLISA.
The number of employees at CPCD in this time is not stable.
However, the research is carried out seriously and the survey
implemented with all employees in the Department. Thus, its
result will be reflected and recommended to the organization.

In the research, the author only focuses on analyzing the employee
motivation at CPCD basing on many theories related to
employee motivation such as: Maslow's Hierarchy of Needs,
Herzberg’s Two-Factor Theory, Theory X; Y of Mc Gregore,
Expectancy Theory. From these theories, the author develops a
frame theory for study that related closely and directly to
employee motivation at CPCD. That detail as follows:
-

Working conditions: it refers to workplace condition, staffing, working
environment; working relations.

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-

Compensation and other benefits.

-

Reward and recognition.

-

Staff career development and work itself.

Other factors as security, status, personal life, etc. will be listed briefly when analyzing the
key factors as mentioned as above. However, due to the limitation of the research’s
objectives and scope, I just want to focus on those factors relevant to context. The other
factors should be considered in detail in the other research.


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Chapter 1.The Theoretic Framework of
Motivation
Management plays a vital role in developing an organization. Success in business not only
bases on intelligent leaders, but also relies on the experience and skill of employees.
Moreover, in order to achieve their goals, managers also have to apply the management
tools to control effectively all major relevant factors, which consist of three main factors:
Object, tool and labor in which labor is crucial factor in these successes.
In the past, managers applied many management tools to force his employee to work

harder. They punish their employees if they did not work hard and made mistakes.
Additionally, managers know that their employees have to obey all orders from his
managers while they forget encouraging them. Consequently, employees become passive.
They are not creative in their job, he work like machine and receive small salary from their
manager. Contrary to the managers, the employees do not know the unfair between their
contribution and the salary received.
Gradually, these management is not suitable with the modern society when the employee
aware that there is a big distant between their contribution and salary and their life has a lot
of goals and must achieve it.
The changes in society make managers have to change their management ways because he
realized that they only can reach the goals of management when their employees work
more effectively. Thus, the question for managers is “How to attract to their employees to
produce successful results?”, “Which is the way to encourage them? What are their
needs?”... Because forcing them to work harder by paying higher salary and allowance are
not suitable to current situations.
In order to answers these questions, managers could not pull their employees to their side
but they have to understand that “What is motivate factors influence directly to their
employees?”, “What could they do to help their employees perform better in order to
achieve their performance objectives?” and they may consider that “performance
appraisal” is an effective tool for his purposes?


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In this circumstance, the purpose of this part is to clearly define what motivation and
motivating are. Additionally, this chapter also deals with the role of motivation and
motivating as well as relevant concepts in the organization and especially management.

1.1.The Definitions and Related Concepts of
Motivation

1.1.1.
Motivation and Motivating Employee
Definitions
Motivation
What is motivation? Motivation is difficult to explain and even harder to 'turn on' in
people. Many people said that motivation as an act or process of motivating; the condition
of being motivated; a force, stimulus, or influence: incentive or drive? There are many
definition of motivation and motivating, each of them to description as side of the issue
such as:
“Motivation is defined as the desire or aspiration of people for achieving a goals combined
with the effort to work towards the organization goals”.
(Source: Ths.Nguyen Van Diem va PGS.TS Nguyen Ngoc Quan-Giao trinh quan tri nhan
luc- Dai hoc kinh te quoc dan 2006)
But according to the Business Edge (2005), Work motivation, Youth edition, Ho Chi Minh
said that: “Motivation is the set of processes that is conscious or unconscious actions that
takes and moves a person toward expected goals”.
Motivating employee
And Doctor Nguyen Khac Vien (1995), psychology dictionary, World edition, Hanoi, He
considered that: “Motivating is positive processes that implied conscious and unconscious
actions make a person take action and stimulate him to reap his achievements”.
Thus, motivating is process of stimulation that making people implement and complete his
task to reach his goals. The motivating employee may be simple as presents, awards or
encouraging words that make the employee solve his contradiction for himself and
especially help him take action to implement his tasks to satisfy his unsatisfied needs.


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And other people said that motivating means stimulating somebody to take action by
putting his desirable goals. Motivating like a mean that urges and encourages somebody to

work harder and more effectively. Therefore, understanding employee’s felling is very
important for every leader. Moreover, making good conditions and creating an attractive
environment for employees are necessary for organizations because those factors will
affect directly to their behaviors, attitudes and their desires. For example, an employee
only feels satisfied with his desires if his contributions to the organization are highly
appreciated by his manager. Meanwhile, others want to work in a professional environment
while some others consider having friendship with their co-worker is more important.
As for manager, some people thinks that they can encourage their employees and make
them more concerned and more involved in achieving the goals of his organization. They
are also convinced by the idea that if he pays his employees more money, they are
motivated and committed themselves and working harder. As a master of fact, they may be
right but sometime their thinking is wrong because each employee has a quite different
needs and desires.
In order to success in human management, managers should understand their employee‘s
needs and feelings. Then they have to decide which ones will be motivation for their
employees.
However, those needs and desires will be changed overtime and environment. Furthermore,
in different environment those needs will also different. Thus, in order to encourage the
employees in their work, mangers not only need to understand these needs and desires of
their employee and satisfy but also they have to timely satisfy them.
Consequently, as description above, it is so complicated for the managers satisfy all the
need of employees in the organization because each of them simply has different goals
with different needs and different periods. For this reason, motivating will be the
coordination tools that harmonized all desire and needs between organization and each
individual at each actual situation. It will become a system that concurrently reaches the
goals of organization and the goals of individual employee.


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1.1.2.
Definition of Need and Other Related
Concepts
Definitions of need
According to Doctor Nguyen Khac Vien (1995), Psychology dictionary, World Publisher,
Hanoi “The need is need for existing and developing, if the needs are satisfied, they will be
comfortable and if it are shortages, they will be uncomfortable, stressful and dissatisfied”.
In fact that, Need is emotional status of people. The expression of need becomes the
objectives of our lives, of course everybody contends to satisfy their needs.
Needs was clarified into many different levels and the definition of needs is quite
difference from one person to another. The lowest level of needs is called existent need or
basic needs such as: eating, drinking…and the higher levels such as: desires for security
and stability, feeling safe from harm, the desires for self-respect and respect or recognition
from others. In addition, people have tendency of reaching needs from lowest levels to
highest levels. The desire of satisfying those needs make people change their behaviors in
work and further lead them to work hard and effectively.
Moreover, the needs never stop. It always change and develop to higher level or we can
understand in difference way is that the need will go from the minimum levels to higher
levels. When the basic or lower-level needs are satisfied, higher-level needs become
operative. At that time a satisfied need is not a motivator new demands will be appear.
Therefore, the needs are quite huge in our life.
Therefore, Needs mobilize person taking action in order to satisfy. According to “Harrold
Koontz Cyril Odonnells Heinz Weihrich (1994), he said that:
Figure 1.1.
Needs

The Needs - Desires - Satisfy Chain
Desires

Stress

Actions

Satisfy

(Source: Harold Koontz, Cyril Odonell, Heinz Weihrich (1994), Core Issues of
Management, Science and Technology Publishing House, Hanoi)


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We can realized that, Need of each person is very different that depend on environment
around, himself (his ambition; his desire, his goals…) in which environment is one of
major factor influence directly. For example, a person promote at higher position that will
affect to him because it is a more new challenging to motivate him to implement all the
relevant tasks and that will be encouraging others in the organization. Thus, the needs is
the cause and effect of behavior systems because the satisfying this need will be the
motivation for another needs and event to another persons.

1.1.3.

The Role of Motivating Employees

With Employee
Job and successes have an important role in our life; it is said that people spend up to 60
percent their life time for working. Thus, everybody tend to have objectives for their life
and of course they will try to find the best way to obtain them. Considering that if a seed
sows in the fat land, it will have a main crop more abundant than usual. Similarly, if people
work in a good condition, have motivation from managers and fellow – workers, they will
get better results.
On the other hand, the successes are real motivation people, that is, driving force helps

people to overcome their difficulties easily.
As a result, employee motivation is considering as a good method for manager manage
their employee. And by this way, manager can support their employee in doing their tasks
better. In this case, the objectives of organization and the needs of employee will balanced.
With the Organization
As mention above, organization always have objectives in the long term and short term. In
order to achieve those objectives, they establish development strategy for all relevant
factors to such as: Human resource, financial resource, marketing…. and mobilize them to
implement effectively. Among those factors, labor utilization emerges as one of the most
important elements that is the foundation for the success.
Among those factors, labor utilization emerges as one of the most important elements to
achieve successes of an organization. Almost managers understand that employee
motivation is very necessary in long run and if they have enthusiastic, experience skillful


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employees who love their organization, the managers will get a lot of successes, because of
the following reasons:
-

Improving the prestige of leaders, attracting and preventing brain drain.

-

Improving the effective results and reducing the unnecessary costs.

-

Saving time, all works will be solved quickly and in good orders.

-

Satisfying needs of society as well as creativeness of employees. This will become
the strong points of the organizations that improve the image and brand name of the
organization.

With the Society
As we known, a successful organization has to surmount a lot of social problems, for
example: Reducing unemployment, increasing the social welfare and eliminating social
evils…. Moreover, creating more job and attract them to contribute their ability and their
knowledge to the prosperous of society as well as prosperous of organization.
In addition, the organization have ever considered as the cells of economy and society, so
that a strong and developed economy will build up a model and civilized society. At the
same time, a model society with peace environment also motivates employees working and
promotes employees’ abilities.

1.2.

Some Theories on Employee Motivation

A long time ago, there are a lot of methods of employee motivation have been developed.
The study of work motivation has focused on the manager as well as the employee.
Motivation theories show the way to support to manager attempting to become effective
leaders. Thus, in this research the I only want to deal with motivation as the assumption
that individuals are motivated by satisfy his needs. Content theories focus on the needs that
motivate employee especially in their job.
In fact, factors that affect work motivation include individual differences, job
characteristics, and organizational practices. Individual differences are including personal
needs, values, and attitudes, interests and abilities that people bring to their jobs. Job
characteristics are the aspects of the position that determine its limitations and challenges.

Organizational practices are the rules, human resources policies, managerial practices, and
rewards systems of an organization. Supervisors must consider how these factors interact


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to affect employee job performance.
There are many theories that refer to motivating people but in this research, I only focus on
four theories that refer to three aspect of motivation in working as Individual difference,
job characteristic and organization practice. And applied as background for my theory
foundation and recommendations of the problems that include Maslow's Hierarchy of
Needs; Herzberg's Two-Factor Theory; X and Y theories of Mc Gregoe .

1.2.1.

The Theory of Maslow’s Hierarchy of Needs

Maslow's Hierarchy of Needs Description
Maslow's Hierarchy of Needs identifies five levels of needs, which are best seen as a
hierarchy with the most basic need emerging first and the most sophisticated need last.
People move up the hierarchy one level at a time. Gratified needs lose their strength and
the next level of needs is activated. As basic or lower-level needs are satisfied, higher-level
needs become operative. A satisfied need is not a motivator. The most powerful employee
need is the one that has not been satisfied. The five level of need have been described as
follow:
Level I - Physiological needs are the most basic human needs. They include food, water,
and comfort. The organization helps to satisfy employees' physiological needs by a
paycheck.
Level II - Safety needs are the desires for security and stability, to feel safe from harm.
The organization helps to satisfy employees' safety needs by benefits. ‘
Level III - Social needs are the desires for affiliation. They include friendship and

belonging. The organization helps to satisfy employees' social needs through sports teams,
parties, and celebrations. The supervisor can help fulfill social needs by showing direct
care and concern for employees.
Level IV - Esteem needs are the desires for self-respect and respect or recognition from
others. The organization helps to satisfy employees' esteem needs by matching the skills
and abilities of the employee to the job. The supervisor can help fulfill esteem needs by
showing workers that their work is appreciated.