VNU- UNIVERSITY OF ECONOMICS AND BUSINESS FACULTY OF BUSINESS ADMINISTRATION SOLUTIONS FOR MOTIVATING EMPLOYEES AT HNBC., JSC BY CHU THI CHINH A THESIS SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION (INTERNATIONAL STANDARD PROGRAM) Hanoi — May, 2016 TABLE OF CONTENTS TABLE, OF CONTENTS waressessscencnresennsstssoosnnssnsasssssseatestoseatsssecsosvesvnacsatasaasemaisseiuersveets i ACKNOWLEDGEMENT.cssssssssssscsscsssssssscessssscsescesscnesensessersessesscssesssesecseerenesess iv LIST OF ABBREVIATION .ssscsssssssssssssssssssssssssssssesscssssessesersesessccsceeesesseeereceseeass Y LIST OF FIGURES AND TABLES.ccccssscccsssosessescesssvvcsorssssosessssorenensessssscrsarsacseentes vi ABSTRACD ssssssssssssssssssscesassnsovsnssssaseasvsnesesvennstetssticasscatectcssecastetstinsseteisuvevesssveuninvsetewises Vii INTRODUCTION tábxpscicini sen gE0L0102618813680605661605216616608655505010005501015305185/00608 1 Define the significance Of F€S€QFCỈ,. tk HT TT HH HH 1 ALIS Of (NE TESCOTCM «vsoniirasnnaianenneowesauciisbsininen soit 4,3 3h ton Sia 181188 083330436ã.545318600:01E000139019802108 1 ODjOCHVES vexscssisearerons vancsasonsonecsasnnenaannsnavenaavs KE11184565163586055656.05 DÁN HH4 Đ4S 3500431056 Đ96DEESP 2 2Ý 127427/86077217272000n8n8n8ẺẺ. 2 Research SCOPE RE. 2 R@se0FCHI MethOd OLOGY.nnn-nnsvasenstninnsondnnssssstsasansasiausnnens ten seeuss KEDS313 1488366538058 3 62/17477.
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nS ce STAT ee NOE Ho 46 IV ACKNOWLEDGEMENTS During the time of completing this research, I am very lucky to receive numerous supports from many people and I appreciate all their contributions and encouragement for me to have this study done. First of all, I would like to express my deeply appreciation to my instructor Dr. Do Xuan Truong, Senior lecturer of Business Administration Faculty — University of Economics and Business, for his consistent availability, guidance and encouragement every time not only when I have problems to do this research but also when I have troubles at work. Without his help, I could not build up a good outline and find the right way to complete the study as my best.
Secondly, I would like to express my gratitude to Mrs Lan Anh Bui - my supervisor at HNBC., JSC and to all staffs here for giving me very enthusiastic support in completing the questionnaire. Special thanks go to all people who work at Human resource department. All of them did help me a lot by providing necessary information, sharing their working experiences here and their techniques of Human resource. Besides, it would be an unforgivable mistake if I forgot to acknowledge Business Administration Faculty — University of Economic and Business for giving me the chance to learn and study in friendly and qualified education.
I am greatly indebted to my family for their endless sacrifices and love. Chu Thi Chinh LIST OF ABBREVIATION HNBC., JSC | Hanoi Building Services Construction Joint Stock Company vil ABSTRACT Employees’ motivation is considered as essential factor for effectiveness and efficiency of any organizations at all levels. Organizations must design motivation system that not only encourages employees perform in the most effective way but also attracts potential candidates. The key to design successful motivation system is what employees really need.
This study aims to examine the effectiveness of the motivation policies and recommend some solutions accordingly to improve motivation system of HNBC. Exploratory research, qualitative approach and semi-structured interview were used to conduct this study. Primary data is collected from the respondents’ interviews and HNBC. Besides, secondary data is gathered from company, other resources such as: previous research, public articles, and internet.
INTRODUCTION Define the significance of research As a truth, human resource is the key factor of every organization, which also is the decisive factor to the success of organization. In other word, managing human capital plays a crucial role in raising the companies’ profit. Human resource management contains many sectors which contribute to help organization optimize the human capital. It will be a big fault for not mentioning to motivation as one of the main factors in human resource management.
The importance of work motivation is noticeable at all levels of organization. To get the labouring cost effective, human resource managers must understand the significance of motivation. They need to be aware of not only employees’ expectation at work but also factors that motivate their subordinates work well. Understanding employees’ needs will help human resource professionals not only design the policies by which employees perform in the most effective way but also attract potential candidates.
Moreover, efficient motivation system plays a crucial role in retaining talented people and maintaining the development of organizations. As time goes by, there are many studies indicated the importance of employees motivation, but few of those studies’ finding can apply into furniture production and trading company. Moreover, many of these studies has been conducted for a long time ago, therefore they are not updated anymore. These are all reasons why researcher decided to choose solutions for motivating employees as final thesis topic.
Aims of the research The goals of research are to complete and enhance the work motivation system in the company to increase employee’s commitment and cohesion. Objectives This research was conducted to understand currently applied motivation policies and to examine the effectiveness of work motivation in HNBC, JSC. From those results and theoretical basis, researcher finds out the missing points in applying process and causes of those points. Finally, some recommendations will be made to help company have better motivation policies.
Research Questions Here are 3 questions that researcher tried to clear and answer to achieve research aims: Research question 1: How effectively have employees’ motivation solutions been applied at HNBC., JSC? Research question 2: What are the reasons for ineffective application? Research question 3: What are the main factors affecting the application of those solutions? Research Scope The research scope is limited in HNBC., JSC and the time to carry out survey, collect survey data as well as analyse data was limited. Therefore, some analysis and conclusions may be still subjective and can be continuously improved. Research methodology In this research, qualitative approach will be applied with participant observation and semi-structured interview method. All needed data comes from the primary and secondary resources.
The primary data was collected directly from the company through the questionnaire survey and interviewing human resource executive. The questions were carefully designed to meet the objectives of the study. The questions addressed very specific issues. Prefacing discussion, the interviewees were offered a brief summary of the outcomes of the questionnaires.
This gave them the opportunity to discuss the results and identify additional issues. The secondary data will be referred from the previous articles, related books and journals that including theoretical context, frameworks and literature. Based on the collected data, the analysis will be conducted to find the problems regarding the quality and the cause of these problems. From analysing, the research will present the solutions and recommendations to motivation system of HNBC., JSC Contributions When the research is implemented, it will contribute the understanding about the importance of employee motivation.
By this research, the researcher hopes to contribute a little bit to improvement of labour force. It is used as the reference document for any company that want to complete and enhance employee motivation system. CHAPTER 1 LITERATURE REVIEW 1. Employees motivation and employee motivation creation 1.
Employee motivation Motivation is one of the most intensive studied topics in social science. Therefore, there are many different definitions of motivation, nevertheless, in this study, the author concentrated on the definition of motivation at workplace. Generally, motivation is psychological process that makes people from bore dome to interest. Bartol and Martin (1998) define motivation as a force that energizes behaviour, gives direction to behaviour, and underlies the tendency to persist.
John Baldoni, author of Great Motivation Secrets of Great Leaders, concluded that motivation comes from wanting to do something of one's own free, and that motivation is simply leadership behaviour-wanting to do what is right for people and the organization. According to Dr Anh. Bui Tuan, “Employee motivation is internal factors that stimulate people work with high efficiency. Manifestation of motivation are willingness, efforts, passionate to work hard and achieve both organizational and personal goals” [1].
Besides, with relation to the workplace, Ray Williams, writer of Psychology Today, defines motivation as, “predisposition to behave in a purposeful manner to achieve specific, unmet needs and the will to achieve, and the inner force that drives individuals to accomplish personal organizational goals” [2] Although the words of each author might be different from each other, they are all describing the same concept and have complementary aspects. In summary, motivation is a force that encouraging, directing, stimulating people work well to obtain their objectives. Additionally, it can be said that a motivated person will have specific set of actions to get their goals as well as organizational goals. The more motivated an employee is, the higher commitment of them to company is.2 Intrinsic motivation vs.
extrinsic motivation Motivation theorists usually classify motivation into two different types: extrinsic and intrinsic motivation based on the causes lead to behaviour (Calder & Staw, 1975; Deci, 1972; Porac & Meindl, 1982; Scott, Farh, & Podsakoff, 1988). Intrinsic motivation Intrinsic motivation refers to behaviours that are driven by internal rewards. For simply understanding, the reason explaining for reading book is that readers loves to do so and he has an interest in psychology and want to discover knowledge inside the book. In this case, this person is acting based upon intrinsic motivation.
"Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn, and actualize our potentials. Besides, according to Brown, 2007 "Intrinsic motivation refers to the reason why we perform certain activities for inherent satisfaction or pleasure; you might say performing one of these activities is reinforcing in-and-of itself. In workplace context, intrinsic motivation comes from the passionate with the job, excitement to each tasks and working makes people feel happy and psychological satisfaction.
Extrinsic motivation In contrast to intrinsic motivation, extrinsic motivation refers to doing something that is driven by external rewards such as money, fame, grades, and praise. Going back to the example in intrinsic section, the reasons for reading book of that man might be he wants to improve studying results. It means that he is studying to gain external reinforcement (good results). For academic definition, Brown, 2007 suggested that "Extrinsic motivation refers to our tendency to perform activities for known external rewards, whether they be tangible (e., money) or psychological (e.