Thực trạng và giải pháp nâng cao Ý thức, trách nhiệm tham gia hoạt Động Đoàn tại ngân hàng tmcp Đầu tư và phát triển việt nam
Thesis Rationale
In modern banking, union activities are crucial for fostering internal unity and demonstrating social responsibility The Bank for Investment and Development of Vietnam (BIDV) stands as one of the country's largest and most reputable banks The BIDV Youth Union, operating under the Central Business Block Youth Union, has successfully established a comprehensive youth union system in 2023, incorporating 119 organizations and 5,303 youth members by April 15 By December 1, 2023, the BIDV Youth Union expanded to 245 affiliated organizations with 12,432 members, leading the DNTW Youth Block in union branches During the 2017-2022 term, BIDV youth contributed 4,285 ideas and initiatives, with 1,543 evolving into research and improvement projects, while implementing 972 youth projects, donating 4,397 blood units, and executing social programs with a budget nearing 50 billion VND.
A total of 721 individuals were welcomed as new Party members, reflecting the impactful initiatives undertaken by the BIDV Youth Union These movements have played a crucial role in achieving political objectives, enhancing BIDV's operational efficiency, and fostering sustainable growth, thereby solidifying the bank's leadership in the industry.
Joint Stock Commercial Bank sector by operational scale; creating positive, comprehensive changes in Union work
On March 20, 2024, the Ho Chi Minh Communist Youth Union of BIDV held the "Journey of Aspiration" dialogue forum in Hanoi, facilitating a discussion between BIDV's leadership and the youth within the organization Key topics included youth proposals, insights on BIDV’s development strategy for 2025, vision for 2030, digital transformation, human resource management, and corporate culture Participants addressed challenges and suggested solutions for system issues, along with recommendations for policies and work environments for young staff and Union members The BIDV leadership responded to these proposals, highlighting their commitment to supporting Union activities and addressing the aspirations of the youth.
The BIDV Youth Union encounters several challenges, including a lack of strong self-awareness among employees regarding their participation in Union activities The organization's policies have not successfully engaged employees, leading to a diminished recognition of the importance of Union involvement Consequently, many employees lack the motivation to participate actively Furthermore, the Bank has not prioritized the training and development of Union cadres, resulting in a deficiency of experience and skills among most Union leaders at BIDV.
The author selected the topic "Current Situation and Solutions to Enhance Awareness and Responsibility in Youth Union Activities at the Joint Stock Commercial Bank for Investment and Development of Vietnam" for their master’s thesis to address critical issues and propose effective strategies for engagement.
Literature Review
Relevant Research
A study by Nguyễn Thị Lan (2018) examined the correlation between employee participation in union activities and their job satisfaction and work performance in Vietnam's commercial banks The findings revealed a positive relationship, indicating that employees who engage actively in union activities feel more connected to their organization and colleagues Additionally, higher participation in these activities correlates with improved work performance, evident in task completion and meeting work targets The study recommends that banks enhance union activities and implement incentive policies to boost employee participation, thereby improving both job satisfaction and overall work performance.
Trần Văn Hòa's thesis (2020) explored the factors influencing employee participation in commercial banks, highlighting key elements such as organizational culture, management policies, training and development, and individual psychology The findings indicated that all surveyed factors positively impact employee participation, with organizational culture and management policies being the most significant Additionally, employees who engage actively in union activities tend to exhibit higher work performance and a stronger connection to their organization The study recommends that banks enhance their organizational culture, implement policies that encourage participation, and facilitate employee access to training programs.
Edgar Schein, a prominent researcher in organizational culture, defines it as a system of shared values, beliefs, rules, and norms within an organization This culture significantly impacts employee behavior, attitudes, and participation in organizational activities Schein (2010) highlights that a positive organizational culture fosters increased employee participation, as individuals who feel valued are more likely to engage in collective and union activities Additionally, such a culture creates a supportive environment where employees feel comfortable sharing ideas and participating in group activities Furthermore, a strong organizational culture enhances cohesion among members, leading to greater involvement in union initiatives.
Kahn (1990) introduced the concept of "engagement" in the workplace, defining it as the degree to which employees feel connected, attached, and committed to their work and organization Engagement extends beyond mere task completion; it encompasses employees feeling valued and respected, which significantly impacts their dedication to the organization Engaged employees not only fulfill their responsibilities but also strive to exceed expectations, actively participate in projects, and contribute to a positive organizational culture Furthermore, they tend to experience higher job satisfaction, leading to reduced turnover rates and enhanced organizational stability Kahn's concept of engagement serves as a crucial theoretical framework for understanding the dynamic relationship between employees and their organizations.
Phạm Thị Hương's 2021 thesis investigated employees' perceptions of union activities in banks and their influence on participation and dedication Utilizing a quantitative survey, the research gathered data from employees at various commercial banks Key factors influencing perceptions included supportive policies that highlight the value of union activities and effective training and communication programs that clarify their goals and benefits The study concluded with recommendations for banks to enhance union activities and improve policies and training programs to boost employee awareness and participation.
Nguyễn Văn Sơn's thesis (2022) investigated the sense of responsibility among employees participating in union activities within commercial banks, employing quantitative methods through a questionnaire directed at bank staff The findings revealed that most employees exhibit a strong sense of responsibility, demonstrated by their active engagement in group activities and collaboration with colleagues This heightened sense of responsibility not only boosts participation in union initiatives but also enhances employees' commitment to their organization Key factors influencing this sense of responsibility were identified, with organizational culture playing a significant role.
A positive and supportive workplace culture significantly enhances employees' sense of responsibility towards union activities Effective leadership plays a crucial role by encouraging and recognizing employee participation, which fosters a greater commitment to these initiatives Additionally, implementing clear incentive policies that promote engagement in union activities can further strengthen this sense of responsibility Therefore, it is recommended that banks prioritize the creation of a positive work environment and the development of incentive programs to boost employee involvement and accountability.
Research Gap
Despite numerous studies on union activities within organizations, research specifically targeting the Bank for Investment and Development of Vietnam (BIDV) remains scarce Existing studies tend to be broad and overlook the unique characteristics and realities of BIDV, resulting in a lack of tailored solutions for the bank's specific context Furthermore, many analyses focus solely on key factors like organizational culture and incentive policies, neglecting to comprehensively address other influential elements.
- Personal psychology: Employee participation levels also depend on personal motivation, belief in union activities, and job satisfaction
- External factors: External economic, social, and legal factors can affect the awareness and responsibility of employees in participating in union activities
The identified research gaps highlight the necessity for an in-depth examination of union activities at BIDV Addressing these gaps is crucial for establishing effective strategies to improve staff and employee awareness and participation in the bank Consequently, this research serves as an essential, original study that contributes uniquely to the field.
Research Objectives
This study aims to assess the awareness and responsibility of BIDV employees in engaging with youth union activities By evaluating the current state of participation, the research seeks to propose targeted and effective solutions for enhancing employee involvement.
This study aims to examine the internal and external factors influencing employees' awareness and responsibility in engaging with youth union activities at BIDV Key factors include the working environment, organizational policies, leadership and management practices, as well as personal training and development opportunities.
The study aims to present targeted solutions to boost employee awareness and responsibility in engaging with union activities Proposed strategies will encompass human resource management practices, comprehensive training and development programs, and initiatives designed to promote active participation among employees.
The study aims to assess the effectiveness of the proposed solutions and offer recommendations for enhancements as needed Its goal is to deliver specific and practical contributions to enhance union activities at BIDV, while also fostering unity and improving work efficiency within the organization.
Research Subjects
The role of the Youth Union in management activities at BIDV's Head Office, located at 194 Tran Quang Khai, Ly Thai To Ward, Hoan Kiem District, Hanoi.
Research Scope
- Spatial Scope: BIDV's Head Office, located at 194 Tran Quang Khai,
Ly Thai To Ward, Hoan Kiem District, Hanoi
This study examines the influence of the Youth Union on business management at the Bank's Headquarters located at 194 Tran Quang Khai, Ly Thai To Ward, Hoan Kiem District, Hanoi, during the period from 2021 to 2023 It aims to propose solutions that enhance employee awareness and responsibility regarding participation in union activities, with a vision extending to 2030.
Research Methods
Data Collection Strategy
Secondary data collection encompasses both internal and external sources Internal data includes introductory documents from BIDV, statistics on employee participation in union activities, and the annual programs of the BIDV Youth Union External data comprises articles, journals, and academic theses published online and in print, focusing on youth awareness and responsibility in union activities, as well as research related to the awareness and responsibility of union members at bank branches.
- Primary Data Collection: The thesis collects primary data through questionnaire surveys
+ Survey Content: Structured questions are used to collect data on awareness, consciousness, participation behavior, and evaluation of the effectiveness of union activities
+ Sample Size: 300 union members working at BIDV's Head Office, located at 194 Trần Quang Khải, Lý Thái Tổ Ward, Hoàn Kiếm District, Hanoi
The survey will be conducted over a one-month period, from March 1 to April 1, 2024 Utilizing online surveys, data will be collected from a random sample of BIDV employees, enabling the efficient and rapid gathering of information from a large participant pool.
After one month of surveying, the author gathered a total of 271 responses Upon validating these responses, 244 were deemed valid out of 300, resulting in an 81% success rate Consequently, the final number of responses utilized for assessing awareness and responsibility in union activities at BIDV is 244.
The gathered data will be analyzed and organized with Microsoft Excel to gain insights into union participation among BIDV members This analysis will enable the author to provide an objective and thorough evaluation of the current state of union engagement at BIDV.
- Comparison Method: Used to compare the awareness and responsibility of participating in Youth Union activities at BIDV with some different other banks.
Research Methods
This thesis employs a blend of research methods, including descriptive statistics, comparative analysis, and forecasting, grounded in the principles of dialectical and historical materialism Utilizing statistical techniques, analysis, comparison, and synthesis, the author effectively illustrates and supports the conclusions with tables that facilitate comparison and highlight key findings.
Descriptive statistics play a crucial role in summarizing the fundamental characteristics of data gathered from experimental research through diverse methods By leveraging descriptive statistical methods, researchers can effectively analyze and describe complex data sets, such as the Union activities of the Bank In the context of this study, the author employs descriptive statistics to provide a comprehensive overview of the Bank's Union activities and assess the impact of awareness and responsibility on participation in these activities, ultimately informing the development of the BIDV.
To improve awareness and responsibility in participating in Union activities at BIDV, the analysis suggests implementing targeted solutions, such as new policies and employee training and development programs.
The proposed solutions' effectiveness is assessed by analyzing the results before and after implementation, along with feedback from BIDV employees and leaders, to refine and enhance the solutions.
Thesis Structure
In addition to the Introduction, Conclusion, List of References, and Appendices, the thesis consists of three chapters as follows:
Chapter 1: Theoretical background on awareness and responsibility in
Chapter 2: Current state of participation in Union activities at the Bank for Investment and Development of Vietnam (BIDV)
Chapter 3: Proposals for solutions to enhance awareness and responsibility in participating in Union activities at the Bank for Investment and Development of Vietnam (BIDV).
THEORETICAL BACKGROUND ON AWARENESS AND
Youth Union Concept
A youth union is an organized group dedicated to achieving shared goals and ideals, fostering a supportive community for its members in both work and life As Nguyễn Văn Sơn (2022) notes, such an organization is more than just a collection of individuals; it features a defined structure and purpose focused on promoting sustainable development for its members Furthermore, Meyer & Allen (1991) emphasize that a youth union serves as a social framework where individuals collaborate to realize common objectives, thereby strengthening cohesion and team spirit among its members.
A youth union organization is a complex system characterized by interactive relationships among its members, aimed at fostering individual and organizational development It plays a crucial role in creating a positive work environment and promoting sustainable growth Key elements such as cohesion, social responsibility, and skill development are vital for the effective functioning of the youth union.
1.1.2 The Role of the Youth Union Organization
The youth union plays a very important role in building and developing not only individuals but also the organization Below are some of the key roles of the union organization:
The youth union organization fosters a friendly working environment that encourages connection, interaction, and collaboration among its members This sense of cohesion boosts team spirit and enhances work efficiency As noted by Schein (2010), a positive organizational culture promotes active participation and solidarity within the group.
The union organization promotes employee involvement in community and charitable initiatives, fostering a strong sense of social responsibility According to Nguyễn Thị Lan (2018), engaging in youth union activities is significantly linked to increased job satisfaction and enhanced work performance.
The youth union organization offers valuable opportunities for members to enhance essential soft skills, including leadership, communication, and teamwork According to Kahn (1990), active involvement in youth union activities fosters a stronger sense of connection to the organization, ultimately contributing to the development of personal competencies.
The youth union organization plays a vital role in fostering sustainable organizational development by prioritizing the interests of its members According to Robinson & Judge (2013), active participation in union activities enhances employees' commitment and attachment to the organization, ultimately benefiting both individuals and the overall workplace environment.
The youth union organization promotes creativity and innovation in its working methods, fostering an environment where employees feel empowered to share new ideas Through collaborative activities, the union enhances work processes and encourages a culture of open communication and creative problem-solving.
Political youth union organizations, guided by political parties, focus on enhancing member involvement in political, social, and community development initiatives They are instrumental in influencing national ideology and policy formulation.
The roles of political youth union organizations include:
Political youth union organizations play a crucial role in promoting political participation among their members, fostering a generation of active and responsible citizens By encouraging engagement in political activities, these organizations enhance political awareness within the community and stimulate involvement in political decision-making processes.
- Building and Protecting Ideals: These organizations play a role in educating and reinforcing political ideals for members, helping them better understand the core values and development directions of the country
Political youth union organizations play a crucial role in connecting state agencies with the community, effectively communicating policy messages while also relaying the aspirations of the people to leadership.
Organizing Social Activities: In addition to participating in political activities, political youth union organizations also regularly organize social and charitable activities to promote solidarity and social responsibility
Political youth union organizations, such as the Ho Chi Minh Communist Youth Union and the Vietnam Veterans Association, are vital for societal development and cohesion among members They foster community participation in political and social activities, showcasing their effectiveness through impactful initiatives and their capacity to build trust within the community.
Social political youth union organizations are vital for societal development, fostering unity among members, and promoting active community involvement in political and social initiatives These entities are dedicated to addressing social challenges, safeguarding the rights of various population groups, enhancing quality of life, and advancing community growth Operating independently, they serve as crucial links between members and relevant agencies, facilitating collaboration and support.
The roles of social youth union organizations include:
- Protecting Community Rights: Social youth union organizations work to protect the rights of population groups, helping them have a voice in matters related to life and policy
- Strengthening Community Connections: These organizations create an environment for members to interact, share experiences, and support each other, thereby promoting unity within the community
- Promoting Volunteerism: Social youth union organizations regularly organize volunteer activities, encouraging members to participate in community programs, contributing to enhancing social awareness
- Educating and Raising Awareness: Social youth union organizations are tasked with disseminating and educating the community on social issues, the environment, and sustainable development, thereby raising public awareness
In Vietnam, notable social union organizations such as the Vietnam Women's Union, the Vietnam Veterans Association, and the Vietnam Fatherland Front play a vital role in fostering community development These organizations are instrumental in safeguarding the rights of various population groups while also enhancing awareness and promoting a unified, civilized society.
Professional youth union organizations are created to advocate for the rights and interests of specific professional groups They are essential in safeguarding members' rights while also fostering their expertise and promoting professional growth.
Roles of Professional Youth Union Organizations include:
Professional youth union organizations play a crucial role in safeguarding the legal rights of their members, encompassing aspects such as salary, working conditions, and welfare benefits By actively advocating for these rights, they contribute to creating a fair and safe working environment for all members.
- Enhancing Training and Professional Development: These organizations frequently organize training courses, seminars, and skill enhancement programs for members, helping them update their knowledge and improve their professional competencies
- Promoting Solidarity in the Profession: Professional youth union organizations contribute to creating strong connections among members in the same field, thereby forming collective strength in protecting common interests
Awareness and Responsibility in Union Activities
progress, share ideas, and resolve emerging issues
- Using management tools: Apply management tools and software to track work progress, assign tasks, and report results
- Creating discussion spaces: Encourage all members to participate in discussions, share opinions, and propose ideas to enhance creativity in management
Benefits of participation in management:
- Strengthening solidarity: Active participation of members in management helps create solidarity and bonding among members within the organization
- Developing personal skills: Members will develop many necessary work skills, such as leadership, teamwork, and decision-making skills
- Improving activity effectiveness: Participation in management helps the organization operate more effectively, responding quickly and flexibly to changes in the working environment
Engaging in management activities significantly boosts the effectiveness of youth union organizations This involvement allows members to enhance their personal skills while simultaneously contributing to the organization's overall growth and development.
1.2 Awareness and Responsibility in Youth Union Activities
1.2.1 Definition of Awareness and Responsibility
Awareness is the ability to recognize and understand one's role and responsibilities within an organization or community, encompassing an understanding of its goals, values, and mission This awareness fosters positive actions and proactive engagement in shared activities As noted by Kahn (1990), it involves a deep connection between the individual and the organization, evident through active participation and commitment to work Individuals with high awareness are more likely to engage in group activities and demonstrate responsibility in various situations.
Responsibility encompasses the duty and commitment an individual has towards their assigned tasks, extending beyond mere completion to include accountability for the outcomes A person who embodies high responsibility actively engages in their work, contributes to the organization's growth, and willingly accepts the consequences of their decisions.
Responsibility plays a crucial role in organizational culture, as highlighted by Schein (2010) For an organization to succeed, it is essential that every individual comprehends their specific tasks and roles, and is dedicated to executing them effectively in pursuit of shared objectives.
1.2.2 The Relationship Between Awareness and Responsibility
The interplay between awareness and responsibility is reciprocal, with each element influencing the other Individuals who possess a strong understanding of their roles and duties within an organization are more likely to exhibit a greater sense of responsibility in their tasks Conversely, effectively meeting responsibilities can deepen one's awareness of the organization's values and mission, creating a positive feedback loop that strengthens both awareness and responsibility.
1.2.2.1 The Impact of Awareness on Responsibility Includes:
High awareness fosters proactivity among individuals, leading them to actively engage in organizational activities and responsibilities Those with strong awareness understand their roles clearly and are eager to take on tasks, demonstrating a commitment to their work and the organization’s goals.
Enhancing commitment within an organization is crucial, as individuals who are aware of its goals and values are more likely to feel attached and dedicated to their tasks This heightened sense of awareness fosters a sense of responsibility and effectiveness in their work.
1.2.2.2 The Impact of Responsibility on Awareness Includes:
When individuals successfully meet their responsibilities, they develop a sense of pride and value within the organization, which in turn strengthens their trust and recognition of both the organization's mission and their personal contributions.
- Increasing Participation: Highly responsible individuals often actively participate in the organization's activities, thereby enhancing their awareness of the common goals and mission
The connection between awareness and responsibility is essential for fostering a robust and sustainable organization By cultivating a sense of responsibility among individuals, organizations can boost work efficiency and drive overall growth and development.
1.2.3 Factors Affecting Awareness and Responsibility in Youth Union Activities
Organizational culture encompasses the shared values, beliefs, norms, and behaviors within an organization, significantly shaping member interactions, decision-making, and job performance It plays a crucial role in defining the work environment and affects employee engagement and commitment Schein (2010) identifies three levels of organizational culture: the surface level, which includes symbols and signs; the intermediate level, consisting of accepted values that guide behavior; and the deep level, comprising underlying assumptions that subtly influence thoughts and actions.
The components of organizational culture include :
Core values are the essential principles and beliefs that guide an organization’s actions and decisions They serve as the foundation for all organizational activities, shaping the culture and direction of the company As highlighted by Kotter and Heskett, these values are crucial for fostering a cohesive and effective work environment.
(1992), successful organizations often have strong and consistent core values, which create unity among all employees
Behavioral norms are the unwritten rules that govern interactions and work performance within an organization These norms play a crucial role in shaping the organizational culture, which in turn influences employee engagement and accountability Understanding and adhering to these behavioral norms is essential for fostering a positive work environment and enhancing overall productivity.
Symbols, rituals, and practices within an organization play a crucial role in reflecting its culture and fostering connections among members These activities enhance solidarity and promote a shared sense of awareness According to Schein (2010), such symbols and practices are vital tools for articulating organizational culture and establishing a strong organizational identity.
Organizational culture significantly influences employee engagement in youth union activities, fostering a sense of awareness and responsibility Research by Cameron and Quinn (2011) indicates that strong organizational cultures lead to increased employee commitment, resulting in greater participation in these activities Additionally, a positive cultural environment is essential for promoting innovation and sustainable development, as noted by Kotter (1996), who emphasizes that a robust culture lays the groundwork for creativity and progress Furthermore, a strong organizational culture enhances teamwork and camaraderie among members, which is vital for the success of youth union initiatives.
(1991), a cooperative working environment and positive organizational culture promote the development of team spirit
Organizational culture plays a crucial role in fostering awareness and responsibility among members involved in youth union activities By comprehending the key components and significance of organizational culture, organizations can create a positive work environment that promotes engagement and drives sustainable development.
Relevant Models and Theories
William Kahn's 1990 model of employee engagement highlights that true engagement encompasses cognitive, physical, and emotional commitment, rather than mere presence This framework reveals how a strong sense of connection to the organization significantly enhances employee involvement in work and extracurricular activities Kahn noted that when employees feel a sense of responsibility and connection to their organization, their engagement levels rise Additionally, factors such as organizational culture, leadership, and policies are vital in fostering this connection, ultimately driving higher levels of employee participation and commitment.
To enhance employee engagement in youth union activities, organizations must foster a positive work environment where employees feel valued and heard Implementing training programs, meetings, and group activities can strengthen connections among team members By actively listening to employees' opinions and needs, organizations can develop tailored policies and programs that encourage active participation and meet their desires.
Kahn's (1990) model offers a valuable framework for understanding employee engagement in organizations By fostering cognitive, physical, and emotional commitment, organizations can encourage active participation in youth union activities, ultimately promoting a positive and sustainable organizational culture.
BIDV can enhance its work environment by fostering cognitive, physical, and emotional commitment among employees, as suggested by Kahn's model This can be accomplished by implementing career development programs and actively involving staff in significant decision-making processes.
1.3.2 The Big Five Personality Model
The Big Five model, also known as the Five-Factor Model, is a leading psychological theory for understanding human personality through five key factors: Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability This model aids in identifying personality traits that align with specific job roles, ultimately enhancing work performance Organizations can leverage the Big Five to develop tailored training programs that resonate with employees' personalities, fostering their potential By understanding each member's personality, companies can cultivate a harmonious work environment and improve collaboration among individuals.
The Big Five model offers valuable insights into the impact of human personality on behavior and engagement within organizations By understanding these five factors, BIDV can improve awareness and responsibility in youth union activities, ultimately fostering a strong and cohesive organization.
Abraham Maslow's motivation theory, introduced in 1943, outlines a hierarchy of human needs structured in a pyramid with five levels: physiological, safety, social, esteem, and self-actualization As individuals fulfill lower-level needs, they strive for higher ones By applying Maslow's theory, organizations can foster employee participation by developing welfare policies that address both basic and advanced needs, ultimately enhancing satisfaction and engagement Additionally, offering career development and promotion opportunities allows employees to achieve self-actualization, leading to improved work performance.
Maslow's motivation theory offers valuable insights into human behavior and motivation within the workplace By implementing this theory, BIDV can improve awareness and accountability in youth union activities, ultimately fostering a robust and sustainable organization.
1.4 The role of the Youth Union in business management of enterprises
The Youth Union is essential in business management, acting as a vital link between employees and leadership while fostering internal cohesion By organizing exchange programs, competitions, and cultural activities, it cultivates a supportive work environment that enhances motivation and employee retention Research by Nguyen Van Son (2022) highlights that the Youth Union establishes effective two-way communication, improving mutual understanding and teamwork Additionally, it offers training programs that develop employees' soft skills and leadership abilities, which not only supports individual growth but also optimizes human resources, aligning with McGregor's (1960) theory on human resource development The Youth Union's community engagement and charitable initiatives also bolster the company's brand image and demonstrate a commitment to social responsibility, attracting attention from partners and the community (Pham Thi Huong, 2021) Furthermore, as per Edgar Schein's (2010) organizational theory, the Youth Union strengthens corporate culture, fostering trust and teamwork, which is crucial for sustainable business development.