| Author | Hai, Bui Son |
| Note | A project study submitted in partial fulfillment of the requirements for the
degree of Master of Business Administration (Executive) in
International Business – Management of Technology (VN), School of Management |
| Publisher | Asian Institute of Technology |
| Abstract | In each organization, people are always valuable assets and are one of the key factors for organization’s success. One that has motivated, creative staff always gets success and sustainable development. In recent years, MED is having problems with less motivated staff, especially those who work offshore. This reduces production efficiency, increases costs, lengthens training period. Accordingly, little improvement ideas, new initiatives are applied, MED was low evaluated on Innovative Division ranking in VJV. In this research, the author wants to find out some causes of this situation and resolve these issues in order to encourage the motivation of offshore staff to improve work efficiency and bring MED development firmly. The research has showed the low satisfaction level concentrating on two key areas: intrinsic and extrinsic satisfaction. Linear regression shows that affective commitment and continuance commitment impact positively on intrinsic satisfaction while normative commitment and affective commitment impacts positively on extrinsic satisfaction of employees who are working for facilities of MED. Therefore, the following recommendations are proposed: (i) the company needs to pay attention to the planning and creating career development opportunities for staff; (ii) the company needs to finalize the policy on remuneration for factors associated with real benefits of employees and significant influence on their cohesion; and (iii) companies should strengthen coordination between the parts to build and complete job descriptions systematically, methodically. The management board and HR department of MED need to understand the importance of the employee satisfaction such as key indicators to further improve employee motivation level. The link between line management to employee satisfaction can be shown that line management takes responsibility in structuring and delivering learning opportunities to their employees in respect of employee satisfaction. |
| Year | 2015 |
| Type | Project |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (Executive) in International Business - Management of Technology (VN/BKK)) |
| Chairperson(s) | Sununta Siengthai;Vimolwan Yukongdi; |
| Examination Committee(s) | Bechter, Clemens ;Vatcharapol Sukhotu; |
| Scholarship Donor(s) | Vietsovpetro Jont Venture; |