The theory of creating employee motivation

2.3.1. Maslow theory

In 1943, the famous psychologist Abraham Maslow – American (1908-1970) developed one of theories which its influence widely recognized and used in different fields. This is the theory about scale of people’s demand that is origin of motivation. He divided demand system into 5 groups according to order from lower-order to higher-order. When the satisfied demand will arise higher demands, as follows: Demand is a psychological and physiological state which people feel deprived, not satisfy about something and desire to meet it. Demand is very diversity and plentiful, demand and demand satisfaction associated with social production and the distribution of material and spirit value in the society. Follow Maslow, each individual has different level of demand. Lower-demand is satisfied, higher-demand will become motivation which promote people’s behavior. After the demand is satisfied, another demand will appear.

Result is people always have un-meet demands and these demand will promote people perform any activities to satisfy them.

Figure 1: Maslow’s Hierarchy of Needs

2.3.2. Frederic’s two-factor theory

Frederic Herzberg (1923-2000) is the American psychologist. He showed the two-factors theory in 1959 – The theory has been applied widely in business administration.

To build the theory, he interviewed 203 accountants and engineers in America. He suggested they listed pleasing and highly satisfied factors as well as required them listed the factors make them depressed, discontent. His findings have created big surprise for the administrators at the time. He claimed that “the contrary with satisfaction in work is not discontent, just have no satisfaction in work”.

Herzberg brought a group of maintenance factors (external factor belongs to outside satisfaction) prevented discontent of employee. For maintenance factors, Herzberg said that if satisfaction is not good, this makes discontent for employee but if the company perform the demand well, this prevent discontent and not sure create satisfaction.

Herzberg also stated a group of encouragement factors (internal factors – the factors satisfied internal nature) made employee satisfied. For the encouragement factors, he stated that if these factors are not well performed causing not satisfied and not sure makes employee discontent. However, if company to be done well, this promotes work motivation of employee and helps them love their job and dedicate for the organization.

Herzberg also stated, guarantee of work external factors in active state is essential to

maintain level of job reasonable satisfaction. However, to increase level of job satisfaction need to pay attention to improve encouragement factors.

• Hygiene factors.

Policies and rule management of company: That means how are all operations of company managed and organized. It also aims to orient company operation in general and employees in particular according to certain standards to obtain target of company.

If the policies and suitable rules are not detrimental to employees that make them not considerate as well as no discontent with company and vice versa.

The supervising work:

For any company, supervising employee always play an important role to managers.

From there it bringing for the manager analysis and evaluation capacity, qualifications and weakness to give timely supported method for employees as well as giving forms of reasonable reward and discipline. This depends on professional capacity, social communication skills and openness of manager. However, unreasonable and strict supervision will cause discontent for employees and make them have feeling of being superior scrutiny. That leads to be difficult to concentrate on working and reduce labor productivity. So that the manager need to have specific plan and identification of each supervising object, conscious and discipline in working.

Salary:

This is supervised finding of Herzberg, in general salary is not motivational effect to employee, although slow salary will make them dispirited. The initial goal of employee is working for earning money and they will not pay attention to this matter when they love their job (with condition is their salary appropriates with their efforts and matching labor market). In order to put the salary for a position, manager must considerate some factors such as: position, type of work, contribution to company, financial ability of company and average salary in labor market for such position… The confidentiality of salary between employees is important issue and in some company, this is confidential issue and they require their employees not to be provided to anyone because an unequal of salary causing comparison and discontent for employee.

The relationship between leader, colleague: In a company there are many different relationships between employees together, employees and manager. If the internal relationship worsens, this hinders work. But vice versa if this relationship is good or can be acceptable, it will not make any difference in member’s behavior.

Working conditions:

Herzberg has found that if working condition is maintained in quite good level, this do not affect to working result of employee and also prevent their discontent. Contrary to, if the working condition is not good, the working result will be affected according to negative direction and make discontent for employee. The working result will be increased when the working condition is good level.

• Motivational factors

The success:

The success is personal satisfaction when performing a work. This is created each individual or people’s evaluation. Obtaining this, employees feel more confident, more and more love and have a passion work. Thanks to this, they will create strong motivation for themselves. They desire and expect the working result will be better in the future, especially their work motivation is increased many times when they are recognized and appreciated by their manager and colleagues.

The recognition:

The recognition is the recognition of completion a job. 16.This can be created by each individual or people’s evaluation. The recognition is shown in two forms as: material rewards (bonuses, gifts…) and spiritual rewards (merits, compliment…). In a company, if employee are recognized their achievement timely, this is not only create their work motivation but also makes them extremely proud. Moreover, this makes another employee try to work hard to get the same achievement. The recognition will create labor movement at company which contributed enhancing efficiency of company’s activities. However, the recognition of achievement need to be performed fairly, timely and correctly.

The nature of internal job:

According to Herzberg, the nature of internal job can affect to employee’s work motivation. For example: An interesting, diversified, creative and challengeable job will have positive influence to each employee and make them love and have passion this job.

This leads labor productivity remarkable increasing.

Labor Responsibility:

Labor responsibility is influence level of one person to job may be affected by its powers and responsibilities. Employee always desire to be trusted by manager and colleague, appreciate themselves value. When the job associated with their responsibility, the employee will work more determined and try to complete assigned tasks well. However, responsibility assignment to each individual needs consideration, if the arrangement is not appropriate; it will make negative direction for employee and eliminate their capacity and creativity.

The Promotion:

When employees are recognized achievement, they often have trend to desire having opportunity for promoting, developing and improving themselves. For any employees, career development plays an important role and it proves capacity and qualification in a organization. Having promotion opportunity is big work motivation.