Internship report employee satisfaction in korean construction firm make a dream of actuality mda preview

Facebook @Dethivaonganhang www facebook com/dethivaonganhang FOREIGN TRADE UNIVERSITY FACULTY OF BUSINESS ADMINISTRATION *** INTERNSHIP REPORT MAJOR INTERNATIONAL BUSINESS ADMINISTRATION EMPLOYEE SATI[.]

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FOREIGN TRADE UNIVERSITY FACULTY OF BUSINESS ADMINISTRATION

-*** -INTERNSHIP REPORT

MAJOR: INTERNATIONAL BUSINESS ADMINISTRATION

EMPLOYEE SATISFACTION IN KOREAN CONSTRUCTION FIRM

MAKE A DREAM OF ACTUALITY (M.D.A)

Class: A15 – Advanced Program Cohort: K50

Instructor: Pham Thi My Dung

Hanoi, 4th August 2014

TABLE OF CONTENTS

INTRODUCTION 1

CHAPTER 1: LITERATURE REVIEW 2

1.1.Definition of Employee Satisfaction 2

1.2.Importance of Employee Satisfaction 3

1.3.Factors determining Employee Satisfaction 4

1.4.Measurement of Employee Satisfaction 8

CHAPTER 2: CURRENT SITUATION IN CONSTRUCTION FIRM M.D.A 10

2.1.Introduction of the company: 11

2.2.Analysis of M.D.A case 12

2.2.1.Application of determining factors in M.D.A 13

2.2.2.Herzberg’s Theory application in the case of M.D.A 16

2.2.3.An SWOT evaluation of Employee Satisfaction in M.D.A: 20

CHAPTER 3: RECOMMENDATION 22

3.1.HR Policy 22

3.2.Corporate Culture 24

3.3.Herzberg Motivator-Hygiene Factors 24

SUMMARY 25

REFERENCES 26

INTRODUCTION

This report purpose is to fulfill the internship requirement for the Advance Business Administration Program in Foreign Trade University Moreover, it is also a research paper to show how the student understands of the practical business world In particular, the main focus of this report will be about employee satisfaction study in one actual Korean enterprise; therefore, to create a firm background for later dissertation purpose The content of the report covers the student’s five-week observation of M.D.A Employee Satisfaction in relation with the firm Human Resource

Satisfaction as the main topic that she wishes to discuss in her report Since the number

of Korean enterprises doing business in Vietnam is increasing, the need to understand both culture and how to implement HR practice effectively in order to achieve the optimal is essential for each company to realize Being aware of the situation, the student has taken advantage of the internship opportunity to gain more insight knowledge and later, to build her foundation in human resource learning Due to the large number of branches that M.D.A Group owns, only M.D.A E&C branch will be considered in this report In order to gain a closer look on what is the situation of employee satisfaction in the construction firm M.D.A, the student decided to research

on the two main factors which are the company HR policy and the cultural mixture of Korean and Vietnamese in the firm Among popular methods which are commonly used to evaluate job satisfaction such as Theory X & Theory Y, McChelland’s Theory

of Needs, Two Theory Factors, etc… Only Herzberg Motivator- Hygiene Theory will

be take priority in this report

CHAPTER 1: LITERATURE REVIEW

As the economy gains momentum and businesses begin expanding once again, employers are recognizing the increasing importance of retaining their talents who are highly performers in the corporation as well as the opportunities that each employee hold in create prospective outcome in productivity and profitability The key to keeping and raising these valued and potential employees is to maintain a high level of job satisfaction Therefore, HR professionals play an integral role in ensuring the appeal of the firm working environment The practices, policies and the programs that the company establishes are the foundation for efforts throughout the organization to maintain high morale and retain, develop staffs Most people do not leave their employers for one single reason alone A combination of what happens in the office normally shapes an individual’s perceptions about their status in particular and about the company in general Therefore, the need to identify what is employee satisfaction and gradually advance their HR practice is the most unpleasant challenge that each HR professional has to face in today international business

In 1976, Locke defines Employee Satisfaction or Job Satisfaction or Employee Attitude as a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences However, Schneider and Snyder back in 1975 defined Employee Satisfaction as a personal evaluation of conditions present in the job, or outcomes that arise as a result of having a job On the other hand, Dressler in 2007 referred that Employee Satisfaction is a positive feeling each employee have towards their jobs resulting from a valuation of its characteristics A person with high level of

job satisfaction holds positive feelings about their jobs, while a person with low level holds negative feelings

Employee Satisfaction thus, has to do with an individual’s perception and evaluation of one’s job, and this perception is influenced by the person’s unique circumstances like needs, values and expectations Those common facets commonly are the nature of work, supervisions, present pay, promotion opportunities and the relationship within the organization People will evaluate their jobs on the basic of factors, which they regard as being important to them

In today business world, employees contribute to the uniqueness and originality

of each company, which helps them to distinguish themselves to other competitors Obviously, Employee Satisfaction implies higher quality of service; furthermore, in other industrial fields or construction, Employee Satisfaction assures higher performance which leads to more effectiveness and efficiency in production and operation Employee Satisfaction can have impacts on various aspects of HRM such as Job Performance, Customer Satisfaction, Absenteeism and Turnover Despite the fact that there are some researchers who are in doubt of the relationship between Employee Satisfaction and Job Performance, most of them are convinced that happier workers are more productive workers In the case of service industry, the relationship between Employee Satisfaction and Customer Satisfaction is almost impossible to ignore since the service provided by the staffs themselves reflects the outcome in consumers’ emotion In other non-service industry, the relationship is harder to notice; however, none of the managers can deny its existence since positive attitude at the office does increase the productivity and competencies of the employees

Moreover, Employee Satisfaction plays vital part in drawing and preserving consumer satisfaction and loyalty Employees are encouraged to “create fun and a little