(TIỂU LUẬN) THE REALITY OF MOTIVATING EMPLOYEES AT VIETTEL GROUP

Các yếu tố thuộc về cá nhân người lao động Motivation is understood as a system of policies, measures and management tipsthat affect employees in order to make employees motivated at wor

Subject: HUMAN RESOURCE MANAGEMENT

Teacher: Đặng Trương Thanh Nhàn Class: L13

MEMBER OF GROUP

Nguyễn Ngọc Mai Thi 050607190482Dương Thị Mỹ Linh 050607190223Nguyễn Thị Lan Anh 050607190033Nguyễn Lê Duy 050607190085

Lê Thị Kim Ngân 050607190287

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I INTRODUCTION 4

1 What is motivation? 4

II LITERATURE 6

1 What are the motivation and motivational concepts? 7

1.1 Motivation 7

1.2 Motivational concept 7

2 Analysis of factors affecting motivation for employees 8

2.1 Các yếu tố thuộc về cá nhân người lao động 8

2.2 Factors external to the business 9

2.3 Internal factors of the business 10

3 The process of creating motivation for work 13

3.1 Identify employee needs 13

3.2 Construction and motivational measures 14

3.2.1 Building a fair and just salary system 14

3.2.2 Build a suitable reward system 14

3.2.3 Build an attractive welfare system 15

3.2.4 Enhance work attractiveness through job design and redesign 15 3.3 Assess employee satisfaction and adjust motivational measures 16

III THE REALITY OF MOTIVATING EMPLOYEES AT VIETTEL GROUP 17

1 Overview of Viettel group 17

2 Analysis of the current situation of factors affecting motivation for employees at Viettel group 18

3 Advantages and disadvantages of elements 23

3.1 Advantages 23

3.2 Disadvantages 24

4 Recommending solutions for Viettel Group 24

REFERENCES 26

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I INTRODUCTION

Motivation refers to forces within an individual that account for the level,direction, and persistence of effort expended at work The processes that accountfor an individual’s intensity, direction, and persistence of effort toward attaining agoal

In the context of an increasingly competitive labor market, it requires humanresource managers to have many skills to use and develop human resources forbusinesses To attract and retain talent, businesses need to meet the needs andharmonize the interests of both sides

Viettel Group is one of the fast-growing and strong corporations in thetelecommunications market in Vietnam From a small business to now, it hasbecome a corporation holding the number one market share in Vietnam'stelecommunications market and gradually expanding the telecommunicationsmarket to the world In today's context, increasingly fierce competition requiresEnterprises must effectively use human resources, attract and motivateemployees The Group has taken measures to create motivation and control theactivities of the business

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• It is the passion, drive, energy and fire that burns within you thatkeeps you moving towards a certain goal.

• It's the power that makes you wake up every morning full ofenergy, ready to start your day and work toward accomplishing your goals

• Motivation means enthusiasm, eagerness, passion and excitement

Motivation is created by desire and ambition, therefore, if they are absent,motivation is also absent

Motivation is often triggered by external factors, such as reading aboutsuccessful people, a movie, a book, a certain event, or a small talk These factorsawaken a desire to take action, pursue a dream, or just perform a task

1.2 Motivational concept

Intrinsic motivation refers to motivation that is driven by an interest or

enjoyment in the task itself, and exists within the individual rather than relying

on any external pressure Intrinsic motivation has been studied by social andeducational psychologists since the early 1970s

- Advantages: Intrinsic motivation can be long-lasting and sustaining Efforts to build this kind of motivation are also typicallyefforts at promoting student learning Such efforts often focus on thesubject rather than rewards or punishments

self Disadvantages: Efforts at fostering intrinsic motivation can be slow

to affect behavior and can require special and lengthy preparation.Students are individuals, so a variety of approaches may be needed tomotivate different students It is often helpful to know what interests one'sstudents in order to connect these interests with the subject matter This

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requires getting to know one's students Also, it helps if the instructor isinterested in the subject.

Extrinsic motivation comes from outside of the individual Common extrinsic

motivations are rewards like money and grades, coercion and threat ofpunishment Competition is in general extrinsic because it encourages theperformer to win and beat others, not to enjoy the intrinsic rewards of theactivity A crowd cheering on the individual and trophies are also extrinsicincentives

- Advantages: Allows individuals to become easily motivated andwork towards a goal

- Disadvantages: Motivation will only last as long as the externalrewards are satisfying

2 Analysis of factors affecting motivation for employees

2.1 Các yếu tố thuộc về cá nhân người lao động

Motivation is understood as a system of policies, measures and management tipsthat affect employees in order to make employees motivated at work Motivatingemployees is the responsibility and goal of management When employees aremotivated to work, it will create the potential to improve labor productivity andwork efficiency

Employee motivation is influenced and influenced by many factors Thesefactors can be divided into three groups as follows:

- Group of factors belonging to employees, including: Attitudes and

views of employees at work and towards the organization; Employee's perception of personal values and needs; Capacity and awareness of the employee's own capacity; Employee personality traits.

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- Group of factors belonging to the job, including: The complexity of

the work; The degree of specialization of the work; The risk and level of risk of the job; Job stability.

- Group of factors belonging to the organization, including:

Organizational goals and strategies; Organization's culture; Leadership (opinion, style, method); Relationships between individuals in the organization; Policies were related to rights and obligations of employees, especially policies on human resource management.

2.2 Factors external to the business

- Legal environment:

The legal environment, including the state's legal policies and codes of conduct

on corporate social responsibility, has a great impact on employee motivation.Government law, especially labor law, is an important legal basis to ensure therights and obligations of the parties in the labor relationship, especiallyemployees when they are in a disadvantaged position than in labor relations

The law in general and the law on labor in particular, ensure that everyone hasequality in the labor market, against discrimination Fair and appropriate lawscreate fairness, a stable and peaceful life, and employees can work with peace ofmind because they will not have to fear unreasonable coercion by employers andthey cannot demand excessively from the employer

The Government needs to strengthen the legal system and especially the legalsystem on labor to ensure the rights of workers to create motivation for them tocontribute to the general development of the country

- Socio-economic environment:

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Economic factors such as economic cycle, living standards, inflation trends orfactors on socio-political stability can all affect labor motivation.

For example, when the economy is suffering from inflation, most workers willhave to try to work with the motivation of keeping their jobs, and organizationsmust have policies to ensure job stability and income income for workers if theywant to overcome the pessimism of workers in the economic downturn Ifworkers' safety needs are satisfied, their motivation to work will be higher

- Competition in the same industry:

Competing enterprises in the same industry influence labor motivation activities

in the enterprise through:

- Competition in business dominates the market, making it difficult forbusinesses to compete, reducing revenue, and making low profits, which leads to

a reduction in funding for motivational activities at these enterprises affectemployee motivation

- Policies to attract human resources, from the same industry, ways to pullhuman resources from enterprises in the same industry to work for them, andcompeting businesses in the same industry always want to take advantage ofhuman resources that have been established trained, experienced and competent

in several jobs requiring certain qualifications Therefore, enterprises must havethe policy to keep trained employees or source employees through measures tomotivate employees At the same time, due to the characteristics of the industryoperating in a highly competitive and dynamic environment, it also requiresemployees to always try their best or they will be fired

2.3 Internal factors of the business

Objectives and development orientation of the company:

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Each organization sets its own development goals and strategies To achieve thatgoal, it is necessary to highly promote the human factor in the condition thathuman resources are limited Therefore, the human resource management policy

in general and the labor motivation policy in particular of the organization must

be towards the above goals and development directions

The company's development goals and orientations are also guidelines for theinternal activities of the enterprise and the behavior of employees in theenterprise

Clear goals and development orientations will stimulate employees to define theirown goals and tasks, and foresee their future so that they feel more secure anddetermined in their activities

Views of company leaders on motivation:

A leader is the head of an organization or a collective and has the role of leading,orienting or directing, and building relationships among members of the samecollective operating under a certain system Therefore, the leader's point of viewhas a decisive influence on the policy-making of the organization

Promulgating a policy of labor motivation must therefore be based on theemployer's viewpoint on the issue of labor motivation

However, employers are not always right Many leaders believe that theiremployees have the responsibility and obligation to complete the work,disregarding motivational activities In such cases, it is easy to cause disunitybecause there is no favorable working environment based on good co-workerrelationships, or the enterprise's operational efficiency is not high At this point,the manager or consultant needs to demonstrate the benefits that motivationbrings to the organization to convince the employer

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The company's human resources policy:

Recruitment and placement of human resources, performance appraisal, trainingand development, remuneration, incentive and reward, labor welfare,occupational safety, and health all have a great influence great motivation towork

The development of a correct and reasonable human resource management policy

is essential for the successful implementation of the Company's goals To do so,human resource managers need to pay attention to human resource managementand attract employees to participate in the development of human resourcemanagement policies The policies must be scientific, clear, flexible, reliable,fair, and highly stimulating Only then will it affect the motivation of employees

This financial capacity is formed based on the revenue and profit of theenterprise from which benefits are deducted to support employees as well asperform activities related to labor motivation

Corporate culture:

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An enterprise, especially large-scale enterprises, comprises people with differentprofessional levels, cultural levels, awareness levels, social relations, andgeographical regions , cultural ideology it is this difference that creates adiverse and complex working environment.

Besides, with the fierce competition of the market economy and the trend ofglobalization, businesses are forced to survive and develop to constantly seeknew things, creating and changing accordingly reality

So how does an enterprise become a gathering place, promoting all humanresources, multiplying the value of each human resource, and contributing to thesustainable development of the business?

This requires businesses to build and maintain a specific culture that promotesthe capabilities and promotes the contribution of everyone to the achievement ofthe common goals of the organization Building corporate culture is also anindispensable requirement of the brand development policy because the corporateculture ima it will contribute to promoting the brand of the business

Corporate culture contributes to prestige, position in the market, dynamic andprofessional working environment will help employees to be proud of the placethey are dedicating, they will have a lot of motivation work more On thecontrary, if working in an environment that is too demanding or unprofessional,the morale of employees will also decrease accordingly

3 The process of creating motivation for work

3.1 Identify employee needs

According to Maslow, people are always dominated by five groups of needswith a hierarchy from low to high, but in which the strongest need at a certaintime will lead to human action and when a need is satisfied then it no longer

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creates a motivation, then another need becomes stronger and becomes a drivingforce for workers to act.

The working behavior of employees is also to achieve the satisfaction of theirown needs as well as a high salary, promotion opportunities, and respect fromothers Therefore, in order to motivate employees to work enthusiastically, it isnecessary to first determine what the needs and desires of the employees are forthe job, especially to determine which needs are the top priorities employees'first priority so that appropriate measures can be taken to satisfy those needs

In the collective, each employee is different in terms of gender, age, position,and professional qualifications and it is these different characteristics that willcreate different needs and wants for employees with the work of each worker.For example, the needs of a young employee who just graduated from college is

a high base salary, a job that is loved and highly satisfying, while the needs of alongtime employee with a lot of experience include bonus money

Every year, the safety of the worksite Therefore, in order to effectivelymotivate, it is necessary to determine which of the employees is the most urgentneed of the majority of employees in the company and then classify the needs.according to each target group such as the needs of management workers,workers' needs, the needs of male and female workers From there, build amotivational work plan in a reasonable manner, satisfying the needs ofemployees Urgent needs first, which need to be satisfied first, which needs later

The needs of employees can be determined through the survey method byquestionnaire with a system of pre-designed questions or through the method ofdirect discussion with employees On the basis of the collected results, it isnecessary to classify workers' needs according to target groups from whichappropriate measures can be designed to satisfy the needs of each target group

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3.2 Construction and motivational measures

Measures to motivate employees through satisfying their needs include:

3.2.1 Building a fair and just salary system

Wage is an important factor that any worker is interested in because it is atool to help people satisfy the basic needs of workers, which is the physiologicalneed in Maslow's hierarchy of needs Wages not only show the value of workbut also show the value of employees' status in the family, in the organization and

- Wages are determined on the basis of an agreement between theemployee and the employer based on the job position, the complexity of thejob, and the skills and experience of the person performing the work

3.2.2 Build a suitable reward system

A reward is a measure to motivate employees Employees who are rewardedwill feel excited in front of their professionals and colleagues, so they will bemotivated to try harder at work

The built reward system must ensure the following requirements:

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- Reward must be associated with the employee's work performance.People who are rewarded must be people who excellently complete theassigned work, and have good ideas.

- Regarding the reward, it should be conducted in a timely andtimely manner, the reward time should be conducted after the employeehas rewarded behavior as soon as possible It is necessary to showemployees that their efforts at work will bring high results and that resultswill be rewarded

3.2.3 Build an attractive welfare system

Welfare is the indirect remuneration paid in the form of life support toemployees Types of benefits have great significance in ensuring the life ofemployees as well as contributing to improving the material and spiritual life ofemployees, making them feel secure to work and spend more time at work work,being more attached to the organization, which leads to increased laborproductivity

- Enterprises must strictly implement mandatory benefits according

to state regulations such as health insurance and social insurance to ensure

to partially satisfy the safety needs of employees

- Enterprises should study to build and improve the quality ofvoluntary welfare programs so that they can better support the lives ofemployees, such as the program to build houses for workers or foremployees workers borrow money with low interest or no interest At thesame time, the welfare program must be clearly formulated andimplemented equitably for everyone

3.2.4 Enhance work attractiveness through job design and redesign

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