Recommendation

The two first stage of Maslow's Hierarchy of Needs, "the physiological needs and safety" is expressed through the scale of salary and welfare. This can be considered as the necessities of life such as the demand for food, travel, and safety. Practice has shown that if the income is not enough to cover the minimum daily needs of themselves, they sooner or later the employee leaves the organization or seek part-time employment. According to research results, factor salary dose not positive impact on employee satisfaction. In other words,

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income is still the persistent problem with salaried employees, living mainly rely on wages from work with no or little income from other investments. Salary are the main income of the employee, it acts directly to the employee. However, how much pay is appropriate and how to pay equity. Therefore, the issue of wages has always attracted the attention of everyone, and it is also a tool to attract staff. Equity theory of Adam (1963) have defined inputs that employees contribute their own work and output elements that the employee receives from the job. Then, the inputs and outputs of itself be considered and compared to the inputs and outputs of colleagues within the organization.

Revise the salary scale system positions any position lower wage minimum wage prescribed by the state and BDPC proposed raising to at least the minimum wage prescribed areas, contributing ensure the lives of the employees themselves and their families.

The study results showed that termites Leader are factors that affect the employee satisfaction of the employee to work, demonstrate leadership factor is significant for employees. Leadership is the key determinant of success. It was suggested that the leader must morality, Vision, talent. Thus can be seen, the leader should have the moral quality, vision and talent, the new leaders become role model, an example for the staff, creating the trust, respect of employees. In the tower's needs Maslow Tuesday ladder "social demand" and the fourth is

"Self-importance" is demonstrated by the relationship between the worker and the superior. the administrator acts as the means to satisfy the needs and wants of workers rim.

Thus, in order to improve and strengthen the relationship between the worker and the superior, leader of BDPC need to take the following measures:

Construction and implementation of democracy regulations at the unit, established reporting channels and information exchange for employees to easily share, report and get the attention and support of superiors when necessary nor difficulty in communicating and exchanging with superiors.

Currently, BDPC has been carried out to assess the effectiveness of

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annual work, however, no mechanism, reward policy for those who successfully completed the task. Thus, the employee will lack motivation to strive in their work. leaders inBDPC proposed policies to reward, especially for those who successfully completed the assigned tasks. The commendation forms can be commended in writing, material rewards or salary increase before maturity to recognize the contribution and dedication of the staff.

Leaders should always exemplary actions, set an example for employees to follow. Leaders need to respect and strictly implement the Code of Conduct, particularly when making decisions to ensure the objectivity and fairness, have sex, have a heart to serve employees, export recovery.

According to research results, Factors related colleagues are not impacted to employee satisfaction. Colleagues are the people most exposed employees in the organization, even the time that the employee worked and exposed his colleagues more than the time that the employee exposed to a relative or family if minus their sleep time / date. The relationship between the worker and his colleagues unity, love, care, help each other to make the employees feel workplace is also the home and loved his colleagues and increase their loyalty job. So we can see the important factors that colleagues like in theemployee satisfaction with the work of the employees. At work, harmony and unity will make up the collective strength. In life, sometimes colleagues are who you listen to, share, and give us helpful advice.

Creating conditions for the employees involved in organizations such as trade unions, youth union, cultural clubs and sports to be exchanges, learn from experience, to share thoughts, feelings, aspirations... Thereby, creating relationships of interest, commitment and mutual support among colleagues.

Construction work atmosphere friendly and efficient. Cultural development organizations. The BDPC needs, advocacy and guidance system for controlling the overall value the interaction between the members of the organization and between the organization members with people outside the organization. Cultural organizations are considered intangible assets of the

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organization. Organizational culture is built well will create a healthy environment, justice for all members, improves relationship of colleagues as well as to build a better image in the perspective of partners, donors and the public.

Besides the factor of wages and welfare; leader ;collegue; training and promotion opportunities, the working conditions, affectingfactors the employee to the job satisfaction. A high-paying job, but despite working time continuously extended, the employee did not have enough time to rest for reproducing labor power or the employees to work in hazardous environments, not clean, not safe can cause employees to a time when the basic needs are met, they will care about safety needs and then they will ask to meet their security needs or will leave the organization. Physiological needs and safety needs are the basic needs of human beings (the theory of Maslow's needs). Satisfying these needs is extremely important. The organization fully equipped working facilities for employees, employee comfort and safety at work, satisfaction contribute to the overall development of the organization.

It was suggested that when employees are recruited into the organization had to meet the recruitment criteria such as level of education, the knowledge and skills needed to meet the requirements of the job. So no need to organize training for the employees as well. On the other hand, the cost of training is often very expensive. Many cases the employee has been sent for training organizations, learning, knowledge, skills, and then the work is not so long, the resignation. This is no less damaging to the organization not only financially, but also the image of the organization.

However, the majority of CEOs believe that education policy is not only retraining but also equipping the knowledge and skills that employees need to be able to complete its work, in accordance with strategic development plan of the organization as well as generate new jobs. This is the organization's investment for the future development of his own. Besides, the policy has a clear staff development will make the employees aware of the conditions required for

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promotion, and career development. Thus, the employee will see his future in the organization and they will decide to stay with the organization and dedication to be developed.

TheBDPC need to have annual training planon the basis of identified training needs of each employee; more proactive in implementing training plans of their units, effective utilization of training funds unit.

Focus and facilitate English language training, information technology and soft skills for all officers, employees, teachers, mothers, aunts. Develop policies to encourage people to improve their English, IT and soft skills.

Strengthening cooperation with social welfare centers, and other organizations who share the task of caring for and support orphans, helpless to learn, share experiences.

Implementation of employee turnover, which employees have the opportunity to learn and gain experience from new positions, improve their professional skills to better serve its job.