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The Role and Importance of Work Motivation The Role of Work Motivation


CHAPTER 1

THEORETICAL BASIS OF MOTIVATION AND CREATING MOTIVATION FOR CIVIL SERVANTS

1.1. Basic concepts

1.1.1. Civil servants

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The concept of civil servant is associated with the birth of civil servant in Western capitalist countries in the second half of the 19th century. Each country has different concepts and definitions of civil servant.

The traditional French civil service has quite clear regulations on civil servants: " A civil servant is a person appointed to a regular job with a full working time and is assigned to a rank in the hierarchy of State administrative agencies, peripheral agencies or State offices " ( Article 2, Chapter II of the General Regulations on State Civil Servants of France in 1994 ) or another concept: " Civil servants include all those appointed by the State or territorial community (commune, province, region) to work regularly in a public office or self-managed office, including hospitals and are assigned to a rank of the public administration " accordingly, civil servants include 3 types: State administrative civil servants, civil servants belonging to territorial communities and civil servants directly under self-managed offices.

The Role and Importance of Work Motivation The Role of Work Motivation

China's concept of civil servants: State civil servants are those who work in state administrative agencies at all levels, except service staff. There are two types of civil servants:

- Leading civil servants are those who exercise state power. These civil servants are appointed according to legal procedures and are subject to the Constitution, the Civil Servant Regulations and the Law on Organization of governments at all levels.

- Professional civil servants are those who carry out the regular regime, appointed and managed by administrative agencies at all levels based on the Civil Service Charter. They make up the vast majority of state civil servants, and are responsible for thoroughly understanding and implementing policies and laws.


In Vietnam, the concept of civil servant was formed when the State administration was established and has changed many times. In Article 1, Decree No. 76/SL dated May 20, 1950 of the President of the Democratic Republic of Vietnam on the regulations on civil servants of Vietnam, civil servants are understood as Vietnamese citizens recruited by the people's government to hold a regular position in a Government agency, at home or abroad, are civil servants according to this regulation, except for special cases prescribed by the Government. Thus, the scope of civil servants is only determined in Government agencies.

In response to the country's innovations and the objective requirements of the renovation period, it is necessary to reform the administrative system and standardize the Vietnamese state cadres and civil servants by 2008. The Law on Cadres and Civil Servants was issued (effective from January 1, 2010). This is a document with the highest legal value ever to explain more clearly the concept of "civil servant". In the Law on Cadres and Civil Servants, the concept of civil servant has a broader scope. Accordingly, "Civil servants are Vietnamese citizens who are recruited and appointed to ranks, positions, and titles in agencies of the Communist Party of Vietnam, the State, and socio-political organizations at the central, provincial, and district levels; in agencies and units of the People's Army who are not officers, professional soldiers, or defense workers; in agencies and units of the People's Public Security who are not professional officers or non-commissioned officers, and in the leadership and management apparatus of public service units of the Communist Party of Vietnam, the State, and socio-political organizations (collectively referred to as public service units), on the payroll and receiving salaries from the state budget; for civil servants in the leadership and management apparatus of public service units, salaries are guaranteed from the salary fund of the public service unit according to the provisions of law".

Specifically, in Decree No. 06/2010/ND-CP, dated January 25, 2010, Article 2 stipulates those who are civil servants and Circular No. 08/2011/TT-BNV, dated June 2, 2011 guiding a number of articles of Decree 06/2010/ND-CP dated January 25, 2010 and according to the Law amending and supplementing a number of articles of the Law on Cadres, Civil Servants and Public Employees No. 52/2019/QH14 of Vietnam of the Government stipulates that "Civil servants are Vietnamese citizens recruited, appointed to ranks, positions, titles, in the payroll, receiving salaries from the state budget.

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State budget or guaranteed from the salary fund of public service units according to the provisions of law”.[1]

After the reunification of the country in 1975, the Lao PDR implemented a civil service system nationwide, whereby all those working in Party and State agencies, socio-political organizations, state-owned enterprises, farms, schools and armed forces were collectively referred to in the phrase "state officials, workers and civil servants".

According to Decree No. 82/2003/ND-CP of the Government of the Lao PDR, the concept of civil servants has been defined: "Civil servants of the Lao People's Democratic Republic are Lao citizens who are on the payroll and appointed to work regularly in central and local agencies or are authorized to work in representative agencies of the Lao PDR abroad and receive salaries and allowances from the State budget."[2]

Moving into the period of innovation in the Lao PDR, the concept of civil servants is regulated by the Law on Cadres and Civil Servants No. 74/QH dated December 18, 2015 on cadres and civil servants of the Lao PDR. The law clearly states that “Lao citizens recruited and appointed to hold a regular position in a State office at the central or local level, domestically or internationally, have been classified into a rank, and receive salaries provided by the State budget, and are called State civil servants”.[15]

Faced with the requirements of the cause of building Laos in the new conditions, it is necessary to build a team of regular, modern civil servants. The Politburo of the Central Executive Committee of the Lao People's Revolutionary Party in a document dated January 18, 2016 clearly stated. In the Lao PDR, the formation of the team of cadres and civil servants has different characteristics from other countries. Cadres working in State agencies, the Party, and mass organizations are a unified block in the political system led by the Party. Therefore, there needs to be a decree with a general scope of regulation for cadres in the entire political system, including: state civil servants (including civil servants working in military and security agencies, etc.), cadres working full-time in Party agencies and mass organizations.

Lao civil servants are “Lao citizens on the payroll and receiving salaries from the State budget, including those who are recruited, appointed or assigned to hold a public office”.


Regular work, classified by training level, professional field, placed in an administrative or career category, people working in agencies and units of the people's army and people's police who are not officers, professional soldiers and defense workers".

According to the Law on Cadres and Civil Servants No. 74/QH, dated December 18, 2015, it is stipulated that cadres and civil servants who are Lao citizens in the payroll include:

- People elected to hold positions for a term in agencies, political organizations, socio-political organizations at the central level, in the capital, in the province, in the district.

- People who are recruited, appointed or assigned regular tasks to work in agencies, political organizations, socio-political organizations at the central, provincial and district levels.

- Those who are recruited, appointed to a civil service position or assigned a regular task to work in State agencies at the central, provincial and district levels.

- Those who are recruited, appointed to civil servant positions or assigned a regular task to work in state-owned enterprises, political organizations, and socio-political organizations.

- People's Court judges, prosecutors, people's procuracy.

- Those who are entitled to be recruited, appointed or assigned regular tasks to work in agencies and units of the People's Army but are not officers, professional soldiers, defense workers, and to work in agencies and units of the People's Public Security but are not officers or professional non-commissioned officers.

- Those elected to hold positions for a term in the Standing Committee, People's Council, People's Committee, Party Secretary, Deputy Secretary, and heads of socio-political organizations in districts and towns.

Those who are recruited and assigned to hold a professional or technical position under the People's Committee at the district level.

The concepts of cadres and civil servants are clearly distinguished as:


Cadres are Lao citizens, elected, approved, appointed to hold positions and titles for a term in agencies of the Lao People's Revolutionary Party, the Lao People's Democratic Republic, socio-political organizations at the Central level, in the capital, in the province, in the district, on the payroll and receiving salaries from the state budget.

Civil servants are Lao citizens recruited and appointed to ranks, positions and titles in agencies of the Lao People's Revolutionary Party, the Lao People's Democratic Republic, socio-political organizations at the central, provincial and district levels in agencies and units of the People's Army that are not officers, professional officers, defense workers, in agencies and units of the People's Public Security that are not officers, professional non-commissioned officers and in and within the leadership and management apparatus of public service units of the Lao People's Revolutionary Party, the Lao People's Democratic Republic, socio-political organizations (collectively referred to as public service units), in the payroll and receiving salaries from the state budget. For civil servants in the leadership and management apparatus of public service units, salaries are guaranteed from the salary fund of the public service units according to the provisions of law. [5].

In summary, through analysis, it can be seen that each country has its own concepts to identify civil servants, however, most civil servants have the following characteristics: being citizens of that country, recruited to hold a regular job in a State administrative agency, appointed to a certain rank, working in an office and only doing what the law allows, on the payroll and receiving a salary from the State Budget.

Thus, according to the current legal regulations of the Lao PDR, cadres and civil servants are used to refer to those who are Lao citizens in the payroll of state agencies in general. And the criteria for distinguishing between cadres and civil servants is based on the mechanism of forming cadres who are elected, approved, appointed to positions and titles for a term of office, while civil servants are recruited and appointed to ranks, positions and titles.


1.1.2. Motivation and motivation to work

1.1.2.1. Motivation

“ Motivation is understood as the desire and willingness of workers to increase and make efforts towards achieving certain goals and results ” [7, p.134]. “ Worker motivation is the internal factors that stimulate people

effort to work in conditions that allow for high productivity and performance. The manifestation of motivation is the willingness to make efforts and be passionate about working to achieve the goals of the organization as well as the employee himself " [18, p.85].

Every individual wants to work, to assert themselves, to be promoted at work and to have a secure income for life. And motivation is the factor that stimulates people to work hard to create productivity and efficiency. Motivation will promote individuals to promote great, potential strength inside, overcome challenges and difficulties to complete the work in the best way. Besides, each individual's motivation to work is expressed through a positive attitude and working spirit, which also contributes to creating an effective working environment, stimulating the need to work of those around them. In different positions, different psychological characteristics, at different times, each person will have different motivations to work and need appropriate motivational factors.

From the above theory, according to the author, an individual's motivation to work is the desire and willingness to work of the individual to promote all efforts to direct the individual to achieve the set personal goals and goals of the organization.

1.1.2.2. Create motivation

“ Motivation is understood as a system of policies, measures, and management techniques that impact employees in order to motivate them in their work. Motivating employees is the responsibility and goal of management. Once employees are motivated to work, it will create the potential to improve labor productivity and work efficiency ” [18, p.87].

Everyone works for different reasons. Workers work because they can get what they need from work. What workers get from work affects their spirit, morale, and motivation.


their work and quality of life. What managers need to do is to use motivation to motivate people to perform tasks effectively for the business where they work. An organization that wants to work effectively and successfully needs to stimulate and satisfy people's efforts to ensure effective task performance.

Motivating workers is using certain measures to stimulate workers to work voluntarily, enthusiastically, passionately and more effectively at work.

Therefore, motivating employees is using certain measures to stimulate employees to work voluntarily, enthusiastically, passionately and more effectively in their work. This is also the responsibility and goal of management.

Creating motivation is also creating the attractiveness of work, work results, salary, bonus... the greater the attractiveness, the greater the benefits for employees, then employees will be more enthusiastic to work to achieve those benefits. When employees feel the attractiveness of work, they work voluntarily and enthusiastically, so managers need to pay attention to creating motivation for employees to direct their behavior in a certain orbit.

Thus, motivation can be understood as activities that encourage and motivate to influence the needs of employees to create changes in their behavior towards the goals that the organization desires. Motivation creates motivation in the organization. Therefore, leaders and managers who want to maintain and develop the organization must apply appropriate policies, measures, and management tools to influence employees so that they work enthusiastically, promote creativity to achieve the organization's goals. The important issue of motivation is to understand and identify the needs of employees, thereby having measures to stimulate and motivate employees to help them be enthusiastic and make efforts in their work.

1.1.2.3. The role and importance of work motivation The role of work motivation


Motivation drives behavior from two opposite angles: positive and negative. Employees with positive motivation will create a mindset of working well, being creative, overcoming difficulties... and at the same time contribute to making the organization stronger. On the contrary, civil servants lacking positive motivation will develop a mentality of discouragement, contradiction and possibly conflict within themselves and with colleagues around them, affecting the psychology and performance of individuals and units and agencies.

Employees with positive work motivation will help them build their position in the organization, have many opportunities for promotion, and can have legitimate income outside of their salary... At the same time, according to the mechanism of psychological transmission, a person's positive work motivation can spread to those around them and thereby create a common psychological state in the organization.

Mind is the key to motivation

The motivation of civil servants is the level of energy and creativity that civil servants bring to their work. The motivation of civil servants is also understood as the level of commitment of civil servants to the work they are doing, a measure of attachment to the goals of the unit. Motivation is a way to promote and enhance the working spirit of civil servants. A civil servant full of motivation will always be focused and work more effectively, so the quality of work and productivity will also increase. For that reason, finding ways to promote motivation for civil servants is always a top concern of leaders and managers of units.

1.2. Content to motivate civil servants

1.2.1. Determine goals to motivate work

When setting goals, make sure that the goal is something that the employee will be motivated to achieve because it is important to the employee and creates value when completed. If you are not excited about the outcome, or the goal is not relevant to the larger goal, you will put less effort into it and the goal is unlikely to be completed. Therefore, motivation is the key to achieving goals.

Based on the general development goals of the organization to determine the goals in human resource management activities, determining the goal of creating work motivation is one of the important steps of this work. The goal of creating

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