NATIONAL ECONOMICS UNIVERSITY NEU BUSINESS SCHOOL --------------------- NGUYỄN ĐĂNG TRƯỜNG IMPROVING STAFF MOTIVATION AT G-BI INTERNATIONAL KNOWLEDGE MANAGEMENT JOINT STOCK COMPANY MASTER OF BUSINESS ADMINISTRATION THESIS Supervisor : Assoc.Vu Thanh Hung HANOI – 2017 TABLE AND CONTEN TABLE AND CONTEN.Rationale of the thesis.Data analysis methods.Scope of rearch.5 CHAPTER 2: THEORETICAL FRAMEWORK ON STAFF MOTIVATION. Nature of staff motivation. Definition of staff motivation. The role of staff motivation.
Theories on staff motivation. Maslow’s hierarchy of needs.8 The original hierarchy of needsfive-stage model.F Skinner theory positive reinforcement. Adams' Equity Theory. Content of staff motivation.
Improving staff motivation by using ficancial tools. Improving staff motivation by using non - ficancial tools. 16 ANALYSING CURRENT SITUATION OF STAFF MOTIVATION IN GB-I COMPANY.Introduction of GB-I company. Analysing current situation of staff motivation in GB-I company.
Analyzing of GB-I company staff motivation based on Maslow’s hierarchy of needs. Improving staff motivation by using ficancial tools. Base wage, salary. Encouragement and reward.33 * Employee Holiday Schedule.
Improving staff motivation by using non-ficancial tools.37 * Developing a Training Program for New Employees. Assessment of staff motivation at GBI. Impact of staff motivation on performance. Evaluation of strengths and limitations.44 CHAPTER 4: RECOMMENDATION FOR IMPROVING STAFF MOTIVATION AT GB-I COMPANY.
Motivational orientation at GB-I company. General orientation target of GB-I company. Human resource management ‘s target vision of GB-I company. Recommendation for improving staff motivation at GB-I company.
Determine the needs and wants of the target staff. Improving the salary policy. Designing an effective welfare and competitive bonus. Human resources distribution.
Complete the personnel assessment. Complete the development training. Build organizational culture.Rationale of the thesis With the rapid development of science and technology, enterprises that achieve high efficiency in the production and business process have to admit the role of human resource management. Business environment is constantly changing, with many opportunities but many challenges now, the question is how to turn the organization's human resources into a enough powerful weapon both in quantity and Quality as well as certain flexibility to maintain and develop the operation of the organization.
However, using human resources effectively is not a simple matter. It requires leaders, managers to have a clear view, understand the nature, problem content as well as management theories and models to be able to find a suitable solution for the organization. From their characteristics and conditions, it can bring into play the full potential and potential of its human resources. In human resource management, the most important thing is how to maintain, encourage high levels motivation in the workplace.
So, in order to lead successful employees, give them peace of mind, managers must know how to motivate them. Salary policies, compensation,. must be fair and science is the biggest incentive for workers in the current period. But in the long term, it is the non-physical stimulus, such as the work itself, the working environment.
that is a great source of encouragement for the staff to be comfortable, proud, promoted, enthusiastic and enthusiastic about the job. Therefore, the problem of motivating labor must be attend in a business. The available human resources in the company are gradually decreasing motive to work, leading to the risk of job hopping or reduced productivity How to salvage this situation is a great concern of human resource managers and business leaders?. When conscious of this, G-BI international knowledge management joint stock company (G-BI) has made great efforts in improving staff motivation in recent years.
However, the improving staff motivation in the company still have 1 many problems that needs to be solved. Based on this theoretical and practical requirements, the author conducts this rearch on the topic " Improving staff motivation at G-BI international knowledge management joint stock company " with the primary objective of finding practical and applicable solutions to improve job motivation in this company.Rearch objectives The main rearch objectives are: To summarize and apply theories about motivation staff in company To analyse the current motivation staff in G-BI international knowledge management joint stock company to find solutions to improve motivation staff in G- BI company. To propose solutions to improve motivation staff in G-BI international knowledge management joint stock company 2 1.Rearch process Identify the problem Theoretical Collect information Framework Analyse current situation of staff motivation in G-BI international knowledge management joint stock company Recommendations 3 1. Data collection Secondary data Secondary data is collected from 2 main sources: internal and external source: Statistic in company about: staff agreement, salary policy, HR management policies.This data is important to providing detailed informations about factor that affect staff and motivation on GB-I company.
Company website, policy, vision, core value, mission, annual report.This data show the overview on GB-I company. - External source: previous report, book, thesis, internet… Primary data Primary data depend on questionare survey. 72 questionaire are handed out in company. This questionares are based on Maslow’s theory and Herzberg’s theory.
The question is a multiple choice test: yes/no and open question. In other hand, a lot of interview will be conducted to support the rearch.Data analysis methods I used Analysis ToolPak in Microsoft excel, SPSS.Rearch questions The thesis tries to find out answers for questions: - What indicators should be used to measure the staff motivation? - How is current staff motivation in GB-I company - What should GB-I company does to enhance its staff motivation? 1.Scope of rearch The research is narrowed down to investigate the informations help to improve motivation staff at headoffice in G-BI company. 210/41 Đội Cấn, Ba Đình, Hà Nội, Việt Nam - Time: From 2014 to 2016 4 1.Rearch structure The thesis includes four chapters: Chapter 1: Introduction Chapter 2: Theoretical framework on staff motivation Chapter 3: Analysing current situation of staff motivation in GB-I company Chapter 4: Recommendation for improving staff motivation at G-BI international knowledge management joint stock company 5 CHAPTER 2: THEORETICAL FRAMEWORK ON STAFF MOTIVATION 2. Nature of staff motivation 2.
Definition of staff motivation Motivation is the motivation for all human actions. This is an intrinsic state that provides energy and directs people into purposeful behaviors. The basis of motivation is emotions, which in particular are based on evasion, negative emotional experiences, and positive emotions. Staff motivation: In the present , the human resources of the organization play a very important role, which is the decisive factor in the success of the organization's business.
Motivation in the workplace is one of the most important aspects of human resource management in the enterprise, which motivates employees to work hard to improve their productivity. There are many different perspectives on motivation in staff but all have the most basic commonality. According to the curriculum of MSc. Nguyen Van Diem - Associate Prof.
Nguyen Ngoc Quan (2014) "Staff motivation is the aspiration and willingness of the employees to increase efforts towards such a goal and result" According to the organizational behavioral curriculum of Dr Bui Anh Tuan, (2009) "Staff motivation is the internal factor that motivates people to work actively in conditions that allow for productivity and high efficiency. Expression of motivation is the willingness, effort and passion to work towards the goals of the organization as well as the employees themselves. " For the same motivation in labor is the effort, the effort from each worker himself. So the goal of managers is to create motivation for employees to work to the highest efficiency for the organization.
From the point of view of motivation in labor above, we can see that labor motives have the following characteristics. 6 Labor motivation is expressed through the specific work that each employee is taking and during his or her pregnancy for the organization. This means no joint labor motivation for all workers. Each employee engaged in different jobs may have different motivations to work more actively.
Labor motivation is linked to a particular job, organization and work environment. Labor motivation is not entirely dependent on the individual personality traits it can change often depending on objective factors in the job. At this point a worker may have a very high motivation but at other times the motivation is not likely to remain in them. Voluntary labor motivation depends on the workers themselves, and the workers often take the initiative to work hard when they feel no pressure or pressure on the job.
When working voluntarily, they can achieve the best productivity Labor motivation plays an important role in increasing labor productivity when other input conditions do not change. Labor motivation as an invisible force from inside man motivates them to work more aggressively. However, labor force is only a source for increasing labor productivity rather than a condition for increasing labor productivity because it depends on the level and skill of employees, Learn the technology of the production line. Nên có thêm các trích dẫn của các tác giả khác, nước ngoài, viết bằng tiếng anh- có thể tham khảo các luận văn khác đã viết 2.
The role of staff motivation - For workers Increase personal labor productivity: When labor motivates workers, they will love work and work hard, resulting in a markedly improved personal productivity. Increased productivity leads to higher wages and higher income for workers Promoting creativity: Creativity is often promoted when people feel comfortable, willing to do something. 7 Increased engagement with work and the company at the moment: Having loved and appreciated the excitement at work, will form within them a bond with the present organization. Another benefit to workers is that when the work is carried out smoothly, they will find the effort they put out to be useful and achieve high efficiency.
It makes them feel meaningful at work, feels important and helpful, and constantly improves themselves. For organizations Human resources in the organization will be utilized most effectively and can optimize the capabilities of workers and improve production and business efficiency. Formed a valuable asset of the organization is good workforce, enthusiastic, stick with the organization and attract many talented people to work for the organization. Creating an atmosphere of enthusiasm and comfort, contributing to building corporate culture, enhancing the prestige and image of the Company.
For society Labor motivation enables individuals to achieve their goals and their goals. Each person's spiritual life becomes richer, thus creating new values for society. Members of society are fully developed and happier when their needs are met. The labor force indirectly builds a more prosperous society based on the development of enterprises.
Theories on staff motivation 2. Maslow’s hierarchy of needs Maslow's (1943, 1954) hierarchy of needs is a motivational theory in psychology comprising a five tier model of human needs, often depicted as hierarchical levels within a pyramid. Maslow argues that people have many desires to be satisfied and ordered in a certain order. According to him, human beings have five needs that need to be 8 satisfied and arranged in order to satisfy each need.
Maslow's theory suggests that when each of these needs is met, the next need becomes more important. Satisfaction of the needs of individuals will move in the same hierarchy as above, and although there is no need to be fully satisfied, a demand that has been satisfied no longer produces momentum. So Maslow says that in order to create the motivation for the manager's staff, it is important to understand the employee's hierarchy of needs. The original hierarchy of needsfive-stage model 2.F Skinner theory positive reinforcement This theory holds that individual behavior repeats if the individual receives positive evaluation; Conversely, the behavior will not be repeated if they do not 9 receive a positive evaluation from the leader or manager.
By reinforcing behaviors, leaders and managers need to actively evaluate employees' contributions, avoid inappropriate or inadequate evaluations, and limit their positive thoughts and actions. Skinner (1904-1990), there are three types of reinforcement that leaders and managers can do: - Employee Reward (positive reinforcement): The leader, manager encourages the employee to do what he did well before. Rewards can be commendatory, monetary or rewarding.