What factors affect to the motivation at kiengiang lottery company

Over the years KienGiang Lottery Company has made efforts to motivate employees.. However the work motivation for employees is still limited shortcomings: the regime pay, reward and bene

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EXECUTIVE SUMMARY 5

CHAPTER I - INTRODUCTION 6

1 C OMPANY BACKGROUND 6

2 R ESEARCH A IM AND Q UESTION 11

3 R ESEARCH SCOPE 12

4 R ESEARCH M ETHODOLOGY 12

CHAPTER II – LITERATURE REVIEW 13

1 B ASIC T HEORY 13

V ROOM ’ S EXPECTANCY THEORY 19

CHAPTER III – METHODOLOGY AND DATA COLLECTION METHOD 24

1 M ETHODOLOGY 24

2 R ESEARCH PROCESS : 24

3 Q UANTITATIVE RESEARCH : 28

CHAPTER IV RESULTS, FINDING AND PRESENTATION OF DATA 29

1 I NSPECTION OF THE RELIABILITY OF THE SCALE 29

2 A NALYSIS EFA (E XPLORATORY F ACTOR A NALYSIS ) 29

3 S CALE FACTORS AFFECTING WORK MOTIVATION 30

4 EFA ANALYSIS OF FACTORS AFFECTING WORK MOTIVATION FOR EMPLOYEES 31

CHAPTER V DICUSSION AND ANALYSIS OF FINDING 33

1 C ONSIDERING THE CORRELATION MATRIX BETWEEN FACTORS 33

2 T HE COMPATIBILITY OF MULTIVARIATE REGRESSION MODELS 33

CHAPTER VI RECOMMENDATION AND CONCLUSION 34

1 S OME M EASURE TO IMPROVE THE MOTIVATION TO WWORK FOR EMPLOYEES IN COMPANY : 34

2 L IMITATION 37

ACKNOWLEDGEMENTS

First of all, I would like to express my deepest gratitude to my advisor, Dr Hung Bui for his excellent guidance, caring, patience, and providing me with an excellent atmosphere for doing research His wisdom, knowledge and commitment to the highest standards inspired and motivated me What I have learnt from him is not only academic course, including research method, academic writing and resources of top global studies and papers, etc., but also the social skills, self-research management and truly advices for my life, my research, my job, and so on

In addition, I would like to express my special thanks to all the professors in the MBA course With their knowledgeable and intelligent comments, the current dissertation is much better refreshed with a lot of new ideas and views

With time and abilities are limited, This Dissertation inevitable shortcomings I hope to receive your sincere comments

Once a gain, thank all for your help

WHAT FACTORS AFFECT TO THE MOTIVATION AT KIENGIANG

In the current stage of the organization of human resources plays a very important role, which is a decisive factor in the success or failure should be the business of the organization Motivational problem for workers is key to the success of the business

Over the years KienGiang Lottery Company has made efforts to motivate employees However the work motivation for employees is still limited shortcomings: the regime pay, reward and benefits, commissions for employees and lottery agents in the company not much has changed, no harmony between the interests of the company and benefits of workers

CHAPTER I - INTRODUCTION

Sales of the Company Lottery through the release of this kind of lottery tickets, was organized on the principle of collecting enterprises participating customer bonuses and pay rewards to customers based prizewinners on random winning results The company also recorded lottery business as other businesses However, the business line specific and conditions of business should operate lotteries also be governed by a system of specific legislation

Company Limited A Member is a special form of limited liability companies Under the provisions of the law of Vietnam, a limited liability company a member of the enterprise by one organization as an owner; Owners are responsible for the debts and other property obligations of the enterprise within the scope of the charter capital of the enterprise owners of the company may transfer all or part of the charter capital of the company for the organization or individual Limited liability company members gain legal status after being granted business registration certificates Limited liability

company member is not entitled to issue shares Owners of companies not directly withdraw part or all of the capital contributed to the company Company owner may only withdraw by myriad transfer part or all of the funds for other organizations or individuals Owners of the company not to withdraw the company's profits if the

company fails to pay all debts and other property obligations which are due Depending

on their size and business lines, organizational structure of internal management of a limited liability company a member include: Board of Directors and directors or

company presidents and directors

Ltd a member of the Lottery is a special class enterprise of the State in which the lottery is the exclusive business area of the State The centrally-run local establishment Co., Ltd a member of the Lottery and business organizations under the market

mechanism with 3 regions: North of 29 companies (from Ha Tinh out); South of 21 companies (from Binh Thuan, Lam Dong southwards); Central consists of 14

companies Each region formed a committee with representatives lottery is the

leadership of the lottery company, which elects its standing to lottery operations area Co., Ltd a member Lottery State-owned, the People's Committees of provinces and cities under central authority is the owner of the State capital in the Company, the Ministry of Finance to manage activities on the basis of most of the policy mechanism,

a type of lottery

The role of the lottery sector for economic development - social, national

reconstruction

Right from its inception, the lottery industry has contributed significantly to the

development of economic construction and national reconstruction Each year the lottery company, the business agent and exchange lottery winning numbers and prizes for both individuals have contributed to the state of not less taxes and those taxes are used to invest constructions of social security

We can imagine, a new school was built spacious, a bridge spanning the stream

certainly or clinic to be built in remote mountain areas, remote islands where there is

a close significant contribution of lottery industry modernization

- Lottery investment contributes to social welfare

The important role of the lottery that is a significant part of revenue from this activity

is used to invest in service of social welfare, such as culture, health, education The

Giang Lottery is one of the units with ticket sales relatively high number in the region should budget resources and social welfare are enormous

- Lottery is one of the tools to regulate currency circulation, redistribution of national income

In the area of lotteries, retail purchases lottery tickets is done in cash Therefore, the lottery is a useful tool to help the State to regulate the monetary circulation The

company has two lottery cash flow primarily to: mortgage payment guarantee and pay the fare, so the money was quickly withdrawn from circulation in large amounts

contribute to the implementation of policies to curb inflation in macroeconomic

executive government

Lottery distribution function in the form of income voluntarily Join the hope luck life changing, players have the same contribution to the revenue of the lottery to help the poor in the form of: building houses for the poor, educational scholarships, medical assistance Or contribute State and construction of public welfare, such as rural

transport projects, hospitals, schools Lotto is a bridge to convey the support of the community to implement poverty reduction objectives of the government

- Helping to create jobs for workers

According to the survey results, each year the lottery industry has created thousands of jobs for workers including those who labor with poor health but wanted to make

money on their own strength

For those who have little capital, they can practice by opening the ticket dealer from which the commission from holding company Particularly for individuals

disadvantaged tight financial conditions, they can still get the job with enough income living selling lottery tickets

We can say: Career lottery business is less demanding job and there are no strict

requirements With diverse forms of wholesale, even if you are, you have situations

like the lottery industry still gives you the opportunity to make money like everyone else

The unit's role in the process of economic development - society of Kien Giang

Follow compliance with policies and guidelines of the Party and plans of the People's Committee of Kien Giang province set out, in recent years the Company Limited

Member of Kien Giang Lottery is one of the leading unit the completion and exceeding targets state budget, contributing greatly to the economic development of the socio - Kien Giang province Ever since 2000 the company paid 88.9 billion budget of 2014 the company paid 800 billion budget is nearly 10 times higher than in 2000 and nearly 16% contribution to the general budget of the province Specifically on the budget of the Company over the years as follows:

0 50.000

0 100.000

The company's human resources Kien Giang Lottery

Through the years 2010-2015, the number of employees of the year there is an

increasing labor structure by gender, age, level of reasonable steps to meet the mission requirements of business, geographical expansion Total number of employees by the end of 2016 is 93 people Number of female employees is 43 people (48.39%) Number

of trained staff from intermediate upwards of 74 people (79.57%)

Company kiengiang lottery business is a 100% state capital operating mainly in the field of trading all kinds of lotteries, is an area with many features separate lines and features

Over the years the company kiengiang lottery has made efforts to motivate employees, but besides achievements, still exist some shortcomings in this work The motivation requires frequent attention.Based on that, I chose the topic " WHAT FACTORS

AFFECT TO THE MOTIVATION AT KIENGIANG LOTTERY COMPANY?"

3 Research scope

- Time: This study was carried out during the period from the date of 12/2016 until 02/2017 The data in the thesis carried out from 2014 to 2016 year

- Space: This study was conducted at the company Kien Giang Lottery

- This research learn the needs of workers and refers to the status of labor motivation directly at KienGiang lottery company with the tools motivate employees

Giving research model results and proposed measures to improve the work of

motivational work for the workers in the enterprise

CHAPTER II – LITERATURE REVIEW

1 Basic Theory

Currently there are many different definitions of motivation to work:

According Vroom (1964) motivation is formed when state employees expect that they will get the result, as desirable reward if their efforts to implement the work

According to Mitchell (1982) he said: Motivation is a degree to which an individual want to achieve and choose to align his behavior

According to Robbins (1993) Motivation is the willingness to exert efforts to achieve the highest goals of the organization, provided that the organization must be able to satisfy some personal needs

According to Mullins (2007) Motivation can be defined as an inner motivation can stimulate individuals to achieve goals to accomplish some of the needs or expectations

 Hierarchical theory of Abraham Maslow's needs

 Li's two-factor theory Herzberg

 Theory Victor Vroom expectations

 Equity theory of J Stacy Adams

 The theory of positive reinforcement B.F.Skinner

Maslow’s Need Theory

Abraham Maslow proposed the theory of motivation and job satisfaction more than

60 years ago He said that human needs are arranged in a hierarchy of desires, wants and needs This hierarchy is organized by the most basic to the highest (1) physiological needs, (2) safety or security needs, (3) social and belonging or affiliation needs, (4) self-esteem, ego or status needs and (5) the need for self-actualization (Maslow 1987, D’Souza, 1989 and Mbua, 2003)

Some years later, Lunenburg and Ornstein (2004) restated five needs of Maslow’s theories into organization contexts, which can be applied in a school or a business unit

According to the study of Morgan (1986, 40), he again confirmed employees are people with complex needs that must be satisfied if they want to lead full and healthy lives and to perform effectively in the workplace He shows how Maslow’s theory can be applied in workplaces

Maslow’s Theory in Organizations; Source: Morgan (1986, 43)

The Herzberg’s Two- Factors Theory

Frederick Herzberg (1923-2000), clinical psychologist and pioneer of “job enrichment”, is regarded as one of the great original thinkers in management and motivational theory Frederick I Herzberg was born in Massachusetts on April 18,

1923 His undergraduate work was at the City College of New York, followed by graduate degrees at the University of Pittsburgh Herzberg was later Professor of Management at Case Western Reserve University, where he established the Department of Industrial Mental Health He moved to the University of Utah's College of Business in 1972, where he was also Professor of Management He died

at Salt Lake City, January 18, 2000

Attitudes and their connection with industrial mental health are related to Abraham Maslow's theory of motivation His findings have had a considerable theoretical, as well as a practical, influence on attitudes toward administration According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work; for example, those needs associated with minimum salary levels or safe and pleasant working conditions Rather, individuals look for the gratification of higher- level psychological needs having to do with achievement, recognition, responsibility,advancement, and the nature of the work itself This appears to parallel Maslow's theory of a need hierarchy However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena This theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in dissatisfaction

Frederick Herzberg's book “The Motivation to Work”, written with research colleagues Bernard Mausner and Barbara Bloch Snyderman in 1959, first established his theories about motivation in the workplace Herzberg's survey work, originally on 200 Pittsburgh engineers and accountants remains a fundamentally important reference in motivational study The study involved only 200 people, Herzberg's considerable preparatory investigations, and the design of the research itself, enabled Herzberg and his colleagues to gather and analyze an extremely sophisticated level of data

Herzberg's research used a pioneering approach, based on open questioning and very few assumptions, to gather and analyze details of 'critical incidents' as recalled by the survey respondents He first used this methodology during his doctoral studies at the University of Pittsburgh with John Flanagan (later Director at the American Institute for Research), who developed the Critical Incident method in the selection

of Army Air Corps personnel during the Second World War Herzberg's clever open interviewing method gleaned far more meaningful results than the conventional practice of asking closed (basically yes/no) or multiple-choice or extent-based questions, which assume or prompt a particular type of response, and which incidentally remain the most popular and convenient style of surveying even today - especially among those having a particular agenda or publicity aim

Herzberg also prepared intensively prior to his 1959 study - not least by scrutinizing and comparing the results and methodologies of all 155 previous research studies

Herzberg expanded his motivation-hygiene theory in his subsequent books: Work and the Nature of Man (1966); The Managerial Choice (1982); and Herzberg on Motivation (1983)

Significantly, Herzberg commented in 1984, twenty-five years after his theory was first published:

“The original study has produced more replications than any other research in the history of industrial and organizational psychology” (source: Institute for Scientific Information)

The absence of any serious challenge to Herzberg's theory continues effectively to validate it Herzberg's central theory is very relevant to modern understanding employer/employee relationships, mutual understanding and alignment within the Psychological Contract

Herzberg’s two factor theory (Schultz et al., 2003)

Vroom’s expectancy theory

Victor H Vroom (1964) defines motivation as a process governing choices among alternative forms of voluntary activities, a process controlled by the individual The individual makes choices based on estimates of how well the expected results of a given behavior are going to match up with or eventually lead to the desired results Motivation is a product of the individual's expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence Expectancy theory proposes that an individual will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be In essence, the motivation of the behavior selection is determined by the desirability of the outcome However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements This is done before making the ultimate choice The outcome is not the sole determining factor in making the

Over the past Research work motivation

Boeve's research (2007): Boeve (2007) conducted a study of motivational factors

of the faculty physician assistant training at the Medical School in the US on the basis of use of two-factor theory of Herzberg and descriptive indicators work (JDJ)

by Smith, Kendall and Hulin (1969) Accordingly, motivational factors are divided into two groups: internal factors include the nature of work, opportunities for

training and advancement and external factors including team salaries, the support of their superiors and relationships Contacts with colleagues

Marko Kukanja Research (2012): Marko Kukanja (2012) has conducted a study

of factors affecting the motivation of the staff working in the tourism service sector

in the coastal region of Slovenia Piran Research was conducted on 191 employees working in bars, restaurants, cafés, the results showed that salary is the most

important factor, followed by social benefits and flexible working time operations; training elements are rated the least important

Shaemi Barzoki Research (2012): Shaemi Barzoki (2012) have analyzed the

factors affecting employee motivation based on Herzberg's theory 7 Factors

affecting work motivation of employees whose authors recommended including job security, corporate policies, relationships with colleagues, supervisors and

relationships with superiors, conditions work, personal life, salary and bonus