ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN ĐẮC CHÍNH CURRENT SITUATION AND SOLUTIONS TO RAISE AWARENESS AND RESPONSIBILITIES TO PARTICIPATE IN YOUTH UNION ACTIVITIES AT JOINT STOCK COMMERCIAL BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM THỰC TRẠNG VÀ GIẢI PHÁP NÂNG CAO Ý THỨC, TRÁCH NHIỆM THAM GIA HOẠT ĐỘNG ĐOÀN TẠI NGÂN HÀNG TMCP ĐẦU TƯ VÀ PHÁT TRIỂN VIỆT NAM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH Hà Nội - 2024 ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN ĐẮC CHÍNH CURRENT SITUATION AND SOLUTIONS TO RAISE AWARENESS AND RESPONSIBILITIES TO PARTICIPATE IN YOUTH UNION ACTIVITIES AT JOINT STOCK COMMERCIAL BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM THỰC TRẠNG VÀ GIẢI PHÁP NÂNG CAO Ý THỨC, TRÁCH NHIỆM THAM GIA HOẠT ĐỘNG ĐOÀN TẠI NGÂN HÀNG TMCP ĐẦU TƯ VÀ PHÁT TRIỂN VIỆT NAM Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: TS. NGUYỄN ANH TUẤN Hà Nội - 2024 ACKNOWLEDGMENT I hereby declare that the thesis titled "The Current Situation and Solutions to Enhance the Awareness and Responsibility of Participating in Youth Union Activities at the Bank for Investment and Development of Vietnam (BIDV)" is an original research project that I have conducted. The data and research results presented in this thesis are truthful and have not been published in any other works. I take full responsibility for my research.
MASTER’S CANDIDATE i TABLE OF CONTENT ACKNOWLEDGMENT. i TABLE OF CONTENT. ii ABBREVIATION LIST. v LIST OF TABLES.
vi LIST OF FIGURES. Data Collection Strategy. 9 CHAPTER 1: THEORETICAL BACKGROUND ON AWARENESS AND RESPONSIBILITY IN UNION ACTIVITIES. Youth Union Concept.
Youth Union Definition. The Role of the Union Organization. Union Organizations Taxonomies. Activities of Union Organizations.
Awareness and Responsibility in Union Activities. Definition of Awareness and Responsibility. The Relationship Between Awareness and Responsibility. Factors Affecting Awareness and Responsibility in Union Activities.
The Role of Awareness and Responsibility in Union Activities. Relevant Models and Theories. Kahn's (1990) Employee Engagement Model. The Big Five Personality Model.
Maslow's Motivation Theory. 41 CHAPTER 2: CURRENT STATE OF PARTICIPATION IN UNION ACTIVITIES AT THE JOINT STOCK COMMERCIAL BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM (BIDV). Overview of the Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV). History of Formation and Development of BIDV.
Organizational Structure of the Youth Union at the Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV). Business Performance of the Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV). Current Status of Programs and Activities Implemented by the Youth Union at the Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV). The "BIDV for the Community" Program".
Sports and Cultural Activities. Training Courses and Workshops. Participation in Youth Movements. The "Creative Youth" Movement.
Evaluation of Employee Participation in Youth Union Activities at the Bank for Investment and Development of Vietnam (BIDV). Evaluation of the Level of Participation in Youth Union Activities in Programs at the Bank for Investment and Development of Vietnam (BIDV). The Effect of Personality on Employee Participation in Youth Union Activities at the Bank for Investment and Development of Vietnam (BIDV). Benefits Employees Receive from Participating in Youth Union Activities at the Bank for Investment and Development of Vietnam (BIDV).
Limitations in Youth Union Activities at the Bank for Investment and Development of Vietnam (BIDV) and Their Causes. 69 CHAPTER 3: SOLUTIONS TO ENHANCE THE AWARENESS AND RESPONSIBILITY OF PARTICIPATING IN YOUTH UNION ACTIVITIES OF EMPLOYEES AT THE BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM (BIDV). Strengthening Communication Efforts at the Bank for Investment and Development of Vietnam (BIDV). Organizing Workshops and Seminars.
Utilizing Internal Communication Channels to Promote Awareness of Youth Union Participation. Encouraging Participation in Youth Union Activities through Reward Programs. Establishing a Reward Program. Strengthening Leadership and Support from Upper Management.
Building a Friendly Work Environment. 78 CONCLUSION, LIMITATIONS, AND SIGNIFICANCE. 84 iv ABBREVIATION LIST Abbreviation Full Meaning BIDV Bank for Investment and Development of Vietnam ĐHQGHN Vietnam National University, Hanoi DNNVV Small and Medium Enterprises DNTW Central Enterprises KHCN Individual Customers MEAN Mean Score NHTMCP Joint Stock Commercial Bank NXB Publishing House STT Serial Number TNHH Limited Liability v LIST OF TABLES Table 2.1: Statistics of BIDV Youth Union Organization .2: Key Business Indicators of BTCI. Survey Results on the Level of Participation in Youth Union Activities by BIDV Employees.
Survey Results on How Personality Affects Participation in Youth Union Activities by BIDV Employees. Survey Results on the Benefits Employees Receive from Participating in Youth Union Activities at BIDV. 65 vi LIST OF FIGURES Figure 2.1: Structure of the BIDV Youth Union .2: Structure of the BIDV Youth Union BIDV. Survey Results on the Level of Participation in Youth Union Activities by BIDV Employees.
Survey Results on How Personality Affects Participation in Youth Union Activities by BIDV Employees. Survey Results on the Benefits Employees Receive from Participating in Youth Union Activities at BIDV. Thesis Rationale In the context of modern banking, union activities not only play an important role in promoting internal unity but also serve as a foundation to express social responsibility and individual commitment to the organization. The Bank for Investment and Development of Vietnam (BIDV) is one of the largest and most prestigious banks in Vietnam.
The Ho Chi Minh Communist Youth Union of BIDV is an equivalent organization to the district level, directly under the Central Business Block Youth Union (DNTW Youth Union). By implementing the plan to establish the BIDV Youth Union system-wide in 2023, as of April 15, 2023, the BIDV Youth Union has received 119 Union organizations that were previously affiliated with provincial/city Unions across the country (excluding Hanoi and Ho Chi Minh City), with a total of 5,303 youth members transferred to the BIDV Youth Union. As of December 1, 2023, the BIDV Youth Union has 245 affiliated Union organizations with 12,432 youth members, making it the leading unit in the DNTW Youth Block in terms of the number of Union branches. During the 2017-2022 term, BIDV’s youth contributed 4,285 ideas/initiatives, of which 1,543 initiatives were developed into scientific research topics and improvement initiatives (411 system-level topics/initiatives, 1,132 grassroots- level topics/initiatives).
They implemented 972 youth projects at various levels (including 48 DNTW-level projects), donated 4,397 units of blood, carried out 972 social security programs with a budget of nearly 50 billion VND, and introduced 793 outstanding youth members to the Party, of which 721 were admitted as Party members. The movements launched and implemented by the BIDV Youth Union have contributed significantly to the successful implementation of political tasks, promoted BIDV’s business efficiency towards sustainable growth, and affirmed its leading position in the 1 Joint Stock Commercial Bank sector by operational scale; creating positive, comprehensive changes in Union work On March 20, 2024, in Hanoi, the Ho Chi Minh Communist Youth Union of BIDV organized the “Journey of Aspiration” dialogue forum between BIDV’s leadership and youth across the system. At the forum, many issues of concern to the youth were raised, such as proposals for initiatives, solutions, and the youth’s perspectives on system issues like BIDV’s development strategy to 2025, vision to 2030, digital transformation strategy, human resource management, and corporate culture. The obstacles and proposals for solving system problems, as well as suggestions for mechanisms, policies, and working environments for young staff and Union cadres at BIDV, were discussed.
The BIDV leadership provided information and partially addressed the youth’s proposals and aspirations. It can be seen that Union activities at the Bank are receiving significant attention from the BIDV leadership. However, in reality, the BIDV Youth Union still faces some shortcomings, such as employees' self-awareness in participating in Union activities not being truly high. The organization's policies have not effectively attracted employees to participate in Union activities.
Therefore, some employees have not recognized the importance of Union activities and thus do not have a strong self-motivated spirit to participate. Additionally, the training and development of Union cadres have not been given due attention by the Bank, so most Union cadres at BIDV lack experience and skills in Union work. For these reasons, the author decided to choose the topic " Current situation and solutions to raise awareness and responsibilities to participate in Youth Union activities at Joint Stock Commercial Bank for Investment and Development of Vietnam" for the master’s thesis. Relevant Research The study by Nguyễn Thị Lan (2018) aimed to analyze the relationship between employees’ participation in union activities and job satisfaction, as well as work performance at commercial banks in Vietnam.
The study found that participation in union activities is positively related to job satisfaction. Employees who actively participate tend to feel more connected to the organization and colleagues. The results also showed that employees with high participation in union activities often have better work performance, as reflected in task completion and achieving work targets. The study suggested that banks should increase union activities and develop incentive policies to enhance employee participation, which not only improves job satisfaction but also increases work performance in the organization.
Trần Văn Hòa's thesis (2020) aimed to identify and analyze factors affecting employees' participation in activities at commercial banks, from which solutions were proposed to increase employee participation. The study identified several key factors affecting employee participation, including organizational culture, management policies, training and development, and individual psychology. The analysis results showed that all the surveyed factors positively affect employee participation. Among them, organizational culture and management policies have the strongest impact.
The study also pointed out that employees who actively participate in union activities often have higher work performance and feel more connected to the organization. The author suggested that banks need to build and strengthen a positive organizational culture, develop participation encouragement policies, and create conditions for employees to participate in training programs. Edgar Schein, one of the leading researchers on organizational culture, defined organizational culture as a system of shared values, beliefs, rules, and 3 norms among members of an organization. This culture profoundly influences the behavior, attitude, and participation of employees in the organization’s activities.
Schein (2010) emphasized that a positive organizational culture has the potential to encourage participation: When employees feel valued and encouraged, they will participate more in collective and union activities; create a supportive environment: A positive culture helps build a comfortable working environment where employees are not afraid to share ideas and participate in common activities; increase cohesion: A strong culture enhances the cohesion among members within the organization, thereby promoting their more active participation in union activities. Kahn (1990) first proposed the concept of "engagement" in the workplace context. He defined engagement as the extent to which employees feel connected, attached, and committed to their work and organization. Engagement is not just about task completion but also includes employees feeling valued and respected.
Kahn emphasized that engagement greatly influences employees’ dedication to the organization. Employees who feel connected to the organization tend to: contribute more: They not only complete the work but are also willing to exceed expectations, participate in projects and common activities; preserve and develop organizational culture: Actively engaged employees contribute to building a positive and supportive culture within the organization; increase satisfaction and reduce turnover: Engaged employees usually feel satisfied with their work, thus reducing turnover rates and enhancing organizational stability. Kahn’s (1990) concept of "engagement" provides an important theoretical foundation for better understanding the relationship between employees and the organization Phạm Thị Hương's thesis (2021) aimed to explore employees' perceptions of the role of union activities in banks and to evaluate how these perceptions affect employees' participation and dedication.