Motivation at work

Group 1 – BA504
This is Assignment of Organizational Behaviour subject
from FPT University.This document is research about
motivation at work.

FPT UNIVERSITY

Trần Huy Trung

Lê Thúy Quỳnh
Đỗ Thị Lệ Thủy
Nguyễn Thị Nguyệt Ánh
Đào Ngọc Liên

©Coppy right
11/10/10
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

Motivation at work
GROUP MEMBERS:
Trần Huy Trung
Lê Thúy Quỳnh
Đỗ Thị Lệ Thủy
Nguyễn T.Nguyệt Ánh
Đào Ngọc Liên

Contents
I. Background ...................................................................................................... 2
1. Background & profile of the chosen organization ......................................... 2
II. Introduction ..................................................................................................... 3
1) Reasons for the selected org ........................................................................ 3
2) Research questions ....................................................................................... 4
III. Literature review .......................................................................................... 4
1) Outline the models ....................................................................................... 4
2) Raise the debate on the selected topic ......................................................... 7
IV. Research methods ........................................................................................ 8
1) Primary data ................................................................................................. 8
2) Secondary data ............................................................................................. 9
V. Findings & analysis..........................................................................................12
VI. Conclusions and Recommendations ...........................................................15
VII. REFERENCES ................................................................................................16
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

I. Background

1. Background & profile of the chosen organization

Petrolimex Group Commercial Joint Stock Bank (PG Bank) was formerly Dong
Thap Muoi Rural Joint Stock Bank. Dong Thap Muoi Rural Joint Stock Bank’s
operation permit was issued by the State Bank’s Governor’s License No. 0045/NH
– GP dated November 13, 1992. Accordingly, the bank’s initial charter capital was
700,000,000 VND (seven hundreds million Vietnam dong) and its operating
district was Dong Thap province. After 10 years of operation, PG bank‘s
organizational system has constantly been strengthened, achieving a steady
growth rate with a low overdue debit and an annual business result that always
brings about high profits to its shareholders. The bank’s charter capital has now
reaches 5,000 million VND, which is seven times higher than the initial charter
capital.
In an effort to restructure its operation, in July 2005, Dong Thap Muoi Bank
decided to invite new shareholders to participate, making an increase of the
charter capital to 90 billion VND. Among the new shareholders were financially
potential and
banking-
business
experienced
Vietnam
National
Petroleum
Corporation
(Petrolimex) and
Sai Gon Security
INC (SSI).

With the
contribution of
big
shareholders,
the bank has
made significant
progress. In
September
2006, the bank
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

increased its capital to 200 billion VND. Its total asset as of December 31 st, 2006
was 1,187 billion VND, the outstanding loan was 801 billion VND, the total
revenue in 2006 was 69 billion VND and its profit before tax was 17.49 billion
VND. The bank, in cooperation with a foreign consultant, was able to create a
long-term development strategy. It was also successful in the selection and
deployment of the core banking software by IFLEX, one of the most modern
banking software presently.
In March 2007, PG Bank was authorized to be transformed into an urban joint
stock bank by State Bank Decision No. 125/QD-NHNN dated January 12, 2007 and
to change its name to Petrolimex Group Commercial Joint Stock Bank (PG Bank)
by Decision No. 368/QD- NHNN dated February 8, 2007. Accordingly, PG bank was
licensed to expand its network nation-wide and to perform full banking services
including international payment and foreign currency trading.

In May 2007, it was decided at PG Bank Annual Shareholder Conference to

increase the Bank’s capital to 500 billion VND in 2007 with a plan to increase the
capital to at least 1,000 billion VND in 2008 and at least 3,000 billion in the period
from 2008 to 2010. As of May 31, 2007, PG Bank’s total asset was 1,632 billion
VND, its outstanding loan was 900 billion VND and the profit before tax was 17,49
billion VND.

On June 26, 2007, PG Bank Hanoi Branch was officially inaugurated. This
significant event did not only denote the emergence of PG Bank in the active
banking market of economically imperative Hanoi, but also represented the
commencement of PG Bank’s development strategy of branch and transaction
offices expansion nationwide.

II. Introduction

1) Reasons for the selected org

In order to stay competitive and maximize profits, an organization needs to take
the most from its employees while meeting its obligations to shareholders.
Therefore, its top managers must consider building policy that will fulfill the
continually changing needs of both parties.
At a minimum the organization expects employees to perform reliably the tasks
assigned to them and at the standards set for them, and to follow the rules that
have been established to govern the workplace. Management often expects
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

more: that employees take initiative, supervise themselves, continue to learn new
skills, and be responsive to business needs. At a minimum, employees expect
their organization to provide fair pay, safe working conditions, and fair treatment
(Beer, Spector, Lawrence, Mills, & Walton, 1984). As a result, motivation plays an
important role in encouraging employees in order to increase job performance
and benefits for both company and employees.
In this research, PETROLIMEX GROUP COMMERCIAL JOINT STOCK BANK (PG
bank) is the organization that is utilized as the studied object where survey about
motivation was conducted. PG bank is a new bank which has been developing
rapidly in recent years, from a small bank to a well-known organization. To
compete with other banks and keep competent employees, it offers many choices
for the workforce.
2) Research questions
A survey is undertaken to study about the motivators using in PG bank, their
payment system and the level of satisfactory of employees.
Researched questions were undertaken based on two typical theories about
motivation: Maslow’s Hierarchy Theory and Herzberg’s Two-Factor
(Motivation-Hygiene) Theory.
Using Maslow’s Hierarchy Theory, study shows the level of motivators which
are most effective in office places (PG bank). Herzberg’s Two-Factor
(Motivation-Hygiene) Theory is used to investigate the factors that affect
employees’ performance in work places, which encourage employees or
discourage them.

III. Literature review

1) Outline the models

 MASLOW`S HIERARCHY OF NEEDS THEORY
Human motivation is very important in understanding human behaviour.
Motivation is based on people needs and it plays an important role in bringing the
best performance and profit for business.
The more develop society, the higher people demand. It’s is easy to realize this if
compared to the needs of employers today than that of previous ones. Manual
labor need lower demand than high level worker. In the past, people just earn a
lot of money to alive, but now they want to have more money to enjoy the
wonderful life. Normally, workers spend most of their time on working, but they
need other demand as well. We can see deeply through Maslow’s theory.
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

Maslow’s theory is based on the hierarchy of human needs. According to him

human behaviour is related to needs. In this theory, Maslow divided into five
types of human need arranged in a hierarchy of their priority and importance.

He concluded that when one type of needs is satisfied, it decreases to other

motivating factor. The next type of needs in the hierarchy order takes its place. At
the lowest level, there will be first type of needs which can be described as basic
needs. This will be followed by other types of needs.
Physiological Needs
Physiological needs required to meet basic needs to be able to maintain human
life (food, clothing, water, housing, air, water, sleep ...)
According to Maslow's theory, if such needs are not satisfied then one's
motivation will arise from the quest to satisfy them. Higher needs such as social
needs and esteem are not felt until one has met the needs basic to one's bodily
functioning.
Safety
Safety need is the security in order to be protected from the threat of physical
and emotional harm. Such needs might be fulfilled by living in a safe area, medical
insurance, job security....
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

According to Maslow's hierarchy, if a person feels that he or she is in harm's way,

higher needs will not receive much attention.
Social Needs
Once a person has met the lower level physiological and safety needs, higher level
needs become important, the first of which are social needs. Social needs are
those represent the interaction with among people, include need for friends,
belonging, giving and receiving love
Esteem
All humans have a need to be respected and to have self-esteem and self-respect.
Also known as the belonging need, esteem presents the normal human desire to
be accepted and valued by others. People need to engage themselves to gain
recognition and have an activity or activities that give the person a sense of
contribution, to feel accepted and self-valued, be it in a profession or
hobby<Wikipedia >
Once a person feels a sense of "belonging", the need to feel important arises.
Esteem needs may be classified as internal or external. Internal esteem needs are
those related to self-esteem such as self respect and achievement. External
esteem needs are those such as social status and recognition. Some esteem needs
are self-respect, achievement, reputation...
Self-Actualization
According to Maslow, only a small percentage of the population reaches the level
of self-actualization.
Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of
reaching one's full potential as a person. Unlike lower level needs, this need is
never fully satisfied; as one grows psychologically there are always new
opportunities to continue to grow.
Self-actualized people tend to have needs such as truth, justice, meaning...
Self-actualized persons have frequent occurrences of peak experiences, which are
energized moments of profound happiness and harmony.

 Motivation-Hygiene Theory:

We will consider as the two factor of Herzberg, unlike the Maslow’s needs, he
explains human motivation a completely in different ways.Herzberg divided into
two factors impact on performance work
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

The following table presents the top six things causing dissatisfaction and the top
six things causing satisfaction, listed in the order of higher to lower importance.
Factors Affecting Job Attitudes

Leading to Dissatisfaction Leading to Satisfaction

Company policy Achievement
Supervision Recognition
Relationship w/Boss Work itself
Work conditions Responsibility
Salary Advancement
Relationship w/Peers Growth
He put forward two sets of factors that motivate workers and first set is called
"maintenance factor" include wages, the management, supervision and working
conditions. This group works to maintain good condition. This is regard as basic
conditions so they do not make people work better. All workers are keen to
receive salaries commensurate with their strength, the company managed
properly and their working conditions are comfortable. When these elements are
satisfied, sometimes the workers have interpreted it as the course. But without
them, they will become discontented and therefore reduced production.
2) Raise the debate on the selected topic
The study of motivation is concerned, with why people behave in a certain
way. The basic underlying question is `why do people do what they do? In
general terms, motivation can be described as the direction and persistence of
action. It is also concerned with why people choose a particular course of
action in preference to others, and why they continue with a chosen action,
often over a long period, and in the face of difficulties and problems.
From a review of motivation theory, We identifies four common characteristics,
which underline the definition of motivation.
 Motivation is typified as an individual phenomenon: Every person is
unique and all the major theories of motivation allow for this
uniqueness to be demonstrated in one-way or another.
 Motivation is described, usually, as international: Motivation is assumed
to be under the worker’s control, and behaviors that are influenced by
motivation, such as effort expended, are seen as choice of action.
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

 Motivation is multifaceted: The two factors of greatest importance: a)

what gets people activated and b) the force of an individual to engage in
desired behavior (direction or choice of behavior).
 The purpose of motivational theories is to predict behavior: Motivation
is not the behavior itself, and it is not performance. Motivation concern
action and
 The internal and external forces, which influence a person’s choice of
action.
Needs or Driving force Desired
Result in (behaviour or to achieve goals
Expectation
action)

Fulfilment
Feedback
Which provide

Fig. A simple illustration of the basic motivational model

IV. Research methods

1) Primary data
The sample study used tells the variability and reliability of the data of the
respondents. The procedure used to gather data is the hypotheses and the
statistical techniques used to analyze the data
Questionnaire
The questionnaire was a self-developed questionnaire that
incorporated the following personal information of the respondents, gender,
age,job motivation.
Work Satisfaction And Motivation Questionnaire
The questionnaire consisted of nine dimensions that impact employee
satisfaction and motivation.
Some Dimensions Of The Questionnaire
1. Work content probed the respondents’ feelings about the type of work
they do.
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

2. Payment probed respondents’ satisfaction with their salaries.

3. Promotion probed for the opportunity that the organization offers for
promotion.
4. Recognition probed whether the respondent was receiving the recognition
and feedback for the jobs they perform.
5. Working conditions were probed as the fifth factor and looked at
opportunity to mix with colleagues and interpersonal relations.
6. Benefits looked at whether the benefits such as pension, medical schemes
and leave were satisfactory.
7. Personal probed the respondents’ feelings towards their job.
8. Leadership or supervision probed the level of satisfaction with the
manager.
9. General probed if the respondents’ had considered alternative
employment, and hence their level of satisfaction with the organization.

Procedure and Statistical Methods

The questionnaire were distributed among 20 employees of an PG bank Agency
2) Secondary data
The results of Europhia Consulting’s Global Career Motivation Survey
This survey forms the first part of the Global Logistics HR Survey Series
2007/2008. The Career Motivation Survey received participation from over
1,000 logistics and supply chain professionals from around the world.

Motivation to stay with a company long-term

One of the key factors companies within the sector should be concerned about is
that 70% of the logistics and supply chain professionals worldwide are either
uncertain whether they want to stay with their current employer or have already
decided to move on to a different company. This underlines that employee
turnover and retention remains one of the major challenges companies face
today.
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

Do you intend to stay w ith your current

em ployer long-term ?

30%
34%
yes
no
not sure

36%

Dissatisfaction with salary is a common excuse cited for staff turnover. However,
it is rare that salary alone causes the typical employee to leave. So what other key
factors have to be present in a work environment for employees to feel valued
and remain with their employers?

In addition to Career Opportunities, receiving recognition of one’s achievements

from the management and a good relationship with co-workers motivate logistics
professionals to stay with their employer.

Rank Asia Europe Americas

Career Opportunities Career Opportunities

1 Salary 50%
49% 61%

Career
2 Salary 39% Salary 59%
Opportunities 47%
Management Management’s
3 Corporate Culture 39%
Recognition 34% Recognition 34%
Training & Relationship with Co- Management
4
Development 21% workers 26% Recognition 35%
Motivation to stay with a company long-term

Although recognition is a decisive factor in retaining employees, 50% of logistics

professionals worldwide report that their achievements are not recognised by
their management. In addition, clear development plans are lacking across all
regions, as shown by the survey results. Thus it is not a surprise that more than
two thirds of the employees have either already decided to change employer or
at least consider to move on.
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

Of great concern is that across all three regions 42% of employees are dissatisfied
with their employer. This further illustrates why there is such a high percentage of
logistics professionals who considers switching employers.

There are several factors that directly influence employees’ satisfaction with their
company (see graph below). All these aspects have a direct relationship with
satisfaction and therefore determine whether an employee is motivated to stay.
For example, the more valued and respected employees feel the more satisfied
they are with the employer, which makes it more likely that they will stay on.

Feeling valued and respected

Supporting working conditions

Support from the management Satisfaction Motivation to stay

Social activities

Supportive co-workers

Increasingly, soft, more personal factors, such as relationships, support and

acknowledgement, rather than hard factors such as remuneration seem to
determine employee satisfaction. If employees feel good in their work
environment, if they are happy and satisfied, they will think twice before leaving
and starting all over again in a new and unknown workplace. The good news from
a company’s point of view is that it does not cost much money to create such an
environment, but it makes a significant difference to employees.

Moving up or Moving out

When employees are asked what the key reasons would be for them to resign
from their job, they identify lack of opportunities, dissatisfaction with the job
scope and lack of challenges as the main aspects. Thus, the motivation to leave is
driven by work- and job-scope related aspects. Logistics and supply chain
professionals will either move up or move out. If they are not challenged enough,
if they do not see opportunities to develop themselves and move up within the
organisation or if their job scope does not expand over time/with performance,
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

they will feel the urge to leave.

Rank Asia Europe Americas
Dissatisfaction w/ job
Lack of Career Lack of Career
1 scope 39%
Opportunities 48% Opportunities 42%
Lack of Challenges Dissatisfaction w/
2 Better Offer 25%
26% culture 39%
Dissatisfaction w/ Job Dissatisfaction w/ Job Lack of Career
3
Scope 26% Scope 26% Opportunities 35%
Dissatisfaction w/ Conflict w/ the Conflict w/ the
4
Salary 22% Management 20% Management 26%

Reasons for changing company/employer

This suggests that it is crucial for logistics-related companies to have a clear

development plan for all their employees and to offer regular review or
evaluation sessions to discuss further development as well as current work
satisfaction. Sitting down with employees to discuss the company, their
satisfaction, ideas to make their job better etc, will make them feel valued and
recognised and will most probably result in additional commitment and loyalty.

V. Findings & analysis

Table 1.Respondents’ profiles
Items Results Rate
(%)
Sex Female: 12 60
Male 8 40

Age Range Less than 20 years 0 0

Between 20-30 years 15 75
Between 30-40 years 5 25
Above 40 years 0 0
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

From the questionnaire results, the following information can be collected on

respondents’ profiles and characteristics:
Most of staffs are 20-30 years old. (75%)
The number of male and female is basically equal.

Questions
Table 2.Questionnaire – Part one

Rate (%)
Are you satisfied with the support of HR department
Highly satisfied 12 (60%)
Satisfied 5 (25%)
Neutral 3 (15%)
Dissatisfied 0 (0%)
Highly dissatisfied 0(0%)

Management is really interested in motivating the employees?

Strongly agree 10 (50%)
Agree 3 (15%)
Neutral 5(25%)
Disagree 1 (5%)
Strongly disagree 1(5%)
Which types of incentives motivate you more? (*)
Financial incentives 13(65%)
Non-financial incentives 0(0%)
Both 7 (35%)

How far are you satisfied with incentives provided by the

organization? 12(60%)
Highly satisfied 5(30%)
Satisfied 2(10%)
Neutral 1(5%)
Dissatisfied 0(0%)
Highly dissatisfied
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

Table 3.Questionnaire – Part two

Strong Agree Neutra Disagr Strong

ly l ee ly
agree disagr
ee
Reasonable periodical increase in 50% 35% 15% 0% 0%
salary
Job security exist in the company 25% 65% 5% 5% 0%
Good relationship with co-workers 45% 50% 5% 0% 0%
Effective performance appraisal 50% 40% 10% 0% 0%
system
Effective promotional opportunities 55% 45% 0% 0% 0%
in the organization
Good safety measures adopted in 30% 70% 0% 0% 0%
the organization.
Performance appraisal activities are 30% 55% 5% 0% 0%
helpful to get motivated
Support from the co-worker is 40% 55% 5% 0% 0%
helpful to get motivated
Company recognize and 65% 35% 0% 0% 0%
acknowledge your work

Look at the table above, we can easily see the arrangement of those element
from the highest to the lower one:
1. Increasing in salary
2. Getting promotion
3. Being recognized
4. Being encourage by words
5. Being comfortable at work
6. The most important thing with staff in PG bank is salary and getting
promotion at work.
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

Rate (%)
Do you think that the incentives and other benefits will
influence your performance?
Influence 18(90%)
Not influence 1(5%)
No opinion 1(5%)

Does the management involve you in decision making which

are connected to your department?
Yes 12(65%)
No 4(20%)
Sometimes 3(15%)

Almost all staffs think that motivation affects to their performance.

Looking at the results and the information of people, it is easy to be seen in this
survey that most of employees care about the physiology needs and safety needs
(salary, promotion) than other kind of needs. We can have an explanation:

 Most of employees are the youth so their priority is fulfilling their daily lives
activities.
 Vietnam is a developing country so the standard of living is still low, people
usually pay more attention to lower motivators.

VI. Conclusions and Recommendations

All information and numbers in the survey let us understand the needs of staffs in
the organization. Basically, we can see that PG bank is very good at motivating
their staffs, who are satisfied with the human resource department and policy of
treatment in company.

We can look at the information on survey and easily see that almost staffs put
their needs of good salary as the most important thing in their desire. Base on
Maslow hierarchy of needs, all of their needs are physiological. Vietnam is a
developing country; the living standard is low. Therefore, the needs of staffs focus
Group 1-BA504-FPT University
Organizational Behaviour Assignment: Motivation

on the basic things such as salary and constancy in position. In addition, staffs also
want to be recognized their own goals

According to the satisfaction of staff with their human resource department, the
manager seems to use a lot of way to motivate staffs and reduce the pressure.
Because PG bank is new bank so that the turnover rate is high, their staffs refused
to answer sensitive questions. All answers focus on salary; that means the
manager should care more about rewarding for their staff. More reward will
motivate staffs work effectively

VII. REFERENCES

Europhia Consulting,Europhia Consulting Global Career Motivation Survey. Sept,

2007.
P.R.Datta, Lecturer, marketing and Strategic Management Motivation at
Works
Reena Ali and M.Shakil Ahmed,The Impact Of Reward And Recognition Programs
On Employee’s Motivation And Satisfaction