Some psychological and ethical characteristics in business in Vietnamese enterprises today

management is not strict, operational efficiency is still low, and has not created trust with customers. The establishment of the Center for Business Culture has somewhat improved the situation. Currently, the Center has more than 1,200 members who are businessmen. The Center regularly organizes meetings to discuss issues related to business culture and business ethics in Vietnamese enterprises, thereby further raising the awareness of business leaders. In addition, the Center also established member units and organized projects to disseminate knowledge about business psychology and ethics to a large number of other members of society.

In order to establish more and more management consulting centers, the State plays an important role. Supporting and facilitating activities, such as creating a legal corridor (laws, guidance documents) for consulting activities, establishing associations of consultants will help consultants themselves and members of consulting associations have the conditions to learn and improve their qualifications.

2. Solutions from the business side

2.1. For businesses in general

Maybe you are interested!

Firstly , enterprises need to focus on improving the effectiveness of personnel organization. This is the key solution to improve the working motivation of cadres, civil servants and workers today. It is necessary to clearly define the list of jobs for each civil servant position in state-owned enterprises as well as private enterprises. We see the phenomenon that some civil servants are so idle that they play chess, play games, chat for hours,... But there are also places where they are overloaded with work. At each job position, there must be a "job description" that clearly states what the job position is, what the main tasks are, and what responsibilities are. "People are the decisive factor...", "using people is like using wood". Therefore, it is necessary to be fair, objective, and transparent in selecting, evaluating, and promoting cadres and civil servants; It is necessary to review and rebuild the recruitment, detection, training, planning and appointment processes, and staff arrangement to overcome "loopholes" that can lead to mistakes in personnel work. The appointment of staff must be carried out strictly, scientifically, democratically and must be based on standards of capacity,

qualifications, ethics and prestige. It is necessary to innovate the ethical reputation survey and implement objective recruitment methods. Use a combination of qualitative and quantitative assessment methods, and at the same time publicize the results of the assessment of cadres and civil servants.

Second , improving income, caring for the material life and working conditions of cadres, civil servants and employees also needs to be paid more attention by businesses. Economic benefits are still the most important motivation for stimulating the active work of cadres and civil servants today. Reality shows that when the lives of cadres, civil servants and employees are stable, they will wholeheartedly and wholeheartedly work with dedication, improve their sense of responsibility and be effective. Personal income for employees is a sensitive issue that affects their thoughts, emotions and ideas. The majority of employees surveyed said that salary is the most important factor. However, high salary is not necessarily an optimal solution, but it is important that they have a commensurate salary. Therefore, Vietnamese enterprises, especially small and medium enterprises (without capital potential) must know how to build a reasonable salary system and ensure fairness. There are many bases that help businesses build a salary system. These can be: Position, job responsibility, qualifications, nature and difficulty of the job or pay according to performance. In addition, businesses must have a policy of increasing salaries regularly, but not too much, to ensure financial issues for the company.

Managers should increase decentralization, helping employees think and make decisions independently. This is the need for self-affirmation and respect in Maslow's theory of needs. In addition, businesses should pay attention to the working conditions of employees. Businesses should improve equipment, apply advanced science and technology to production. Working hours should be flexible and should not be monitored too closely, this will cause discomfort to employees, especially good employees - those who like independence and freedom. Every year, Vietnamese businesses should pay insurance for employees,

This will help employees see the company's concern for them, and at the same time

At the same time, they also increase their commitment to work for that organization. This also contributes to reducing risks for businesses during operations. Especially in high-risk business sectors.

Third , each business needs to build an effective ethics program to ensure that all employees understand and comply with the principles of business ethics. The business guides all members to implement, and regularly checks and evaluates the ethics program, and continuously improves the ethics program. Building and developing ethics in a business is a process, requiring the dedication of all members of the business.

First of all, the enterprise needs to establish a committee responsible for developing an ethics program for the enterprise. This committee needs to have the participation and responsibility of the board of directors or senior managers. The corporate ethics program sets out principles, regulations... in accordance with business ethics standards, culture, and general goals of the enterprise. The principles and regulations need to be clear and specific, and need to let employees know clearly which behaviors are acceptable and which are not acceptable in the enterprise.

The enterprise disseminates the code of ethics to all employees, subsidiaries, affiliates... to ensure that all members of the enterprise accept and comply with it. This can be done in many different ways: through training programs, traditional meetings, guidance sessions, and direct communication with employees.

In addition, businesses need to pay attention to implementing, checking and evaluating the ethics program. First of all, the board of directors and leaders themselves must be the first to implement the ethical regulations. If the heads of the business act unethically, it will be difficult to create and develop an ethical environment in the business. Businesses guide employees to follow the regulations that have been set. The code of ethics needs to become the professional ethics of all employees, becoming a part of the company culture. Businesses check and evaluate whether the

How well do members implement the principles and regulations? During the evaluation process, there should be fair rewards for those who do well and timely reminders for those who do not.

Businesses need to constantly improve their ethics program. Along with the development of the business, the ethics program also needs to develop and gradually improve. Businesses commit to serving customers better, caring more about the lives of employees, being more responsible to society and the community... All of these activities need to be maintained and developed in conjunction with the development of the business.

Fourth , Vietnamese enterprises in general and trade union organizations in enterprises in particular need to focus on education and improving the professional values of cadres, civil servants and workers in their enterprises.

The general psychology of employees in enterprises is that they will work more actively when their profession is honored and respected by society, when they themselves have pride in being employees of this enterprise. To do so, at least the recruitment of cadres, civil servants and workers into state and private enterprises must be serious so that cadres, civil servants and people no longer have the feeling of "entering state administrative agencies mainly thanks to patronage, acquaintances, and bribery". In addition, the salary of cadres, civil servants and workers must be guaranteed at the average living standard of society. It is necessary to educate cadres, civil servants and workers on professional values, helping them to aim for values such as: responsibility, integrity, objectivity, fairness, creativity, prestige, compliance with the law, building a vision of the civil service towards the goal of professional and effective service.

Educating, arousing and promoting the tradition of patriotism and hard work of Vietnamese cadres, civil servants and workers is a fundamental solution to meet the educational requirements and stimulate the active working spirit of cadres and civil servants. That is, absorbing and developing traditional values that are still relevant, such as: the tradition of mutual love, mutual assistance, sharing the same fate, solidarity, helping each other in work... The strength of good employees is the ability to learn continuously. Understanding this,

Vietnamese enterprises need to organize annual training courses to help employees improve their skills and abilities. With limited financial conditions, small and medium enterprises should focus on training, organize professional, quality training courses, and not spread them out. In addition, it is necessary to completely eliminate traditions that are no longer suitable or have become outdated, hindering the labor force of current cadres, civil servants and workers, such as the mentality of "using public property for personal use" or "buying positions and power".

Fifth , improving the qualifications and professional capacity of employees, training and fostering cadres and civil servants is a content that all enterprises that want to truly develop sustainably must focus on and care about. According to the above analysis, the majority of Vietnamese workers, even the team of new graduates, do not really meet the needs of being ready to work immediately but must also go through a basic training course of that enterprise. Therefore, training for workers is quite important. There are many forms to improve the qualifications, capacity and skills of cadres, civil servants and employees. For example: training and fostering cadres and civil servants at training facilities of the State and enterprises; training and fostering through work at agencies, through scientific seminars, experience exchange; creating opportunities for cadres and civil servants to develop their capacity...

Enterprises should invest in short-term and long-term professional courses to improve the skills of employees. In addition, enterprises can organize regular professional competitions for employees in the enterprise, along with clear rewards and punishments for the results of these competitions. This will, on the one hand, make employees in enterprises eliminate the mentality of dependence and inertia, not needing to strive anymore when they have found a job, and encourage them to participate in collective activities to practice a healthy mentality. On the other hand, such regular competitions will force employees to regularly improve their knowledge and update new and useful knowledge.

Sixth, businesses need to promote the role of building and enhancing the role of corporate culture in promoting positivity in employees' work.

employees because corporate culture is also very important in maintaining and promoting human resources. A transparent and clear working environment for high working efficiency. However, to retain people, it is necessary to build solidarity, friendship, joy and excitement in the Company, so that each person feels very closely connected, has an indispensable role in the collective. In addition, increase extracurricular activities, collective activities to help employees practice life skills, and help discover hidden talent factors.

It is very necessary to raise awareness of office culture for leaders, officials, civil servants and people. Officials, civil servants as well as workers must have good manners. The manner of a civil servant with office culture shows a decisive, principled but gentle way of solving work, respecting the person communicating: speaking clearly, walking properly, sympathetic eyes, it is far from accepting bribes, bribery... To fulfill the above requirements, it is necessary to annually include a training program on office culture in the retraining program for officials, civil servants and workers.

Seventh , businesses need to further promote material investment in building corporate culture and business ethics. Through training sessions, promoting corporate culture and business ethics to members of the business is an official way for employees to know about the business. Perhaps an equally effective way that does not involve documents is to invest in employee festivals, entertainment, salary and bonus policies, uniforms, working equipment, and corporate etiquette. This is the first layer of culture, and is the easiest to perceive because of its material nature. This is also a way to connect members of the business, create a strong, unified relationship, and is an effective way to retain workers. In order for those festival activities to become a unique feature of the business, they must be organized periodically, regularly every year, and must be unique, showing the business's own characteristics, different from other businesses.

Increasing investment in culture is very necessary, not only for long-standing businesses that have achieved high growth rates. The view that "culture should only be focused on when the company has grown and prospered" is completely one-sided, considering culture simply as an ornament to show off. Reality has proven that people work and work not only for material benefits but also for spiritual factors that motivate them, because of their attachment to the company. To create those non-material motivations, it is essential for businesses to have a strong culture. Company leaders need to be aware of these as necessary investments for the development of the business, should not only focus on business results and consider cultural spending for employees as frivolous and costly, because this is the glue that binds employees to the company, creating the foundation for the sustainable development of the business.

2.2. For business leaders

First, business leaders need to lead with humanity. Selecting and training members appropriately is one of the most important tasks of an administrator. This requires not only practical business experience but also compassion, sensitivity, generosity, or in short, humanity. The most successful leader is the one who has a broad vision that covers not only financial issues but also cultural knowledge. This leader must recognize the special talents of many different people and always respect their needs. Leadership today is no longer about giving orders and instructions, but the key is to have and use the ability to persuade others. Personality, or prestige, is the prerequisite to building this skill. In addition, as a manager, leaders should be close to employees, changing their perspective: Employees are an expense that they have to pay. Vietnamese enterprises need to be aware of the importance of human resources, especially in the current period, when foreign enterprises are flocking to Vietnam, along with many better treatment policies.

We know that the greatest ability of a good employee is creativity. The state of “having no place to use”, not being able to fully demonstrate their skills and abilities will soon kill their strengths. (Especially in state-owned enterprises). They will inevitably leave. Therefore, managers should assign good employees new tasks, increase the challenges in their work, help employees overcome themselves, help employees become more confident, and love their work more.

Second, business leaders must constantly affirm their professional and social competence. The biggest difficulty for a top leader's ability to connect and communicate is a business with complex internal connections and relationships. A talented leader must be someone who succeeds in integrating elements. And that kind of leadership requires social competence. Social competence is the ability to motivate, understand different (even opposing) points of view, and control certain types of personalities (and emotions). These criteria are the foundation for team spirit, for equality in a successful organization. Having a broad knowledge, which allows a manager to have a more complete and comprehensive view. Business leaders and managers can train their capacity by participating in management training courses to improve their management capacity as well as professional capacity. Focus on training in both foreign languages and information technology because in the future, leaders must be knowledgeable in many fields to be able to cover the work of their employees.

Third, leaders must know how to flexibly apply the advantages of each leadership style in each specific situation, and must know how to build and develop their own style to suit the organization and society. No leadership style is absolutely effective, so when choosing a leadership style, leaders must be sensitive to the factors that influence their actions at a certain time, must understand their own abilities, each individual they lead, and the organizational and social environment at that time. They must know how to rely on this sensitivity to come up with an appropriate leadership style. When choosing a leadership style, they must also take into account

Some psychological and ethical characteristics in business in Vietnamese enterprises today - 12

Comment