Factors affecting employee motivation in viet thanh cong training joint stock company.docx

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MINISTRY OF EDUCATION & TRAINING
HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY
GRADUATE INTERNSHIP REPORT
FACTORS AFFECTING EMPLOYEE MOTIVATION IN
VIET THANH CONG TRAINING JOINT STOCK
COMPANY (VIET VICTORY)
Subject: BUSINESS ADMINISTRATION
Specialty: BUSINESS ADMINISTRATION
Instructor (Lecturer) : Trần Thị Trang
Student’s name : Trương Thị Tố Quyên
Student’s ID: 1411141832 Class: 14DQTQ03
Ho Chi Minh City

-
MINISTRY OF EDUCATION & TRAINING
HOCHIMINH CITY UNIVERSITY OF TECHNOLOGY
GRADUATE INTERNSHIP REPORT
FACTORS AFFECTING EMPLOYEE MOTIVATION IN
VIET THANH CONG TRAINING JOINT STOCK
COMPANY (VIET VICTORY)
Subject: BUSINESS ADMINISTRATION
Specialty: BUSINESS ADMINISTRATION
Instructor (Lecturer) : Trần Thị Trang
Student’s name : Trương Thị Tố Quyên

[i]
SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom - Happiness
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COMMENTS OF THE SUPERVISOR
Student’s full name: Trương Thị Tố Quyên
Academic Year: 2014–2018
1. Duration
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2. Department
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3. Responsibility and Discipline awareness
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4. Results
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5. General comments
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Supervisor

[ii]
SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom - Happiness
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COMMENTS OF THE INSTRUCTOR
Student’s full name: Trương Thị Tố Quyên
Student’s ID : 1411141832 Class: 14DQTQ03
Academic Year : 2014–2018
1. Duration
………………………………………………………………………………
2. Department
………………………………………………………………………………
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3. General comments
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Instructor

[iii]
OUTLINE CONTENTS
INTRODUCTION .........................................................................................................01
CHAPTER 1: GENERAL INTRODUCTION ABOUT VIET VICTORY
1.1 Brief history and development of company.............................................................02
1.2 Business sector of company.....................................................................................03
1.3 Role and goal of company .......................................................................................03
1.4 Organization structure..............................................................................................04
1.5 Business analysis in the last three years ..................................................................05
1.6 Summary of chapter 1..............................................................................................06
CHAPTER 2: ANALYZING FACTORS AFFECTING EMPLOYEE MOTIVATION
IN VIET VICTORY
2.1 Analyzing factors affecting employee motivation in Viet Victory
2.1.1 Working environments....................................................................................07
2.1.1.1 Work conditions .................................................................................07
2.1.1.2 Nature of job.......................................................................................07
2.1.1.3 Leadership and colleague relations ....................................................08
2.1.1.4 Leadership style (Supervision)...........................................................09
2.1.1.5 Culture of company ............................................................................10
2.1.2 Company policies............................................................................................11
2.1.2.1 Salary/wage policy .............................................................................11
2.1.2.2 Reward and recognition......................................................................12
2.1.2.3 Welfare ...............................................................................................13
2.1.2.4 Training and development..................................................................15
2.1.2.5 Promotion opportunities .....................................................................16
2.2 Advantages and disadvantages (limitations) of factors affecting employee
motivation in Viet Victory.............................................................................................16
2.2.1 Advantages ......................................................................................................17
2.2.2 Disadvantages (Limitations) ...........................................................................17
2.3 Summary of chapter 2..............................................................................................19

[iv]
CHAPTER 3: SOLUTIONS TO IMPROVE THE EFFECTIVENESS OF FACTORS
AFFECTING EMPLOYEE MOTIVATION IN VIET VICTORY
3.1 Suggestions to improve the effectiveness of factors affecting employee motivation
in Viet Victory ...............................................................................................................20
3.1.1 Suggestion 1: Regarding colleague relationship............................................20
3.1.2 Suggestion 2: Regarding working conditions................................................20
3.1.3 Suggestion 3: Regarding nature of job ..........................................................21
3.1.4 Suggestion 4: Regarding leadership relationship...........................................21
3.1.5 Suggestion 5: Regarding welfare...................................................................22
3.1.6 Suggestion 6: Regarding reward and recognition..........................................22
3.2 Other suggestions.....................................................................................................23
CONCLUSION..............................................................................................................25
REFERENCES ..............................................................................................................26

[v]
LIST OF ACRONYMS
Acronyms Note
Viet Victory Viet Thanh Cong Training Joint Stock Company
HCM Ho Chi Minh
HR Human Resource
DEP’T Department
VND Vietnamese Dong

[vi]
LIST OF TABLES, FIGURES
NUMERICAL
ORDER
FIGURE/TABLE NAME NUMBER
OF PAGES
1 Figure 1.1 Organization structure of
Viet Victory
04
2 Table 1.1 Business results of Viet
Victory from 2015 to 2017
05

1
INTRODUCTION
In recent years, in the harsh market economy, competition in human resources
is always an alarming issue in companies, because human resources are the most
important factor for business success. A firm has advanced facilities, modern
technology and great service quality, however if the lack of human resources to work
effectively, this firm is difficult to compete with other companies and long-term
survival. How to motivate employees with enthusiasm, dedication in work for
company and social development, which is an essential and indispensable problem for
each business. In order to effectively manage human resources, they must be
considered as the significant element of company development. In addition, the
managers create conditions for employees to promote their potential.
Viet Thanh Cong Training Joint Stock Company (Viet Victory) is a high quality
practice training company working in banks and businesses. VietVictory focuses on
training students to become professional workers, promote their capacity, virtue,
morality. Having good model, good development strategy but weak human resources
management, the business is difficult to succeed. Viet Victory understands the
importance of the human resources in the survival and prosperity of an organization.
Being aware of the importance of the problem, I chose "Factors affecting employee
motivation in Viet Thanh Cong Training Joint Stock Company (Viet Victory)" as
research topic.
The topic structure consists of three chapters:
 Chapter 1: General introduction about Viet Victory
 Chapter 2: Analyzing factors affecting employee motivation in Viet
Victory
 Chapter 3: Suggestions to improve the effectiveness of factors affecting
employee motivation in Viet Victory

2
CHAPTER 1 : GENERAL INTRODUCTION ABOUT VIET VICTORY
1.1 Brief history and development of company
 Viet Victory was established on 02/06/2014. After more than 2 years of
operation, Viet Victory has trained more than 1,000 graduates of the titles of
work at banks and enterprises. Banks that prefer to recruit Viet Victory
students such as: ANZ, Standard Chartered, HSBC, Eximbank, MB bank,
Techcombank, VP bank, HD bank, VIB, Maritime bank, AB bank, TP bank,
NAM A bank, Viet Capital bank, Vietbank, SCB, SHB,…The remarkable
growth of Viet Victory is reflected in the level of expansion of the network
of centers in the universities in Ho Chi Minh City, along with the diversified
development of sales and distribution channels. Up to now, Viet Victory has
built 6 practical training centers. There are 5 centers in Ho Chi Minh City
such as Head office 307/24 Nguyen Van Troi, 110 Cao Thang, Ho Chi Minh
City University of Technology, Ho Chi Minh City Open University, Ho Chi
Minh City Food Industry University and one center at Vinh University
(Vinh City, Nghe An Province).
 Company’s full name: VIET THANH CONG TRAINING JOINT STOCK
COMPANY
 Company logo
- -
 Type of company: Joint stock company
 Head office: 307/24 Nguyen Van Troi Street, Ward 1, Tan Binh District,
HCM City
 Telephone: 028.39974556
 Fax: 028.39974577
 Email: info@vietvictory.vn
 Website: www.vietvictory.vn

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1.2 Business sector of company
Viet Victory is a practical training company providing training services and HR
services
 Training services: Banking positions as tellers, individual client specialists,
corporate client specialists, and international payment specialists
 HR services: providing human resources for firms and banks. Viet Victory is
confident to provide competent candidates, suitable positions and long-term
commitment to the development of the company.
1.3 Role and goal of company
 Viet Victory will accompany with enterprises in the development of human
resources and organization
 Viet Victory will contribute effectively to the sustainable development of
Vietnamese companies
 Viet Victory experts can provide excellent consultancy to corporate clients,
help to identify issues and offer solutions, and get them ready for new stages of
development
 Give young people a career start – open clearer and brighter future for them

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1.4 Organization structure
Figure 1.1 Organization structure of Viet Victory
In conclusion, the chart of organization structure of joint stock company consists
of the board of director, the director and three departments, ensuring the effective
management and operation of company. The board of director has full authority on
behalf of company to decide on all issues related to the purpose and benefits of the
company. The director runs the company's daily business and is under the supervision
of the board of director. They work together to build a sustainable company.
SUPPORTER
CONSULTANT
CREATING AND
SOURCE
MANAGEMENT
EXPERT
PARTNER
EXPERT
CONSULTANT
HEAD OF
DEP’T HEAD OF
RESIDENCE
DEP’T
HEAD OF
SUPPLY
DEP’T
VICE DIRECTOR
OF SUPPORT
VICE DIRECTOR
OF TRAINING
VICE DIRECTOR
OF HR
ACCOUNTING
DEP’T
MARKETING
DEP’T
ADMINISTRATION
DEP’T
HR
DEP’T
ASSISTANT
ASSISTANT
DIRECTOR
BOARD OF DIRECTOR

5
1.5 Business analysis in the last three years (2015-2017)
Table 1.1 Business results of Viet Victory from 2015 to 2017
Unit: Billion VND, %
Target 2015 2016 2017 2016/2015 2017/2016
±∆ % ±∆ %
Revenue 7.296 8.301 9.542 1.005 13.77 1.241 14.95
Cost 7.053 7.987 9.197 0.934 13.24 1.21 15.15
Profit 0.243 0.314 0.345 0.071 29.22 0.031 9.87
(Source: Accounting department)
Comment: In general, over the period of 3 years, from 2015 to 2017, business result
of company has positive points:
 Revenue increases gradually during the period. Specifically, revenue was 8.301
billion VND in 2016, a 13.77% increase compared to 2015. In 2017, there was
a 14.95% rise in revenue, which increased up to 9.542 billion VND.
 The company’s total cost rose slightly in 2016, increasing 13.24% based on
2015. In 2017, there was a dramatical rise in total cost, increasing 15.15%
compared to 2016 and the total cost was 9.197 billion VND.
 In addition, there was a significant increase in company’s profit over the period.
Particularly, profit was 0.314 billion VND in 2016, a 29.22% rise compared to
2015. In 2017, revenue rose 9.87% based on 2016, which increased up to 0.345
billion VND.
Reason for changes:
 In 2015, because the company was established last year, the company's partners
are limited, the reputation of the company is not widely known so profits are
not as high as expected. However, thanks to the right policy, the company has
expanded its business partnerships with banks and firms. The company's
revenue increased significantly in 2016.
 In 2016, the company regularly opens job opportunities and seminars on career
training for students at the university that the company has affiliated, so the

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number of students known and registered the course of company rose
dramatically. Therefore, this year the revenue of company increased quite high
compared to previous year.
 In 2017, the cost of company increased because company expanded its banking
training facility for university students and company also invested in modern
equipment to support students learning. In addition, the training quality of
company is quite good, meeting the recruitment needs of banks and businesses
so company is increasingly growing. Therefore, the company's revenue rose
gradually in 2017.
1.6 Summary of chapter 1
Most companies today realise the importance of having human resources at
workplace, staffs are essential for each company and traditionally they have been seen
as the biggest cost of companies. In addition to the cost, human resources are an
investment that should be taken care of as they have an impact on the company’s
reputation, profitability, quality of products and services, and customer service
because without them, companies would not be able to operate. Viet Victory is one of
the companies in the field of human resources training to provide quality staff for
banks and businesses because Viet Victory knows that human resources are crucial
factors that affecting the company's business results. Viet Victory is confident to be a
leading human resource provider in many fields, capable to provide qualified
candidates, appropriate positions and long-term commitment to the development of the
company.
Based on the results of business analysis of company in the past three years,
Viet Victory has created a steady brand of quality training and human resources for
banks and businesses. Next, chapter 2 will analyze in detail about «Factors affecting
employee motivation in Viet Victory».

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CHAPTER 2 : ANALYZING FACTORS AFFECTING EMPLOYEE
MOTIVATION IN VIET VICTORY
2.1 Analyzing factors affecting employee motivation in Viet Victory
2.1.1 Working environments
2.1.1.1 Work conditions
Employee level of motivation is also influenced by the quality of the working
condition both its physical attributes and the degree to which it provides meaningful
work. Work condition plays an essential role since it influences employee motivation.
Employees are concerned with a comfortable physical work condition that will
ultimately provide extra optimistic level of motivation. Lack of favorable working
conditions, amongst other things, can affect badly on the employee’s mental and
physical well-being. Factors such as working hours, temperature, ventilation, noise,
hygiene, lighting and resources are all part of working conditions
Negative performance will be provoked by poor working conditions since
employees job demand mentally and physically tranquility. Moreover, they warned
that if working conditions are two extreme ends (either too favorable or too extreme),
this could be taken for granted or ignored by most employees. Futhermore, when
employees feel that management does not appreciated or acknowledge their efforts or
work done thay may use poor conditions as an excuse to get back at management.
Viet Victory has 10 rooms are equipped with air conditioner system,
telephone, full lights. Each employee owns a personal computer along with the things
needed to do their job. In addition, company also equip printer, photocopy machine for
staff to facilitate the printing jobs, copying documents for the professional work of
staff. The layout of each working room is also of interest to the company: machinery
and equipment are arranged in order and suitable, each staff has comfortable and
convenient working space.
2.1.1.2 Nature of job
Nature of job itself becomes a dominant factor of job employee motivation
when employees assess different aspects of their work, like supervision, growth
opportunity, salaries, colleagues,…When the job performed by an employee is
perceived to be important and less stressful, employee motivational level will be on the

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increase. Stressful work on the other hand is a well-known factor for low motivation
and morale, decrease in employee performance, high employee turnover, sick leave,
accidents, low job satisfaction, low quality products and services, poor internal
communication and conflicts. Work challenges let employees utilize their skills,
knowledge and intelligence to deal with complexities involved in their job. There is
negative association between intelligence and motivation when complications in job
are persistent because most of the jobs are not challenging or interesting, therefore if
the job does not have the perceived element of interest it may possibly bring
demotivation among intelligent employees.
Employees want to undertake work that is appropriate to their ability and
capacity to have high results and have conditions to promote their ability to do that
job. Employees who are doing the right job are trained, their speciality, their strengths,
their desires and work is not overload, they feel motivated to continue working.
Arranging work accurately and suitably has an important meaning to motivate
employees, create conditions for employees to promote their capacity and encourage
employee's dedication. Creating the work attractiveness is a way of creating
excitement for each employee in the company. Although, suitable job and disengaged
job but no attractiveness, no exciting challenges can bring about boring to the staff, so
the work attractiveness will stimulate employees work more effectively
2.1.1.3 Leadership and colleague relations
A good managerial realtion is an important factor in fostering employee
motivation. Those who act to maintain good relations with their employees exhibit the
following behaviors: help with job related problems, awareness of employee diff-
iculties, good communication, and regular feed-back about the performance so that
employees always know where they stand. Employees want to have input into
decisions that affect them, to feel important and appreciated. They want to be informed
and involved at work place. When a job brings recognition and respect, employees are
motivated with it. The evidence that "good management" plays a part in affecting
employee motivation puts a responsibility on both the managers and the supervisors in

9
the organization. Management needs information on employee motivation in order to
make sound decisions, both in preventing and solving employee problems.
Colleague is a person who holds a position or rank similar to that of an
employee in the same company. Co-workers are a distinct part of the working
environment, and employees are expected to work harmoniously with other
employees. Employees seek friendly, warm and cooperative relationships with others,
not only for what these relationships produce in the immediate present, but also for
what they provide in those items of need, such as social support. Pleasant associations
with colleagues have been found to have a positive influence on an individual‘s level
of motivation.
When wages are enough to meet daily living needs, people often demand that
other spirits, that is communicate friendly relations with colleagues. Because in the
process of work, each person will work with many different people, work together and
support each other. They may be members of a group, may not but are subject to
interaction, all constitute a system. Therefore, if the relationship between members is
better, the work will be smooth, contributing significantly to promote the work force
of the employees
2.1.1.4 Leadership style (Supervision)
Leadership is about influencing employees to do things the right way. To
achieve that you need employees to follow and to have them trust you. And if you
want them to trust you, do things for you and the organization, they need to be
motivated. Theories imply that leader and followers raise one another to higher levels
of morality and motivation. Motiavtion is purely and simply a leadership behavior. It
stems from wanting to do what is right for employees as well as for the organization.
Leadership and motivation are active processes in management.
According to K.Levin, American psychologists have three basic types of
leadership styles:
 Autocratic leadership style: In autocratic leadership (also known as
authoritarian leadership), the leaders make most or all of the decisions, without

10
the involvement or input of the employees. Autocratic leaders inform their
subordinates on what must be done, how it should be done and when it must be
completed. This kind of leader is likely to ignore suggestions made by staff
members
 Democratic Leadership style: Democratic leadership (also known as
participative leadership) gives some decision-making powers to the group (i.e.
the other members of the team), but in the end the final say still rests with the
leaders- staff members just have an opportunity to provide their opinions and
recommendations going forward
 Laissez-faire leadership style: Laissez-faire leadership (also known as
delegative leadership) is a rather relaxed leadership style, giving complete
decision-making control to the staff. It is up to them to manage their workload,
while the leaders neither get in the way nor closely oversee what they are doing.
Viet Victory’s director is the leader of the company in democratic style, the decision is
based on the consultation of employees and they are encouraged to contribute
comments in the meetings. Leadership always provides full of information that enables
employees to be proactive in the work process, and the staff develops the spirit of
thinking or creating good ideas to achieve the goal. Leaders create conditions and
situations that allow employees to participate in decision making. Leader and the
subordinates shared an equal voice and these groups didn’t showcase hierarch. Leader
would expect the subordinates to report to leaders regarding the task. Leader would
expect the subordinates to exhibit self-confidence and the ability to get things done
without constant supervision. The leader would expect the subordinates to involve
others in the decision-making process and therefore not act alone.
2.1.1.5 Culture of company
Company culture is a distinctive feature that covers the whole organization,
influencing the thinking and employment of almost all members. Corporate culture
includes core values, norms, practices, unspoken principles. A strong corporate culture

11
that increases employee motivation, and it has a clear, positive impact impact on
employee productivity and business profitability.
In strong culture, employees feel valued. They enjoy at least some control over
their jobs, instead of feeling powerless. Whether it’s by working from home, choosing
their projects or trying out a new role, employees that feel valued and can make
decisions achieve a higher level of performance. Strong company cultures also give
employees opportunities to grow. Offering promotions, career development programs
or extra training can keep employees motivated – which in turn, improves
performance. When everyone is in it together, they will all put forth the extra effort to
achieve organizational goals.
In today’s highly competitive business environment, everything from sales to
recruiting becomes more challenging. One way to make it all easier is by being a
company that people want to do business with and work for. Smart organizations know
that a strong, positive company culture is one of their most important assets.
Although Viet Victory does not have uniforms, all employees wear elegant,
polite and appropriate attire when working in the company. Employees always strictly
follow the regulation, keep the culture in the company, ensure work on time and
professional style.
2.1.2 Company policies
2.1.2.1 Salary/wage policy
Salary is considered as an important factor in motivating employee to work.
Salary policy is a strategy to stimulate and motivate employees to maintain and
develop human resources in company. Wage payment is extremely important for
human resources management. Wages are not the only incentive for employees to
work, but they are the main source of income for employees to cover their demands,
support their families and peace of mind to do their jobs. Wages also reflect the
capacity and contribution of employees to company, have a great significance and
decide on business production efficiency of company. In recent years, the top issue
that leaders pay attention to is the salary policy for employees, even if the company

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recruits qualified and skilled staff,however if the salary policy is not suitable,
employees will be nervous leading to the fact that their spirit will decrease and their
work will not achieve good results. Recruiting suitable employees for company is
difficult, keeping employees still stay in business is more difficult. To retain
employees, the company needs to create an appropriate and attractive salary policy.
Understanding this issue, Viet Thanh Cong Training Joint Stock Company
(Viet Victory) uses not only the salary to ensure the material life of employees, but
also through the payment of salaries to monitor and supervise the performance of
personnel tasks. Company has different tasks to do so there are various payment
methods suitable for each job, which stimulates employees to work with high
productivity and allow them to check more easily. The company applies the following
payments methods:
Payment by time (Monthly salary) applies to all employees in company. To
pay exactly, the accountant based on actual working days (shown on the timesheet) to
calculate. Payment by time is calculated as follows:
Monthly salary =
𝑩𝒂𝒔𝒊𝒄 𝒔𝒂𝒍𝒂𝒓𝒚+𝑨𝒍𝒍𝒐𝒘𝒂𝒏𝒄𝒆
𝑾𝒐𝒓𝒌𝒊𝒏𝒈 𝒅𝒂𝒚𝒔
× 𝑨𝒄𝒕𝒖𝒂𝒍 𝒘𝒐𝒓𝒌𝒊𝒏𝒈 𝒅𝒂𝒚𝒔
Inside: Working days = Number of days in month - number of days off
(Working days of company is 26 days per month)
Basic salary: 6 million VND
Actual working days are calculated based on the timesheet
2.1.2.2 Reward and recognition
Besides salary, reward plays a critical role in motivating employees to perform
creatively. Reward is the benefit received for performing a task, it is a positive
stimulus or incentive in motivating employee to work. Rewards can be extrinsic or
intrinsic. Extrinsic rewards are the tangible rewards which one gets from the leaders.
External rewards can be in terms of salary/pay, incentives, bonuses, stock options,
promotions, job security, flex-time. Intrinsic rewards are intangible rewards or

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psychological rewards which one receives from the job itself. These are the self
initiated rewards. Such as : pride in one‘s work, a feeling of accomplishment,
appreciation, meeting the new challenges, positive and caring attitude from leaders,
participation in decision making, or being part of a team
Reward and recognition are essential factors in enhancing employee
motivation and job satisfaction which is directly associated to organizational
achievement. Celebrating and promoting the achievements of staffs through
recognition and rewards are crucial for boosting employee motivation
Viet Thanh Cong Training Joint Stock Company (Viet Victory) awards 13th
month’s salary to all employees at the end of the year. Company also rewards for team
with excellent performance in month, quarter or year. Bonus commission for sale
employees when they achieved company’s target. In addition, the company also
concern about meeting the rewards that bring spiritual value to employees such as
organize annual travel, praise individual or group publicly
2.1.2.3 Welfare
Beside salary policy and reward policy, welfare policy also has outstanding
impact on motivating employee to work. Welfare is part of the remuneration paid
indirectly for employees to support their life. Employees who sign contracts after 3
months or more are entitled to health insurance and social insurance, join union and
receive allowances for workers based on the law
2.1.2.3.1 Social insurance
Each month, the company deducts 20% of the gross wages for the social
insurance agency in Ho Chi Minh City, of which:
 15% of the gross wages will be borne by the company and put into the relevant
expense accounts. 5% of the gross wages will be borne by the employee
The allowances for employees working in company include: sick child support
allowance, maternity allowance, pension allowance
Sick chlid support allowance

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Employees only receive allowance 75% of the basic salary paid for social
insurance, the number of days to be paid:
 20 days/year for children under 3 years old
 15 days/year for children from 4 to 7 years old
Maternity allowance
During the pregnancy, there are three days off for a pregnancy checkup, once a
day
In case of miscarriage, take 20 days off if the pregnancy is less than 3 months
and 30 days off if the pregnancy is 3 months or more
6 month-maternity leave to raise children
Pension allowance
Employees are entitled to a monthly pension allowance when they quit job but
have one of the following conditions:
 Male must be enough 60 years old, female must be enough 55 years old
 If they pay enough social insurance during period of 15 years, they will be
allowanced 2%
2.1.2.3.2 Health insurance
At the company, the deduction for health insurance is also based on the
regulation, in which :
 Company bears 2% and put into the relevant expense accounts
 1% deducted from the employee's salary
Employees will be provided with health insurance cards to receive medical
care when they need it. Employees who have a health insurance card will be able to
entitle regimes based on the regulation such as medical examinations, outpatient
treatment and inpatient treatment
The health insurance fund pays 80% for cost of medical examination and
treatment according to the hospital fee and patients will pay 20% of remaining fee

15
2.1.2.3.3 Union funds
Both deductions for social insurance and health insurance are deducted from
the gross wages. Union fees are deducted based on total income of employees. 2%
deduction of total salary fund is included in the cost of enterprise management.
The union fees of company are spent on the following items:
 Cultural activities and sport movements
 The invention of innovations, improvement of science and technology applying
into manufacturing business
 Holidays : International Women’s Day
 In addition, the company's union fund and welfare fund contributing for
employees visiting, entertainment, tourism, ...
2.1.2.4 Training and developing
Training is a systematic process that fosters the accumulation of skills, rules,
behaviors or attitudes that lead to better match between employee characteristics and
work needs. Development is a long-term process that improves the capacity and
motivation of employees to turn them into valuable future employees of the
organization. Development involves not only training but also career and other
experiences. Training is an important tool for solving business problems and
developing human resources.
Training and development of personnel is one of the positive measures to
increase the company's adaptability to change of environment. Training and
development provides the company with high quality human resources that enhance
competitiveness. Training is considered a strategic weapon of the organization to
enhance competitiveness against competitors.
Therefore, in order to promote work efficiency as well as personal capacity,
employees must learn knowledges and skills necessary for the job through the training
and mentoring of the manager. Viet Victory usually sends staffs to attend short-term
training courses or workshops held in Ho Chi Minh City. Company also stimulates and
promotes the sharing of skills and knowledge among employees within the company in

16
the spirit of an constant learning organization that prepares the foundation for
continuous and sustainable development.
2.1.2.5 Promotion opportunities
Promotional opportunities affect employee motivation considerably. The desire
for promotion is generally strong among employees as it involves change in job
content, pay, responsibility, independence and status among others. It is no surprise
that employees take promotion as the ultimate achievement in their career and when it
is realized, they feel extremely satisfied.
Employees who feel little opportunity for growth and no reward for their hard
work usually don't feel motivated to continue to perform to the best of their abilities.
Employers who don't recognize employee talent and performance through promotion
may risk losing a hard-working employee. If an organization provides employees the
necessary factors for promotion such as facilities, ability and skills, then employees
will be automatically motivated and satisfied. Promotion and satisfaction have a direct
relationship. When esteem needs (autonomy, power, recognition and status) of
employees are fulfilled, they will be more satisfied with their job.
Viet Victory pays raises for employees to motivate them because increases in
pay are one of the most tangible and appreciated rewards of promotions. When
employees receive a pay raise, they feel that they are being compensated for a job well
done and may feel more motivated to continue their efforts. In addition, Viet Victory
also increases autonomy for employees, because increased autonomy is often linked
with promotions, as employees promoted to higher positions of responsibility usually
gain the chance to work more independently, with less supervision and with more
authority. Employees who value autonomy appreciate having more input into what
they do and having more control over their work.
2.2 Advantages and disadvantages (limitations) of factors affecting employee
motivation in Viet Victory company

17
2.2.1 Advantages
 Employees are rewarded a 13th month‘s salary at the end of the year, which
encourage employees to work more aggressively.
 Company has strictly implemented the regime and salary policy of the State,
ensuring stable income for staffs. Forms of reward, the welfare system is
relatively complete and timely create an atmosphere of enthusiasm, belief for
the staff.
 Reward policy are clearly defined by documents and public appreciation to all
employees of company, which create fairness among employees and motivate
every employees to try their best to achieve leader’s compliment.
 Company also bonus commission for sale employees when they achieved
company’s target and incentive bonus for a team achieving good results of the
month, the quarter or the year, which motivates employees to work harder,
more conscientiously and more aggressively in their work.
 Company organizes annual travel for employees so they can relieve their stress
and their moral to be more comfortable during work, and create more intimate
relationships among employees to support each other work.
 New employees have less previous experiences will be well-trained. Company
creates favorable conditions for employees to study, improve their professional
skills through short-term training courses. With the training content designed to
meet the requirements of the job, along with a team of professional and
enthusiastic teachers. The work has brought many practical effects and
motivation for workers, contributing to improve and enhance labor
productivity, high work efficiency.
2.2.2 Disadvantages (limitations)
2.2.2.1 Limitation 1: Regarding colleague relationship
One of the difficulties in the workplace of employees is the conflict between
departments and colleagues. Conflict occurs when two different groups have
competing goals. Any disagreement that disrupts the flow of work, threatens
employees needs attention and has the potential to decrease productivity and harm
other co-workers.

18
2.2.2.2 Limitation 2: Regarding working condition
Company’s working condition is quite poor. Specifically, the company's
parking lot is narrow, there is not enough space for the staff to park their vehicals,
leading to the employee parked their motorbikes outside the corridor without the eaves
so their vehicals directly affected by rain and sun. In addition, computers and printers
are often faulty so the work of staff is often interrupted.
2.2.2.3 Limitation 3: Regarding nature of job
There is work pressure and workplace stress for employees in assigned work.
Employees have to finish their task on short time, work on long hours, tight deadlines,
and ever-increasing demands can leave their feeling worried, drained, and
overwhelmed. Work pressure and workplace stress cause negative impacts for
employees. Specifically, excessive stress can interfere with employee's productivity
and performance, impact their physical and emotional health, and affect their
relationships and home.
2.2.2.4 Limitation 4: Regarding leadership relationship
The relationship between the leader and some employees is still quite tense
because the treatment of the leader with all employees is not fair. For some employees
whose leaders love, they will easily accept their requests and ignore their mistakes. On
the other hand, for some employees, the leader is indifferent when they give their
opinions in the meeting, the leader is always unsatisfied with their ideas. That is the
reason for the tension between leaders and employees.
2.2.2.5 Limitation 5: Regarding welfare
The company provides not enough health insurance, social insurance and some
other welfares for all employees. Some employees are not provided for several
months, which results in employees being dissatisfied with the company and they are
not comfortable with the company because they do not have insurance, they will not
work with their dedication. This will affect the performance of individual employees
and company.
2.2.2.6 Limitation 6: Regarding reward and recognition
The reward policy of company is limited, company only has reward policy for
collective that achieving good results but not have reward policies for individuals to

19
achieve good performance, so each staff will not try their best with their capacity and
ability to work, so the performance of the job will not be as high as expected.
2.3 Summary of chapter 2
With more than 3 years experience working in the field of human resources
training for banks and businesses, Viet Victory is growing more and more, the
company's partners are increasing, the number of students enrolled in the company on
Increasingly, the reputation of the company is well known in the universities. The
company also brings a lot of motivation for employees through the benefits, rewards,
and a comfortable working environment, motivating employees to work more
energetically. However, in addition to the benefits that the company brings for
employees, there are shortcomings and limitations that affect the motivation of
employees and the performance of the company. If the company overcomes these
limitations, the company will grow more sustainably.
Recognizing the limitations that Viet Victory facing, chapter 3 of the
article will propose some solutions and to improve the effectiveness of factors
affecting employee motivation in Viet Victory.

20
CHAPTER 3 : SUGGESTIONS TO IMPROVE THE EFFECTIVENESS OF
FACTORS AFFECTING EMPLOYEE MOTIVATION OF VIET VICTORY
3.1 Suggestions to improve the effectiveness of factors affecting employee
motivation in Viet Victory
3.1.1 Suggestion 1: Regarding colleague relationship
At Viet Victory, leaders should handle conflicts between employees and
departments. Leaders should address the issue early, before it turns into a bigger
problem, but be sure to wait until things have cooled down. Because it’s difficult to
have a productive discussion if employees are angry or upset, therefore leaders should
wait until employees are both clear-headed. If leaders notice a conflict between
employees, encourage them to find a way to work it out. If conflict develops between
two teams, it’s good time for leaders to improve interdepartmental communication.
Leaders and employees should talk together and listen others carefully. Each
employees should talk about the disagreements and how they feel about the situation.
Leaders and employees should give their complete attention to the person who is
talking, do not interrupt the other person. Leaders and employees should remember
that this is not the time to attack or assign blame. Focus on the problem to handle
effectively the conflict. Employees should apologize others person, tell the other
employee you’re truly sorry for any ill words or actions, and also need to forgive other
employees.
In addition, leaders should organizing regularly group meeting, team activities
or picnic for company’s employees, encourage staffs to eat lunch together and
celebrate birthday for each employee to improve the cohesiveness among employees,
reduce conflicts between employees and departments, increase the productivity of
teamwork and company.
3.1.2 Suggestion 2: Regarding working condition
Viet Victory should replace modern facilities with good quality, create a
convenient and comfortable working environment for employees. Specifically,
company should replace old computers and printers by modern or good quality

21
facilities for employees, and company should install an eaves outside the gallery to
protect employee’s vehicles.
In addition, company should make sure the workplace, equipment, devices and
systems are maintained, in working order and in good repair. Lighting must be suitable
and efficient and natural so far is reasonably practical. Emergency lighting must be
provided where lighting failure would cause danger.
3.1.3 Suggestion 3: Regarding nature of job
The best stress-reducer for employees is simply sharing their stress with
someone close to them to ask them for advice. The act of talking it out and getting
support and sympathy, especially face-to-face can be a highly-effective way of
blowing off steam and regaining employee’s sense of calm. Staffs should turn to co-
workers for support because having a solid support system at work can help buffer
employees from the negative effects of job stress. Employees should be more social
with their colleagues. For example, instead of directing your attention to your
smartphone, try engaging your colleagues. Employees should create a balanced
schedule, plan for job everyday, arrange and divide task appropriately, tackle high-
priority tasks first, break projects into small steps, which will help employees reduce
their work pressure, increase their productivity and work more efficiently.
In addition, leaders should reduce unnecessary meetings, arrange task in a
specific and clear way for each employee. Communicate with employees one-on-one,
listening attentively face-to-face will make an employee feel heard and understood,
and help to lower their stress. Leaders should be sure the workload is suitable to
employees' abilities and resources, avoid unrealistic deadlines, share information with
employees and make management actions fair to reduce uncertainty about employee’s
jobs and futures.
3.1.4 Suggestion 4: Regarding leadership relationship
Leaders should define the rules, because leaders who play fair always establish
the rules of the game beforehand. Once the company wide policies, processes,
strategies, goals, plans,... have been properly defined the execution becomes as

22
structured and fair as it possibly can. This is especially true in the case of performance
reviews and promotions as it reaffirms that everyone will receive an equal opportunity
to be recognized. Additionally, leaders should evaluate value of every employees the
same, listen, respect and feedback opinions of every employees, distribute their time,
attention ans recognition across a group of employees in the company, which creating
equality for employees and ensuring maximum company growth.
In addition, leaders should avoid showing favoritism toward one employee
over another one, doing so can cause the unfavored employee to resent you. What
applies to one employee should apply to all, do not discriminate based on race, age,
religion, disability, sexual orientation, gender or any other quality. Promote an
employee solely based on how qualified he is to perform the job, not because of a
personal relationship. Recognize and reward each employee for her accomplishments,
regardless of where she is on the staff hierarchical structure. These things can help
leaders increase employee morale, high morale leads to improve employee
productivity and it can reduce employee turnover.
3.1.5 Suggestion 5: Regarding welfare
The leader should provide adequate health insurance and social insurance for
each employee, organize annual health checks for employees, give gifts to employees
on major holidays (Tet holiday or employee’s birthday) because if an employee feels
that the management is concerned and cares for him/her as a person and not just as
another employee, he/she will be more committed to his/her work. An employee who
feels appreciated will be more fulfilled, satisfied and more productive. This will not
only lead to higher productivity but also satisfied customers and enhance profitability
for the company. A satisfied employee will also not go looking for other job
opportunities and hence an employer will get to keep the best talents and record lower
employee turnover.
3.1.6 Suggestion 6: Regarding reward and recognition
Leaders should acknowledge and reward for individual achieving “Excellent
employee of month, quarter or year“ to encourage individuals work with their
dedication. When employees and their work are valued, their satisfaction and

23
productivity rises, and they are motivated to maintain or improve their good work.
Leaders should recognize with an employee’s name because meaningful words can be
much more powerful than the proverbial gold watch, real recognition doesn't need to
cost a lot; it just needs to be specific, sincere and timely. Leaders should reward
individual accomplishment and is frequently used in sales organizations to encourage
salespersons to generate additional business or higher profits.
3.2 Other suggestions

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