FOREIGN TRADE UNIVERSITY
HO CHI MINH CITY CAMPUS
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MID-TERM ASSIGNMENT
Topic: MOTIVATION
Academic Instructor: Ms. Dang Thi My Dung
Implementation group: GROUP 8
Order Student’s name ID Email
1 Hồ Nguyễn Bích Trâm 2312953035 K62.2312953035@[Link]
2 Phạm Hoàng Thảo Ly 2312953019 K62.2312953019@[Link]
3 Trần Võ Gia Hân 2312953007 K62.2312953007@[Link]
4 Trì Nguyễn Uyên Phương 2312953030 K62.2312953030@[Link]
5 Phạm Thị Ngọc Linh 2312953017 K62.2312953017@[Link]
Ho Chi Minh City, 04/2024
TABLE OF CONTENTS
1. Introduction
2. Definition of Motivation in Business
2.1 What is motivation?
2.2 What is “Motivation in business?”
2.3 The role of motivation in business
2.3.1 High productivity
2.3.2 Positive work environment
2.3.3 In reality
3. Motivator
3.1 Definition of Internal and External motivation
3.1.1 Internal motivation
3.1.2 External motivation
3.2 The differences between internal motivation and external motivation
3.3 What type of motivation, internal or external, leads to more sustainable engagement?
4. Motivation’s advantages in business activities
4.1 Positive effects of motivation on the organization
4.1.1 Clarify goals
4.1.2 Overcome failures
4.1.3 Employee retention rate increases
4.2 Motivation help leaders and managers
4.3 For employees
4.3.1 Improve performance
4.3.2 Stronger company culture
5. Challenges of motivating employees and possible solutions
5.1 Lack of clear and meaningful goals
5.2 Lack of feedback and recognition
5.3 Lack of independence and empowerment
5.4 Lack of growth and development
5.5 Lack of trust and respect
5.6 Lack of balance and well-being
6. How to motivate?
7. Conclusion
REFERENCES
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1. Introduction
The Gallup World Poll, the site that has conducted studies in more than 160 countries about
various issues and current events, has stated “only 15% of employees worldwide are actively
engaged in their jobs”. Also, over 2.7 mil workers in more than 50 diverse industries participating
in a study by the Society for Human Resource Management (SHRM) found that 76% of them
ranked job satisfaction and motivation first place in finding jobs. Lastly, the University of Warwick
revealed that happy employees are, on average, 12% more productive than their unhappy
counterparts. To sum up, these data conclude that inspiring worker’s motivation these days requires
more than just a carrot-and-stick approach.
a. What is motivation?
b. What are some factors contributing to employee motivation?
c. What are the advantages and difficulties of motivating?
d. How can a manager motivate their subordinates?
2. Definition of Motivation in business
2.1 What is motivation?
Motivation is the process that initiates, guides, and maintains goal-oriented behaviors. For
instance, motivation is what helps you lose extra weight, or pushes you to get that promotion at
work. Generally speaking, motivation causes you to act in a way that gets you closer to your goals.
2.2 What is “Motivation in business”?
Motivation is an important concept in management.
The definition of motivation in management refers to inspiration, desire, and morale, and it
describes the willingness to execute duties in pursuit of organizational objectives. Leaders with
solid motivational skills spur and induce people to undertake a specific course of action to achieve
desired goals and objectives. Essentially, motivation functions like an activating force that
stimulates people to accomplish their best.
One example of motivation in a business is setting clear and achievable goals for employees.
When employees have a clear understanding of what is expected of them and are given specific
targets to work towards, they are more likely to be motivated to work harder and strive for success.
Additionally, offering incentives or rewards for reaching these goals can further motivate
employees to perform at their best and contribute to the overall success of the business. By creating
a positive and rewarding work environment, businesses can effectively motivate their employees to
work towards common objectives and drive the company towards success.
2.3 The Role of Motivation in Business
Motivating employees in business plays a key role for the overall success and growth of an
organization. The success of motivating employees can lead to high productivity and a positive
work environment.
2.3.1 High productivity
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When individuals are driven by a sense of purpose or rewards, they are more likely to invest
their time and effort into their tasks, which leads to the faster task completion.
2.3.2 Positive work environment
When employees are motivated, they tend to exhibit positive attitudes, which can be
contagious and uplift the overall morale of the workplace. This fosters a culture where employees
feel valued, respected, and supported, leading to increased collaboration and teamwork.
2.3.3 In Reality
The recent Covid-19 pandemic of 2022 is an outstanding example showing the importance
of motivation in business.
The complicated developments of the epidemic force people to practice social distancing
and work remotely to ensure health and safety. This has a significant impact on how the
organization operates and manages its employees.
“To speed up the recovery and growth process, businesses need to pay attention to the health
and spirit of the workforce…” - Said Ms. Ha Thu Thanh, Chairwoman of the Network of
Vietnamese Businesses Supporting the Development of Women's Empowerment (VBCWE).
In fact, many enterprises have encouraged employees to rest when feeling unwell. Since in
business, ensuring the safety of workers must come first.
Additionally, they also exchanged and listened to employees' needs. This is also a way for
business managers to motivate them. And that really benefits businesses, as employees have more
energy to work and maintain business efficiency.
This is an important factor contributing to the revival of businesses after the pandemic.
3. Motivator
3.1 Definition of Internal and External motivation
3.1.1 Internal motivation
Internal motivation fuels us from the inside. It's the feeling of satisfaction that comes from
the work itself, not external rewards. Examples include learning a new skill, taking on a challenge,
or contributing to a company's mission.
3.1.2 External motivation
External motivation comes from external rewards, like a raise or a promotion. People are
extrinsically motivated when they do things to get a reward, not because they enjoy the work itself.
Recent research shows external rewards may not be as effective as once thought and can even hurt
creativity. Examples:
Financial rewards: Salary increases, bonuses (based on sales performance)
Promotions: Moving to a higher position with more responsibility and, more
pay.
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Public recognition: Employee of the Month awards, shout-outs in company
meetings, positive performance reviews.
3.2 The difference between internal motivation and external motivation
To understand how employees achieve their best work, it's crucial to distinguish between
two key motivators:
Feature Internal Motivation External Motivation
Source Comes from within the employee Comes from outside the employee
Driver Psychological rewards Tangible rewards (money,
(satisfaction, growth) promotions)
Sustainability More likely to lead to long-term May lead to burnout or short-term
engagement and success focus
Impact on Often leads to better performance Can be effective for specific tasks
Performance and higher quality work but may not push innovation
3.3 What type of motivation, internal or external, leads to more sustainable engagement?
Internal motivation is generally considered the better long-term option for several reasons:
Sustainability: It fuels your drive from within, making it more likely you'll stick with
a goal.
Self-Directed: You feel in control and engaged in the process, fostering a sense of
ownership.
Deeper Learning: When you're intrinsically motivated, the focus is on enjoyment and
mastery, leading to a deeper understanding.
External motivation can be a helpful starting point in some situations, like getting a project
kickstarted. However, it can have drawbacks:
Passing: The motivation might disappear once the reward is received or the
punishment is avoided.
Pressure: External pressure can lead to burnout and a negative association with the
task.
Superficial Learning: Focusing on rewards may lead to a less thorough
understanding of the material.
Internal motivation is the more sustainable and fulfilling option for long-term success.
However, external motivation can be a useful tool to get started or stay on track. The key is to find
ways to tap into your intrinsic drive whenever possible.
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4. Motivation’s advantages in business activities
4.1 Positive effects of motivation on the organization
4.1.1 Clarify goals
Motivation lets organizations define clear goals and see the necessary steps that need to
achieve the goals.
4.1.2 Overcome failures
Motivation helps the company overcome those obstacles, failures and fears to get back up,
build confidence and continue fighting to fulfill the previously set dreams.
4.1.3 Employee retention rate increases
Motivating employees to love and have more engagement with their work will help
employees tend to stay with the company for a long time. This helps reduce recruitment costs,
allowing businesses to invest in training opportunities to improve qualifications and expertise.
4.2 Motivation helps leaders and managers
When managers have motivation, they will be able to create some great ideas or business
strategies to reach the purpose of the business that leads the team to achieve their goals even the
most ambitious ones.
Learning and applying ways to motivate employees also makes the managers vividly know
the features of each staff and become more flexible in using human resources and assign the work
in accordance with each person's ability more effectively.
4.3 For employees
4.3.1 Improve performance
Highly motivated people are more invested in their work and are more likely to proactively
identify obstacles to their performance and remove them.
In addition, motivated employees are also more likely to concentrate, which makes them
more productive. As a result, work-efficiency will be increased.
4.3.2 Stronger company culture
Employees who are motivated and passionate about their work will create a culture that is
aligned with common goals. Workers can trust and support each other to achieve results, share
positive feedback, and reach the aims together. This strengthens their relationship.
5. Challenges of motivating employees and possible solutions
Human nature hasn’t fundamentally changed. People want to be engaged at work and apply
themselves to big things. But just like a camera lens zooming out, we now see there’s more to the
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story. Feeling passionate about our working life — liking what we do and how we do it — is as
important as ever, but what creates that passion has broadened and deepened. We no longer see a
singular pursuit of a corporate goal in a bustling office as the only way to a purposeful career.
Leaders need to catch up or they’ll be operating offices with the best and most mobile workers are
prone to leave vonluntarily.
5.1 Lack of clear and meaningful goals
One of the main factors that influence employee motivation is having clear and meaningful
goals. Goals help employees understand what they are expected to do, why they are doing it, and
how they will be measured. Without clear and meaningful goals, employees may feel confused,
frustrated, or indifferent about their work. Furthermore, high achievers will do best when the job
provides moderately challenging and obvious goals.
Solution: Leaders should set SMART goals for their employees, which are specific,
measurable, achievable, relevant, and time-bound. Leaders should also communicate the goals
clearly and frequently, and align them with the organization's vision and mission.
5.2 Lack of feedback and recognition
Today, many employees are doing more with fewer resources, leading to high levels of
burnout but also an increased desire to be recognized for their contributions. While the occasional
"thank you" and "nice work" is always appreciated, employees crave a higher quality and quantity
of recognition. Feedback and recognition help employees know how they are doing, what they can
improve, and how they are valued. Without feedback and recognition, employees may feel
ignored, unappreciated, or discouraged.
Recent research by Achievers Workforce Institute uncovered that those who are recognized
weekly by their managers are 10 times more likely to recommend their managers than those who
are never recognized.
Solution: Leaders should provide timely, constructive, and positive feedback to their
employees, and acknowledge their efforts and achievements. More frequent one-on-ones, weekly
planning sessions, and daily check-in meetings are ways that can give more regular feedback. For
example, eliminating the secrecy surrounding pay by openly communicating everyone’s wage,
publicizing performance bonuses and allocating annual salary increases in a lump sum rather than
spreading them out over an entire year, which will make rewards more visible and potentially more
motivating.
5.3 Lack of independence and empowerment
Independence and empowerment refer to the degree of control and choice that employees
have over their work. Employees who have liberty and empowerment feel more engaged, creative,
and responsible for their work. Otherwise, they may feel micromanaged, restricted, or powerless.
Solution: Be deliberate about the strengths of your employees. Find what they do well and
actively tap into their expertise. Good managers will find and create opportunities for their
employees to contribute. And good employees will build on that support, becoming empowered
and taking initiative. If managers give them room to grow, and think for themselves, the company
gets boundless potential.
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5.4 Lack of growth and development
The traditional corporate “ladder” has shifted. Employees are no longer looking for just a
promotion, they are looking for opportunities to learn new skills, work on exciting projects, and
receive internal and external developmental programs that are supported by their company.
Employees who have growth and development feel more competent, confident, and motivated to
achieve their potential. Without growth and development, employees may feel stagnant, bored, or
unfulfilled.
Solution: Leaders should provide their employees with training, coaching, mentoring, and
feedback to help them develop their skills and abilities. Micro learning is a great option for helping
employees leverage just-in-time training for their development. Leaders should also offer their
employees career paths, promotions, or lateral moves to help them grow and progress.
5.5 Lack of trust and respect
Trust and respect refer to the quality of the relationship that employees have with their
leaders and colleagues. Employees who have trust and respect feel more connected, valued, and
supported by their work environment. Without trust and respect, employees may feel isolated,
insecure, or unfavorable.
Solution: To gain the trust and respect of your subordinates, it is necessary, above all, to
work ethically and honestly. It is necessary to be an "attainable" professional. That is, you need to
be open to conversations, criticisms, suggestions, you need to show that you understand what you
are doing, but that if you don't know an answer, you are humble enough to go after the questions.
You need to make it clear that you are constantly evolving and in search of knowledge, always. It
makes him human. It connects people. And let's not forget; to win over your team, you need to
prioritize them.
5.6 Lack of balance and well-being
Balance and well-being refer to the physical, mental, and emotional health of employees.
Employees who have balance and well-being feel more energized, happy, and productive at work.
Obviously, those without work-life balance may face burnt-out and stress.
Solution: The company's first task is to learn what employees want and then figure out if
they're getting it. This provides work-life balance, according to McKinsey research. Leaders should
promote balance and well-being among their employees by providing flexible work arrangements,
reasonable workloads, and adequate breaks.
6. How to motivate?
The 5Rs system: Responsibility - Respect - Relationship - Reward - Recognition
Responsibility: Don’t tell the personnel "Do whatever I tell you.”. Instead, create a job
description that includes the work processes and desired results. By assigning responsibility to
workers, they have the freedom to make decisions and take ownership of their work, which
increases their sense of control over their tasks and boosts their motivation. Accountable-for-
specific-tasks workers who feel empowered and trusted are more likely to be motivated to perform
well.
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Respect: "Respectful" managers and organizations create continuous learning, teamwork,
genuine caring and concern for all key stakeholders including employees. So, when workers’ efforts
and contributions are recognized and appreciated, this recognition acts as positive reinforcement
and boosts their motivation to perform well. Feeling valued and acknowledged for their work
enhances their sense of self-worth and encourages them to continue giving their best.
Relationship: Because motivation is an inside job, an effective manager must focus on
creating environments that are conducive to workers. Building positive relationships with
employees creates a sense of belonging within the workplace. When employees feel connected to
their peers and supported by their supervisors, they are more likely to feel motivated and engaged in
their work.
Recognition: Recognition has more to do with being recognised. A motivator could be the
permission to join a company special project, invitation to a study team or promotions. When
workers receive recognition for their efforts and achievements, it provides them with a sense of
validation and appreciation and boosts their confidence. This recognition reinforces the notion that
their contributions matter and encourages them to continue performing at a high level.
Rewards: Rewards are not as essential as in the past management approach. However, when
workers receive rewards for their hard work, it reinforces a sense of accomplishment and validates
their contributions. This recognition can boost their self-esteem, job satisfaction, and overall
motivation.
7. Conclusion
The definition of motivation in management refers to inspiration, desire, morale, and
willingness to pursue organizational objectives.
There are 2 kinds of motivations: internal and external and both have their own impact on
management success.
Though facing various challenges in motivating employees, businesses especially need
motivation to be able to maintain and develop the organization as it brings them lots of advantages.
Managers can use the 5Rs system as foundation to energize their subordinates.
REFERENCES
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