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Frederic Herzberg, Dual factors theory
are: maintenance factors of external satisfactions and motivation factors - internal
Motivation factors: It is these factors that create satisfaction, such as:
recognition, achievements, work it self, responsibility, advancement, growth,
responsibilities and functions of the labor progress. They are the basic needs of the
workers participating in work. These characteristics of motivation factors, if they are
not fulfilled, they can lead to dissatisfaction, and in contrary, if they are satisfied,
they will have the effect of motivating human working.
Maintenance factors: It is external environment of satisfactions of working
force, such as: working regulations; salary; working conditions that lead to
satisfactions. These factors, whether they are well-organized to meet employee
efforts or they are not well-organized to be not satisfied with the work of the
Herzberg makes a job enrichment program as a method of applying the theory
of his motivating factors. This program includes making the work of intensively
challenging by allowing employees to participate in a more positive and have more
autonomy in their work. This will give them the feeling of complete and more
3. The links between two theories
From a theoretical basis beyond, we can find the relationships between the two
theories: the links between desire of Human need and the Motivation to get, which
decide human behaviors, in general. Maslow pointed out in every individual always
in need and it is divided into 5 levels from low to high. Herzberg stressed two
factors that motivation and maintenance.
When people have already satisfied this element, they will raise higher
demands the previous levels. However, to satisfy the demand is still a big question.
Their needs and motivations associated with goals that they set will constitute their
behavior. So if in a enterprises, policies that ensure good employees will stimulate
workers to work. Their behavior will have a positive impact on the operation of
enterprises. On the other hand, if the list's policy without any discussion in
enterprises to meet the demands, workers will not be able to stimulate their
enthusiasm to work.
Maslow's theory has been widely recognized, especially in management and
administration. It is accepted by the logic and the ease with which people can use
intuition to understand this theory. Maslow's hierarchy of needs system is used by
many managers as a guiding tool to motivate employees.
As for Frederic Herzberg theory study showed that besides the physical
benefits such as salaries, bonuses are also a variety of other factors motivate
employees as a promotion, work itself, achievement, shall all have a direct impact
on the labor force. When employees feel their job, their responsibility for the
organization and feel more respect they will be responsible for working with the
enthusiastic fervor and more efficient.
III. REAL WORKING MOTIVATION COMPARISONS
3. Hai Phong Finance Bureaus, Overview
Hai Phong Finance Department is a specialized agency of the People's
Committee of Hai Phong city with the mission to advise the City People's
Committee of state finance managements on the city in the areas of revenue and
expenditure books; management and asset prices; corporate financial management;
inspection financial control activities.
Organizational structure: consists of 01 general director, 03 deputy directors, 08
departments: the Budget Department, Office Administration, District Budget
Department, Inspection Price Department Bureaus, Investment Department,
General Administrative organization, Corporate Finance Department and 02
subordinate enterprises: financial and Lottery Investment Company, Pricing
Appraisal and Consultancy company. Organization number of employees 107
4. Working motivation problems
Identify the importance and the role as well as meaning of work motivation in
the work, the Party Committee and the General Directors direct to build the specific
functions of each department, facilitating department to ensure work with assigned
uniform system, fair and reasonable treatments and culture to avoid overlap between
the parts. Building Regulations work, recruitment Regulation, mechanisms to
encourage advanced learning qualification, Regulation reward and internal spending
regulations with the goal of creating a motivating employees engrossed in work,
effort and contribution to the collective minds together to fulfill the functions
assigned city. However, besides that also raises a number of negative issues in the
motor work, in particular:
Because of the qualification, limited working attitude on the part of officers,
such as: high age but remaining at work time: not be trained to the high quality of
the work is not. In addiction, payment terms of state owner based on working time
but achievements and working results as well as and the level of training. Otherwise,
several employees recruited by senior relationships, as family relationships so they
lack enthusiasm in work, trust, dependence, work quality are not high, even lack of
working motivation. These employees cause a bad effect to other one, so they can
not see the positive factors to commend as well as interesting working benefit to
overcome, but feel unfair, less motivated and upset. On the other hand,
psychology analysis, as young staff are inexperienced, so superficial conservative
leadership communication also leads to qualified young staff really do not have the
opportunity to contribute and express themselves to facilitate development.
Lack of having the regulations of human management flexible, which can lead
the unchanged position in work field, and then most likely they will be not
interested in and excited in improve productivity and efficiency needed. They work
with a sense of indifference, apathy is somewhat irresponsible. Proactive approach
and improve the qualifications to be active in the new work environment. This is
also called as common pacts in the workplace, but are not interested in performing
at the unit.
3. Recommendations to motivate working efforts
- Building working functions and describes the specific details of each job
position: functions, tasks and working descriptions created accurately in detail
plans, create the participation of the staff and leadership make conditions for each
location to determine the work to be done as the basis for evaluating the results
correctly. And should take the initiative to create more diversity and richness in the
work of employees by increasing the complexity of the task, expanded powers and
responsibilities to them.
- Change regularly working sense of creations
Rotating regularly working positions combined with guidance staff to work together
as well as a manager's efforts to help find a sense of inspiration, inspire learning of
employees and scheduled upgrade positions of resources dynamically when there
are changes in HRM.
- Supporting employee chances to develop
Employees always look forward to have a good working condition and interesting
environment to work, gain experience; upgraded position, as well as earn more
money for life. Besides, they also need love in work, relationship and belonging
organization, therefore, if managers who know to encourage them whether a master
or a lack experienced staffs, it will build a respect and trust from all organization.
- Developing organization culture:
Managers should care to their organization by building the collective and interested
in working. Build a typical culture of the organization to raise working inspiration as
well as the good recognitions of each individual to their corporation to organization,
which make employee more self confident, creative at work, ans solve problems.
Recognized working achievements:
Recognition individual achievements to award and motivate. To manage working
efficiency by achievement, benefits and individual responsibilities and assigned
tasks to control the damages as well as benefits that each individual gain for
In general, motivation art is same with Human Resources Management
efficiency. Motivation, itself managers the application it good or bad, suitable with
cases, any terms and for every people, depends on each organization techniques.
If there create an interesting environment for working, which can individual
character and exploit their abilities in working inspirations. People are always
influenced by life circumstances and work conditions. There has a sequence of
predictable behavior through changing circumstances, work, but there contain
unpredictable behaviors chain, which impact the deep and large influences on
performance. That is called organizational behavior. It is understood that the
behavioral aspects of governance, including behavioral studies, the attitude of man
to man, man in the group, and people, with organized groups. There the conclusion
that: good work always creates satisfactions and create good human behaviors.
In favorable conditions, everything will become sublimated and developed. But the
difficulties are creating many challenges and potential risks. People will express
negative behaviors. And administrators must also struggling hard to find the right
directions in the management of the crisises.
Im grateful to thank to lecturer, PGS. TS Tran Van Binh for his love in speading
knowledge and management experience to Vietnamese managers.