Phuong Dong Clothes Printing Firm

Abstract Motivating employees is specially considered a vital point in human resource management. In a dynamic business world, employee motivation has exerted great influence on productivity of the business. With the aim to inspect how managers motivate their workers , our project’s team have interviewed the head of Phuong Dong clothes printing firm and paid a visit to the real workplace, talking with a number of employees. Based on the data obtained from that research, we could identify the business’s strength, weakness, opportunity and threat in term of motivating employees. Introduction “Our people are our most important asset”. (…) That saying has been proved to be true in the case of every business. In order to utilize, however, such a resource manager should master the art of motivating employees. And that’s extremely important and challenging activities manager is supposed to do. Our project team would like to put interest in this area. In this report, we look at a proprietorship which specializes in printing clothing products. The most impressive point that we decide to choose this the bbbb. Established in 2002, Phuong Dong is a single, small business with a total number of 30 employees. The business is located in Thanh Tri, a suburban district of Hanoi capital. Although Phuong Dong is quite modest in size, it has a strong culture and a team of hard – working, honest and loyal workers. All the employees are from the same hometown. The main customers of the company are garment manufacturers are respected with a slogan “customers are always right”. Keeping this in mind that determination, the manager has developed the business so quickly into domestic market with focus on the young. Strength

Company Visit Report – 2009

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Phuong Dong Clothes Printing Firm
As mentioned initially the business owns hard working employees. Although the work time is not so moderately arranged, workers are eager to complete the tasks given. High spirit of working and responsibility might be necessary characteristics for employees to be motivated themselves. Besides, every worker tends not to be attracted by another business nearby. This fact proves that employees have loyally accompanied the firm for a long time. Another considerable advantage of the business must be free accommodation which freely offered to all employees. It is undoubtedly convenient for all workers whose homes are too far from the workplace. They won’t be worried about huge rent expense any more and therefore be more encouraged to devote for the business. Especially, business manager is a clever boss indeed. He thoroughly understand the relationship between salary paid and bonus or rewards. Mr. Dong thinks that a higher reward is more expected than a salary. That is, when comparing two salaries paid by two companies, Mr. Dong realizes that an employee prefers a larger bonus to a higher salary. This can be the reason why people wish a regard of being awarded, not paid for their effort. Such a strategy has greatly motivated almost all of his employees. Opportunity In the future, there will be lots of chances for the firm to recruit its employees because of his close relationship with his employees. Recall that all of his workers are from the same hometown which is also of the boss. Mr. Dong finds it quite easy to welcome all the individuals he is fully aware of. Once he anticipates his employees’ personal traits, he can manage and motivate them far better. In addition, the work characteristic requires higher and higher specification skills of employees. The manager has decided to offer a number of his workers an overseas training course to enhance their professional. Such a good chance could bring about motivation for those workers to do better for both themselves and for the firm as a whole. Company Visit Report – 2009 2

Phuong Dong Clothes Printing Firm

Trang nhung I.HOW THE FIRM MOTIVATES EMPLOYEES: Those above are just some certain aspects of motivating employees in theory, however, in practice there are still many other unexpected issues. This part demonstrates the results of the company visit we have carried out to investigate whether the firm has actually motivated its workers well or not. In view of working conditions, it can be said that the firm has a relatively good infrastructure with a two-floor building and modern machinery imported from China. However, during printing process, employees unavoidably contact with so many poisonous chemicals which have considerably negative influences on their own health. Furthermore, it can not be denied that the working place, to some extent, is actually dangerous to the workers. There is not any air conditioner or any fire extinguisher to support people in emergent situations. The employees are also not given (wan ao bao ho lao dong) to protect themselves when working. Besides, unlike other companies, the working time here is not certainly set. When there are many orders, both the manager and the employees ought to work through nights to reach the deadline. Conversely, they have some days off when they don’t find any new contract. As a result, they sometimes feel bored and lose interest in the job, some workers said. Secondly, as we know, salary is one of the most important reasons why labors go to work .And many managers have take advantage of this to motivate their employees, so does the boss of Phuong Dong printing firm. Here the salary is fully paid every month and based on employees’ skills. Each can get about one million five hundred VND per month, not including any extra bonus or rewards. Especially, it is the rule that anyone who contributes to the firm for a long time is paid more and able to gain many (uu tien) such as promotion. The payment is regularly made at the end of the month, regardless of at that time the business runs well or not. In addition, in the Company Visit Report – 2009 3

Phuong Dong Clothes Printing Firm
interview, we found that Mr.Thang, the manager of the firm do actually care about bonus very much. He said: ‘ I know anyone likes the feeling of being rewarded, so I usually give them bonus, or even some small gifts when they do a good job. Maybe the salary in my firm is in fact lower than in others, but I see doing like that is really a very effective way to keep the employees.’

Ngoc This part of the report will introduce you some theories of employee motivation. These are Maslow’s hierarchy of needs, which is an early theory and the reinforcement theory, which is a current one. The first thing I want to say is that there are scores of theories studying about employee motivation, which is a must-have part in all managing jobs. Among the early theories of motivation, besides Maslow’s theory, there are two other theories which are McGregor’s Theory X and Theory Y, and Henzberg’s two-factor theory. Reinforcement theory is just one of six contemporary theories of motivation which have been studied and developed. They are: Three-needs theory, goal-setting theory, reinforcement theory, designing motivating jobs, equity theory and expectancy theory. To have a panorama about this issue, people have to study all these theories thoroughly. However, in practice, just one or two theories are applied. The reason is simple. Theory must cover all respects of the studied issue; therefore it tends to be general. In real life, generally a manager only has to deal with some certain aspects. This is the reason why we choose the above two theories which seem to be fit into our studied business. Managers always need to know how to motivate their employees. To do that the managers have to know exactly what motivates them. Maslow’s theory and reinforcement theory indicate the sources of motivation which are needs and external forces respectively.

Company Visit Report – 2009

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Phuong Dong Clothes Printing Firm
1. Maslow’s hierarchy of needs Maslow, a psychologist, assumed that human always has needs. When these needs are satisfied, human is motivated. The theorist supposed that within every person is a hierarchy of five needs:

1. Physiological needs: Food, water, shelter, sex, and other physical requirements. 2. Safety needs: security and protection from physical and emotional harm, as well as assurance that physical needs will continue to be met. 3. Social needs: Affection, belongingness, acceptance, and friendship. 4. Esteem needs: Internal esteem factors such as self-respect, autonomy, and achievement and external esteem factors such as status, recognition, and attention. 5. Self-actualization needs: Growth, achieving one’s potential, and selffulfillment; the drive to become what one is capable of becoming.

Company Visit Report – 2009

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Phuong Dong Clothes Printing Firm
Maslow concluded that managers should satisfy employees’ needs in an order from one level to the next one. Besides, the theory suggested that a substantially satisfied need no longer motivates an individual. In other words, if you want to motivate someone, you need to understand what need level that person is on in the hierarchy and focus on satisfying needs at or above that level. In addition, these five needs were ranked in two levels. Physiological and safety needs were considered lower-order needs; social, esteem, and self-actualization were considered higher-order needs. The difference was that higher-order needs are satisfied internally while lower-order needs are predominantly satisfied externally. Maslow’s theory was widely recognized during the 60s and 70s; however, it was only a part of the larger picture.

2. Reinforcement theory According to Maslow’s theory, the source of motivation is needs within people, which are internal. Reinforcement theory introduces another view. The theory argues that behavior is externally caused. What controls behavior are reinforcers. Different from other theories, reinforcement theory ignores factors such as needs, goals, and expectations. Instead, it focuses solely on what happens to a person when he ore she does something. The theory can be explained as follows: People are most likely to engage in desired behaviors if they are rewarded for doing so. Therefore, what we can withdraw from the theory is that employees should be encouraged frequently by managers when they perform well. Recognition or bonus can be good ideas for managers who want to motivate their employees.

Company Visit Report – 2009

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Phuong Dong Clothes Printing Firm

RECOMMENDATION We have already analyzed SWOT of Phuong Dong Company in the aspect of motivating employees. There are certain points that the company is doing well; however, there are still some points that the manager should improve. As we know, the living conditions for the employees are not very good, but they are acceptable. For the company has other concerns, living conditions can be set aside. The labor safety is a weakness of the company. Fire accidents will happen sooner or later as well as the employees’ health will be affected by working in a chemical environment without safety equipment. According to Maslow’s theory, one certain thing is that the employees will be much motivated when the company is able to guarantee labor safety for them. We think this should be the number one concern of Phuong Dong company at the moment. The workers must be equipped fully with masks, gloves, clothing and other labor safety devices. Besides, in the future, the company should invest in a sewage system. Although this is difficult for small and middle businesses, it should be set top priority when the company enlarges its business scale. Another hindrance of PD company is the amount of job. This has great impact on the working time frame of the employees. Sometimes, the workers have to work extra time. In other cases, the workers have nothing to do. Not only extra working shifts but also frequent working interruption can cause dissatisfaction at employees, which can lead to some negative effects such as absenteeism and turnover. To overcome the problem, the manager has no way other than adjusting the amount of work and working time. The manager can depend on the nature of the work and figure out when is busy and when is not. From that point, the manager can adjust the working schedule most appropriately. Company Visit Report – 2009 7

Phuong Dong Clothes Printing Firm
However, the best strategy for the company is to expand its development. When the company has a large, fixed amount of customers, the problem of working time will certainly be solved. According to the information we have learned from the manager of Phuong Dong company, the relationships among the employees are good. However, he also admitted that conflicts between senior workers and junior ones are unavoidable. Although this problem is not as serious as the two problems above, it can still reduce the performance of the company as a whole and cause some bad effects which are less visible. To solve this problem, the conflicts must be neutralized. It seems difficult; in fact, it can easily solved by the manager. The manager at first must be a fair person who is in favor of no one. The conflicts should be made clear. And most important, if they are small problems which are just misunderstanding among employees, there is no need to make them seriously. The problems can be solved personally, without any threatening or punishment.

Some pieces of advice are suggested sincerely to the company and we hope that those suggestions can help much not only for motivating employees but also for the company’s development in the future. CONCLUSION Our report has covered a small part of employee motivation respect, which is always important for managing jobs. We have introduced you to Phuong Dong company, which works in the textile-printing field. We have also pointed out the strength, weakness, opportunities, and theats of the company as well as tried to justify them by the Maslow’s theory and reinforcement theory. We have also suggested some advice with hopes that the company will apply it in the not too distant future, which leads to the improved performance in general.

Company Visit Report – 2009

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Phuong Dong Clothes Printing Firm
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Company Visit Report – 2009

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