Developing employee motivation through corporate culture at Hyosung Vietnam Co., Ltd.

MINISTRY OF EDUCATION AND TRAINING

HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY

GRADUATION THESIS

DEVELOPING EMPLOYEE MOTIVATION THROUGH CORPORATE CULTURE AT HYOSUNG VIETNAM CO., LTD.

Major: BUSINESS ADMINISTRATION

Major: FOREIGN TRADE MANAGEMENT

Instructor: MSc. Nguyen Thi Hoang Yen Student: Nguyen Thanh Phuong Nguyen Student ID: 1054011175 Class: 10DQN01

Ho Chi Minh City, 2014

Oh, the song

This is a topic that I researched myself. The contents, diagrams, charts and data tables presented in the article are honest and not copied from any other scientific research work. I take full responsibility for this topic.

Ho Chi Minh City, July 14, 2014

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THANKS

Through this graduation thesis, I would like to express my gratitude to the Board of Directors of Ho Chi Minh City University of Technology, Faculty of Business Administration and Hyosung Vietnam Limited Company for giving me the opportunity.

Have the opportunity to gain practical experience and gain practical experience before graduation.

During my internship, I received the dedicated guidance and instruction of Ms. Nguyen Thi Hoang Yen. I would like to thank her for explaining, guiding and editing to help me complete this thesis. I wish her and the teachers good health, success and happiness in life.

I would also like to thank Hyosung Vietnam Co., Ltd. in general and the HR department in particular for allowing me to do my internship at

Thank you. I would like to thank the HR department for their enthusiasm during the past time.

I would like to help you provide documents, solve problems and guide you to complete this thesis. I wish you and your staff good health, enthusiasm in your work and wish the company will develop further.

Ho Chi Minh City, July 14, 2014 Student implementation

INTERNSHIP REVIEW

Student's full name: ………………………………………………………….. Student ID: ………………………………………………………….. Course: ……………………………………………………

1. Internship time

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2. Internship department

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3. Sense of responsibility for work and sense of discipline

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4. Internship results on the topic

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5. General comments

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Hyosung Vietnam Co., Ltd.

INSTRUCTOR COMMENTS

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Ho Chi Minh City, date month year 2014

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INDEX

INTRODUCTION 1

CHAPTER 1: THEORETICAL BASIS OF WORK MOTIVATION AND CORPORATE CULTURE 4

1.1 Work motivation 4

1.1.1 Concept 4

1.1.2 Classification 4

1.1.3 Sources of work motivation 5

1.1.4 Influencing factors 5

1.1.5 Basic theories of work motivation 6

1.1.5.1 Maslow's Hierarchy of Needs 6

1.1.5.2 Clayton Alderfe's ERG Theory 7

1.1.5.3 Theory X, Theory Y 8

1.1.5.4 Two-factor theory 9

1.1.5.5 Skinner's Theory of Reinforcement 10

1.1.6 Role and importance 11

1 1 6 1 Motivation to work is meaningful to both the organization and the employee themselves 11

1.1.6.2 Importance 11

1.2 Corporate culture 11

1.2.1 Concept 11

1.2.2 Levels - constituent elements of corporate culture 12

1.2.2.1 Level 1: The tangible processes and structures of the business. 12

1.2.2.2 Level 2: Acceptable values. 13

1.2.2.3 Level 3: General concepts 13

1.2.3 Subjects of corporate culture 14

1.2.3.1 Textbook of photo 14

1.2.3.2 Employee- worker 15

1.2.3.3 Administrator 15

1.2.3.4 Customer 15

1.2.3.5 Other organizations 16

1.2.4 Types of corporate culture 16

1.3 The impact of corporate culture on employee motivation 18

CHAPTER 2: CURRENT STATE OF EMPLOYEE MOTIVATION AND WORK AT HYOSUNG VIETNAM CO., LTD UNDER THE IMPACT OF CORPORATE CULTURE 20

2.1 Introduction to Hyosung Vietnam Limited Liability Company 20

2.1.1 Formation and development process 20

2.1.2 Vision - mission - slogan 20

2.1.3 Functions and tasks 21

2.1.4 Organizational structure. 21

2.1.5 Business performance in the period 2011-2013 23

2.2 Existing corporate form of Hyosung Vietnam Co., Ltd. 25

2.3 Current status of work motivation of employees of Hyosung Vietnam Co., Ltd. under the influence of factors related to work and organization 28

2.3.1 Work motivation under the influence of work-related factors 28

2.3.1.1 Job stability and autonomy 28

2 3 1 2 Job skill requirements 29

2.3.2 Work motivation under the influence of organizational factors 29

2.3.2.1 Monetary policy 29

2 3 2 2 Reward and discipline policy 31

2.3.2.4 Welfare policy 33

2 3 2 5 The image above shows the image of the 34

2 3 2 6 You - development 36

2.4 The impact of corporate culture on employee motivation at Hyosung Vietnam Co., Ltd. 37

2.4.1 Level 1- Visible processes and structures 37

2.4.1.1 Festival 37

2 4 1 2 Response 38

2.4.2 Level 2- Acceptable values 42

2.4.2.1 Working principles of all employees 42

2.4.2.2 Regulations on motivation through work performance 42

2.4.3 Level 3- General Concept 44

2.4.3.1 Respect for men 44

2 4 3 2 Culture 45

CHAPTER 3: SOME PROPOSALS FOR IMPROVING CORPORATE CULTURE TO DEVELOP WORKING MOTIVATION FOR EMPLOYEES OF HYOSUNG VIETNAM CO., LTD. 47

3.1 Development orientation and goals of Hyosung Vietnam in the 5 years 2013-2017 47

3.1.1 Development orientation in 5 years 2013-2017 47

3.1.2 Development goals 47

3.1.2.1 Short-term development goals 47

3.1.2.2 Long-term development goals 47

3.2 Proposing solutions to improve corporate culture to develop working motivation for employees of Hyosung Vietnam Co., Ltd. 48

3.2.1 Complete solution at “Level 1 – tangible processes and structures” 48

3.2.1.1 Solutions to overcome the behavior between managers and employees 48

3.2.1.2 Solutions to overcome the lack of integration between Korean and Vietnamese employees 50

3.2.2 Complete solution at “Level 2- Accepted values” 52

3.2.3 Complete solution at “Level 3- General concepts” 53

3.2.3.1 Solution to overcome male obesity 53

3.2.3.2 Solutions to overcome the "humanistic" culture of leaders 54

3.2.3.3 Solution to overcome the culture of "not accepting criticism from employees" of the brand 56

3.3 Some other proposed additional solutions related to job and organizational factors to develop employee motivation 58

3.3.1 Complete solution for the 58-inch model

3.3.2 The main solution to complete the reward 59

3.3.3 Solutions to perfect the training and development process 60

3.4 Recommendation 61

3 4 1 For Country 61

3 4 2 For company 62

CONCLUSION 64

REFERENCES 65

APPENDIX 66

LIST OF SYMBOLS AND ABBREVIATIONS

LLC: Limited Liability Company V DN: Enterprise Office GP: Solution

LIST OF TABLES

STT

NUMBER	NAME	PAGE
1	Table 1.1	Herzberg's group of motivational factors	9
2	Table 2.1	Business results of the LLC Hyosung Vietnam in the period 2011-2013	23
3	Table 2.2	Employee benefits table Hyosung Vietnam Co., Ltd.	30

Maybe you are interested!

LIST OF CHARTS, DIAGRAMS, DRAWINGS

STT

NUMBER

NAME

PAGE

Figure 1.1

Maslow's hierarchy of needs

Figure 2.1

Oh oh organization of the Company Limited

Hyosung Vietnam

Chart 2.1

Salary satisfaction statistics of the sample

Research at Hyosung Vietnam Co., Ltd.

Chart 2.2

Statistics on satisfaction with benefits

Research sample at Hyosung Vietnam Co., Ltd.

Chart 2.3

Statistics on the level of satisfaction with the job and personal performance of the research sample at

Hyosung Vietnam Co., Ltd.

Chart 2.4

Sample interest in festivals statistics

Research at Hyosung Vietnam Co., Ltd.

Chart 2.5

Manager Interest Statistics

For employees of the research sample at Hyosung Vietnam Co., Ltd.

Chart 2.6

Satisfaction statistics on proactive regulation

of the research sample at Hyosung Vietnam Co., Ltd.

1. Urgency of the topic

INTRODUCTION

Renowned psychologist and administrator Rensis Likert (1967) stated that: “In all the tasks of management, human resource management is the most central and important task because all problems depend on the success of human resource management”. The miraculous success of the Japanese economy thanks to the Z and Kaizen theories also inspired the importance of focusing on human resource strategy. Therefore, today, human resource is a special resource, a source of economic development. Therefore, the success of an organization is not only reflected in business strategy but also in the wisdom of managers in competing for human resources.

As a 100% foreign-invested manufacturing enterprise, Hyosung is a corporation

In the industrial production sector, products such as curtain yarn, spandex yarn, steel yarn... need to seize the opportunity to develop sustainably in the Vietnamese market, facing the failure of thousands of domestic and foreign enterprises in the period 2009-2013. With the specific characteristics of the industry, Hyosung must invest in highly skilled human resources in the current situation of scarce human resources, besides, facing the development of science and technology and the open economy, in

Hyosung will compete with other companies in the same industry, so the challenge for Hyosung is the competition in terms of people, in terms of management, it is human resources. With the current number of employees, the task of the management level is how to build a suitable human resources policy to promote their working ability and dedication to the company, this requires the management level to take the development of employee motivation as the basis for building policies.

An additional challenge for Hyosung is the internal cultural gap between management and the workforce. Therefore, the policy of creating

Employee motivation will not produce good results if it is not combined with

Compared to corporate culture (VHDN), or the motivation policy is likened to the machine, then VHDN is the material that drives the machine. Currently, Hyosung still maintains production activities in the Vietnamese market, but is facing human resource problems because the management policy is not suitable for employees, there is still some work pressure and lack of attention along with the military-style management culture.

Developing employee motivation through corporate culture at Hyosung Vietnam Co., Ltd. - 1

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