Assignment Group

Member: Ly Nguyen Thai Anh, Pham Minh Man, Dau Thi Ngoc Dung, Van Thanh Thuy Hien, Thai
Thi Kim Thuong, Nguyen Ho Tu Anh, Nguyen Minh Thong.
MGT103

Take of contents
 Part 1: Introduction……………………………
 Part 2: Descriptive and interpretive analysis.
1.Put theory and description……………….
2.Analysis…………………………………….
3.Conclude……………………………………
 Part 3: Review……………………………….....
 Part 4: References……………………………..
 Part 1: Introduction

3.1
1.
VinGroup

Vingroup Joint Stock Company is the largest conglomerate of Vietnam, focusing on technology,
industry, real estate development, retail, and services ranging from healthcare to hospitality. Its
market capitalization is about 16 billion USD. The company was founded by property developer and
entrepreneur Pham Nhat Vuong and VinGroup's predecessor is Technocom Group, established in
1993 in Ukraine.

2. Pham Nhat Vuong

He was born in 1968, he is the first dollar billionaire in Vietnam and is also the Chairman of the
Board of Directors of VinGroup. In 2020, he ranked 286 on the list of world billionaires voted by
Forbes magazine and automatically became the richest person in Vietnam with a huge fortune.
3. Brands of Vingroup
Currently, VinGroup is a multi-industry corporation and expands its business ecosystem in the
following areas:

 Vinschool: An inter-level education system

 Vineco: Clean agricultural products
 Vinmart: Retail system
 Vinpro: Supermarket of electronics & technology
 Vinfast: Heavy industry, manufacturing cars, motorbikes…
 Vinfast: Research, manufacture, and distribute drugs, medical-biological products,
pharmaceutical and cosmetic products, cosmetics, and functional foods.
 Vinhomes: A system of high-class apartments, villas, and townhouses
 Vincity: Massive real estate with an asynchronous service system
 Vincom: A chain of shopping centers
 Vinpearl: High-class resort, tourism, and entertainment system
 Vinmec: An international general hospital system

And some other areas.

Part 2: Descriptive and interpretive analysis.

4.1
1. Put theory and description
Decentralization
The process of systematically assigning authority and authority throughout the
organization to middle and junior managers is strictly applied by Vingroup in the
company's human resource management model. Authority is assigned to offices
 and not to individuals, but since each office is held by a particular individual for a
certain period of time, authority is always associated with the individual. Managers
can and should delegitimize authority to employees so that they can get the job
done, but still be held accountable. Because there are many fields that Vingroup is
new to, it needs many people to manage different areas of the group such as
Vinfast, Vinhome, Vinuni, .. to manage together. Vingroup manages employees in
the most detail and efficiency by clearly dividing work plans; stratifying the 5.1
employee system for easy management… The decentralization here is also
reflected in the strict management mechanism, especially the manager must
understand all fluctuations in data in the list of tasks he manages. management,
such as increasing or decreasing stock, inventory, debts, employee productivity.
5.2
Pham Nhat Vuong has divided and strictly managed the work that needs the
process, grouping tasks and carefully reviewing them. Each work that has to be
accomplished requires a certain procedure that is set up in a systematic manner.
Each stage in the process necessitates the acquisition of resources, such as 5.3
sufficient human, financial, and material resources, as well as the division of each
specialized task for each item. After allocating tasks, the leader must provide
precise monitoring and evaluation in order for the job to go as anticipated. It is
critical for the administrator's leadership art to do this. Because there are many
subsidiaries, it is necessary to divide the management rights into small groups for
managers in each field. Each manager in each field of Vingroup will in turn
implement the plan for employees and will only report back to Mr. Vuong on the
results and working process. Mr. Vuong will not have to waste time managing
each of his workers in detail. Vingroup has applied a comprehensive decentralized
model. This model enables leaders to assign tasks to employees while also going
through the management level to ensure that the implementation process is clear
and not overlapping. The model of this model is that it provides equal and clear
authority to all levels of the organization, allows leaders to complete work quickly
and comfortably without feeling overwhelmed by other employees. face.
Furthermore, in this model, all levels collaborate, and employees are given
opportunities to learn from and collaborate with the leader. The comprehensive
model decentralized's disadvantage is that it is time-consuming and too principled;
5.4
nevertheless, when implemented, the organization will be considerably tighter,
and everyone will have the chance to grow and be suitable. For all firms,
particularly large ones.
5.5

2. Analysis
Motivating employees: Motivating employees means finding out enough about the
needs and wants of employees, giving them what they need, and providing praise
for a job well done. For example, new employees will feel lost in the company the
first few days, A good leader knows this and will communicate with his unit to learn
more about their needs and wants. It may be as simple as giving the employees a
sweet treat for their efforts.[ CITATION Mar15 \l 1033 ]
5.6

At Vingroup in general and Vinfast in particular, for factory or production

departments Mrs. Thuy uses the method of "sticks and carrots", thereby
increasing motivation for employees as well as increasing productivity. While for
5.7
parts like marketing, HR, ... Mrs. Using "Soft" leadership skills and evidence Mrs.
5.8
Thuy regularly encourages all efforts and successes of employees as well as
organizes extra-curricular and tourism sessions to strengthen the spirit of
 connection and cooperation among groups and

departments.

Creating good motivation will help employees have a positive spirit, attitude, and
6.1
behavior in all activities of the organization. The most obvious expression of the
extent to which employees change their behaviors and attitudes includes their sense
of discipline, their degree of commitment to their organization, and their satisfaction,
leading to the quality and efficiency of their work. . In order to achieve that, the
leadership's view on the issue of motivation, expressed through specific policies
implemented in the enterprise, plays the most important role. [ CITATION Liv19 \l
1033 ]
1. Trainer: When guiding employees, it is important to define their role in the work
process and provide them with the tools needed to perform and participate in their
efforts along the way. A good leader will explain the tasks, provide the digging tools,
direct the work and be available to assist the soldiers if they run into a
problem.[ CITATION fra19 \l 1033 ]
  At VinGroup in general and Vinfast in particular, Mrs. Thuy offers a "coaching"
method - training employees to be concerned as a method of human
development. Accordingly, leaders play a role in guiding employees by using
discovery skills through open-minded questions, helping employees see their
problems. This is the trend of " Free-Rein Leadership ", constantly sharing the
vision, giving feedback, accompanying employees so that they can activate
their capabilities.

 In this method, the role of the leader is to suggest to employees that have
control over their actions, so they will be completely "persuaded" from
employees
7.1

7.2

3 .Conclude
 Decentralized management
 -Delegation is the process of transferring tasks and powers to a department or
individual in an organization that is responsible for accomplishing that task.
 Tasks are understood as jobs or parts of work that members of an organization
must perform to achieve goals.

 - Authority is understood as the right to use the organization's resources to
perform tasks.

 - In cases where authority is not delegated, people speak of
 collective rights. Centralization is the process of taking decision-making power
into the hands of one person.

 - Authorities are assigned to offices and not to individuals, but since each
office is held by a particular individual for a certain period of time, authority is
always attached to the individual.

 - Managers can and need to delegate authority down to employees so that
they have the conditions to complete the task but still have to bear the
responsibility.

 2. Forms of decentralization. 7.3

 Authorization by function:
 Is a form of decentralization according to the functions and tasks of the
organization, such as production, supply, marketing, human resources,
finance...

 Decentralization according to strategy:
 It is a form of decentralization for lower intermediaries to implement strategies,
such as price determination, investment selection, product diversification, etc
 Part 3: Review 8.1

Strengths and weaknesses of the management style:

-Strengths: Decentralized management style will help employees be more confident and
have decision-making power in changing situations but still within the allowable framework.
Decentralized management increases efficiency in debating confidently, giving opinions,
exchanging to solve problems quickly from employees. It is necessary to continue to
promote the management style of the human resource motivation model based on the theory
Y that employees do not like to work and they can try physically and mentally at work, with
the right style. The above has created a warm, friendly, and harmonious environment that
helps employees to strive physically and mentally at work, people will actively and voluntarily
achieve the goals they commit to. When they not only accept but also seek their
responsibilities, the level of commitment to their goals is proportional to the enjoyment
associated with their performance. Maximize creativity, express yourself, perform what you
have, and be recognized for your success, feeling respected helps employees make correct
decisions. People do not like to be controlled because being controlled will create a feeling
of restraint and employees only "work to complete rather than perfect", so Theory Y has
helped employees feel comfortable working with self-responsibility. more with his work.
Managers also believe that creating good working conditions, making employees interested
in the work they love, will make great contributions. Therefore, managers do their best to
free workers from barriers that prevent employees from expressing their own abilities.

-Weaknesses: Decentralized management style causes the power of employees to be 8.2

divided evenly, leading to reduced synchronization, unity, and association among members
of the organization. May deviate from the organization's mainstream business strategy.
Directly affects the purpose of the product that the organization wants to communicate to the
consumer. The disadvantage of theory Y is theory X because in different working
environments there will be employees with different attitudes. There will be employees with
negative attitudes and will be more responsive to Theory X. Take for example many
businesses where managers find that employees have the characteristics described above.
In such environments, employees are not motivated to achieve quality and improve and
develop their careers. Theory X has been considered a negative treatment of employees
due to inherent negative aspects of the theory. Both Theory Y and decentralized
management have a rather disadvantage that when managers trust and empower to
motivate employees, it will lead to abuse of power, which will eventually reduce performance
significantly. tell companies and organizations.

Vingroup has well done with the decentralized management style to help employees work
more effectively and creatively, it is necessary to continue promoting the motivate model to
promote confidence in management working here. Vingroup's corporate chains also develop
rapidly thanks to the Theory Y-based management style, so that managers do not spend too
much time on subsidiary chains, but only need to come up with a key strategy to promote
more. in bringing products to market. In addition, there are also aspects that need to be
overcome such as decentralized management, although there have been immediate
developments, the company also needs to monitor employees more and guide employees to
develop quickly, which needs to be accompanied by sustainability. consistent and consistent
with the goals set by superiors. Theory Y can also cause inadequacies. Employees' self-
confidence degenerates and comes up with many opinions that make information diluted
without a long-term strategy.
In summary, Vingroup has had the right management direction in short-term management.
In this time, it needs to continue to promote the motivate model to increase the
organization's productivity.
 Part 4: References

1. https://vi.sawakinome.com/articles/business/difference-
between-theory-x-and-theory-y-2.html

2. https://vietnambiz.vn/thuyet-x-va-thuyet-y-cua-douglas-mc-gregor-la-gi-su-
khac-nhau-co-ban-giua-hai-thuyet-2019092310481192.htm

3. https://www.sapo.vn/blog/phan-quyen-nhan-vien

4. https://soft1.vn/cuoc-cach-mang-ve-nhan-su-cua-tap-doan-vingroup-
a57#:~:text=Trong%20c%C3%A1ch%20qu%E1%BA%A3n%20l%C3%BD%
20nh%C3%A2n%20s%E1%BB%B1%20c%E1%BB%A7a%20m%C3%ACnh
%2C%20Vingroup%20lu%C3%B4n,%C4%91%E1%BB%91i%20v%E1%BB
%9Bi%20Kh%E1%BB%91i%20D%E1%BB%8Bch%20v%E1%BB%A5).

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 Index of comments

3.1 Good background information, but need the information's source

4.1 This paragraph is too long, you should break it into smaller ones.

5.1 Any examples? Source of information?

5.2 Format issue

5.3 How do you know this? What procedure?

5.4 Why? Could you explain more?

5.5 Format issue, this is an unfinished sentence.

5.6 Wrong citation format

5.7 Good point, but need further explanation on why/ how this method increases motivation and productivity, any
drawbacks?

5.8 Format issue

6.1 Can you apply the theory of motivation to explain how/ why motivation will increase spirit, attitude...; and
evaluate how effective the Vin's motivation strategy is

7.1 Not clear what do you mean here

7.2 Why is conclusion here?

7.3 How do you apply this to Vin?

8.1 It's not clear what the key points in this section are. Are suggesting Vin to use theory Y?

8.2 Good point, but can be expanded. Why?

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