FOREIGN TRADE UNIVERSITY
FACULTY OF BUSINESS ADMINISTRATION
--------✧✧✧-------
PRINCIPLES OF MANAGEMENT REPORT
ANALYSIS OF MOTIVATION IN
“COL TIM COLLINS' INSPIRATIONAL SPEECH"
Group 5:
1. Nguyễn Phương Anh
2112140013
2. Nguyễn Thảo Chi
2113140007
3. Đặng Huy Hoàng
2119090102
4. Lê Phương Linh
2112140047
5. Trần Phương Mai
2113140017
6. Antonia van Nahmen
2290101500
7. Phạm Đức Kiên Thành
2112140094
8. Hoàng Hải Yến
2112140107
Class: QTR303E(GD1-HK2-2223)_60CTTTKT.1
Instructor: PhD. Hoang Anh Duy
Hanoi, March 2023
INTRODUCTION .................................................................................................... 2
A. Rationale of study ............................................................................................. 2
B. Research objectives .......................................................................................... 2
C. Research methodology ...................................................................................... 3
D. Scope of study .................................................................................................. 3
1. Qualitative Method: ..................................................................................... 3
2. References and Observation Method: ........................................................... 3
3. Structure of study ......................................................................................... 3
E. Structure of the report ....................................................................................... 4
SECTION 1: THEORETICAL FRAMEWORK .................................................... 5
1. Maslow’s hierarchy of needs ............................................................................. 5
2. Alderfer’s theory ............................................................................................... 6
3. Herzberg’s two-factor theory ............................................................................. 8
SECTION 2: FINDING AND ANALYSIS ON MOTIVATION .......................... 10
1. Introduction to the video.................................................................................. 10
2. Analysis Col Tim Collins' motivation techniques ............................................ 10
2.1. Maslow’s Hierarchy of needs .................................................................. 10
2.2. Alderfer's ERG theory ............................................................................. 12
2.3. Herzberg’s Two-Factor Theory ............................................................... 13
SECTION 3: RECOMMENDATIONS ................................................................. 15
1. Recommendation for Col Tim Collins ............................................................. 15
2. Recommendation for managers ....................................................................... 16
SECTION 4: CONCLUSION ................................................................................ 18
REFERENCE ......................................................................................................... 19
1
INTRODUCTION
A. Rationale of study
Motivation is a state of mind which is accompanied by dedication and
enthusiasm that inspire a person to perform in a specific way in order to attain expected
objectives. It is a force that pushes people to perform with a high level of commitment
and focus, even if things are going against them. From the team’s point of view, the
success of a team ultimately depends on how effectively managers or leaders are able
to motivate their subordinates. In the words of Allen, ‘poorly motivated people can
nullify the soundest organisation’. Firstly, motivation enables people to convert
physical and financial resources into useful products. It helps management to get the
best out of human as well as non-human resources. Secondly, motivation increases the
output efficiency because it encourages people to work enthusiastically, which
eventually leads to reduced cost of operation. Thirdly, motivation causes goal-directed
behavior. It helps people to move in the desired direction and earn rewards for it.
As for subordinates, there are also many benefits. As a matter of fact, motivation
promotes communication between leaders and subordinates, managers and employees .
Both parties try to understand each other’s needs and satisfy them to the possible extent
in the sense that leaders ascertain that the primal needs of the subordinates, be it
physiological or psychological, are fulfilled through motivation. Moreover,
subordinates are sometimes able but not willing to perform tasks due to lack of
motivation. Effective motivation combines the ability of them with their willingness to
work, thus maximizing their potential to perform. Lastly, motivation creates a
wholesome working environment. When the needs of staff are satisfied, they will have
a positive attitude towards work. Therefore, a cordial relationship will be built between
superiors and subordinates, which will improve the company’s atmosphere. Motivation
will help in improving cooperation and coordination and employees will work as a team.
B. Research objectives
With all the expertise gained from the course of Principles of Management, along
with more research and reference, our study aims to provide insightful analysis of
motivation through the motivation theoretical framework for fundamental
2
understanding accompanied by an example video about motivational speech. Having
gathered specific observations and outcomes, we will also address a range of
recommendations in order to enhance the technique and application of the motivation
framework in practice.
C. Research methodology
In order to make the most of the points of discussion, we chose 3 main motivation
frameworks to focus on: Maslow’s Hierarchy of needs, Alderfer's ERG theory and
Herzberg’s Two-Factor Theory. Using all the knowledge we have learned from the
course, along with some online references and our practical perspectives, we analyzed
the purpose, operation and effect of those 3 frameworks in theory. We also selected an
example video of a military officer named Col Tim Collins’ speech to clarify more
about these frameworks in real life. Based on our research, we had some findings and
analysis on leadership techniques used in this video. Besides, we also analyzed the good
points and bad points about the speech in the video and gave some recommendations
for the officer and for the future leaders.
D. Scope of study
1. Qualitative Method:
Using this type of method, we concentrate on describing a specific situation
through observations to gain an understanding of the problem; therefore, help to develop
ideas for potential quantitative research.
2. References and Observation Method:
Methods to analyze include specific theoretical perspectives and explaining
leading types. We combined references and observations so that we could finish our
task professionally and apply the knowledge and lessons we have learnt into real life.
While references gave us a reliable source of information helping to understand the
skills and the topic better, we took advantage of observation from reality and movies
to be able to have a practical overview of the leading process.
3. Structure of study
This report will summarize our process to create the final product and express
our point of views in six parts: Introduction, Model Motivation Framework, Video
3
Analysis, Recommendations, Conclusion and References. While Introduction starts
with the initial problems by raising a broad question, the other will help narrow down,
focus on the root of the problem by our approaching methods (observe, analyze data),
then finally reach the conclusion and give some recommendations for the concern.
E. Structure of the report
SECTION 1: THEORETICAL FRAMEWORK
SECTION 2: FINDING AND ANALYSIS ON MOTIVATIONAL TECHNIQUES
SECTION 3: RECOMMENDATIONS
SECTION 4: CONCLUSION
4
SECTION 1: THEORETICAL FRAMEWORK
1. Maslow’s hierarchy of needs
The best-known theory of motivation is probably Abraham Maslow’s hierarchy
of needs theory. Maslow’s theory has given rise to a new way to look at people’s needs.
For example, Maslow’s hierarchy of needs is widely used in health and social work as
a framework for assessing clients’ needs.
Maslow was a psychologist who proposed that within every person is a hierarchy
of five needs:
1. Physiological needs: A person’s needs for food, drink, shelter, sex, and other
physical requirements.
2. Safety needs: A person’s needs for security and protection from physical and
emotional harm, as well as assurance that physical needs will continue to be met.
3. Social needs: A person’s needs for affection, belongingness, acceptance, and
friendship.
4. Esteem needs: A person’s needs for internal esteem factors such as self-respect,
autonomy, and achievement and external esteem factors such as status,
recognition, and attention.
5
5. Self-actualization needs: A person’s needs for growth, achieving one’s
potential, and self-fulfillment; the drive to become what one is capable of
becoming.
The lowest levels of the pyramid of needs are made up of the most basic needs
while the most complex needs are at the top. Maslow argued that each level in the needs
hierarchy must be substantially satisfied before the next need becomes dominant.
2. Alderfer’s theory
Existence needs: Existence needs include all needs related to the physiological
and safety elements of human beings and are required for survival. Hence, Maslow's
physiological and safety demands are merged into one category due to their similar
nature and impact on an individual's behavior.
Relatedness needs: Relatedness needs refer to the social needs that an individual
tries to form relationships with those for whom he cares. These needs cover Maslow's
social needs as well as a portion of esteem needs generated from interpersonal
relationships.
6
Growth needs: Maslow's self-actualization needs, as well as a portion of
esteem needs that are internal to the individual, such as a sense of being unique, personal
growth, and so on, are covered by the growth needs. Hence, growth needs are those that
impact an individual to reach his full potential in his current environment.
Individuals must satisfy one level of requirements before moving on to the next
in Maslow's Hierarchy of Needs. They must, for example, have addressed their safety
demands before being driven by social affiliation. Alderfer, on the other hand, was not
convinced. According to his approach, individuals do not need to have satisfied their
existence needs before being driven by their relatedness needs. In fact, Alderfer says
that different people may prioritize their requirements in different orders based on their
life perspectives.
Alderfer also mentioned how individuals perceive their progression in relation
to each level of need. If a person believes they are making significant progress in
relatedness, they may become increasingly motivated by growth even if their
relatedness need has not been fully met. Similarly, if a person is dissatisfied with their
progress in relation to growth, they may abandon it and raise their motivation in relation
to relatedness.
3. Herzberg’s two-factor theory
7
Herzberg's Two-Factor Theory, also called motivation-hygiene theory,
describes that intrinsic factors are related to satisfaction in the workplace, while
extrinsic factors are related to job dissatisfaction. In this theory he tried to analyze when
people feel exceptionally good (satisfied) or bad (dissatisfies) about their job.
Motivators: Motivators are intrinsic factors and lead to satisfaction in a job.
Examples of motivators are achievement, which describes the sense of accomplishment,
recognition, which includes acknowledgement for a person’s contribution and work to
the organization that goes beyond their job duties. Examples of that could be a raise,
promotion or an important task. Further motivators are work itself, responsibility, which
includes the opportunity to take on bigger teams or project roles and advancement.
Advancement implies the opportunity to be promoted in an organization. Last but not
least growth can also be a motivator.
Hygiene factors: These factors can satisfy the basic needs. If these factors are
adequate the employee will not be dissatisfied, but he or she will not be satisfied either.
Examples of hygiene factors are concerning supervisory, how well the employees are
managed in an organization, company policy, which is describing how the day-to-day
activities are controlled and relationships with peers or the supervisor. Further
substantial factors are working conditions and the working environment. Since the
hygiene factors are essential factors, salary and security also play a big role.
Furthermore, status is also part of the hygiene factors.
8
SECTION 2: FINDING AND ANALYSIS ON MOTIVATION
1.
Introduction to the video
The video named “Col Tim Collins' inspirational speech is from a series of
eight dramas to mark the fifth anniversary of the invasion of Iraq. Each drama focuses
on a real event that happened exactly five years ago to the day.
Col Tim Collins' inspirational speech was delivered to his troops of the 1st
Battalion of the Royal Irish Regiment on March 19, 2003, on the eve of the Iraq War.
At that time, the United Kingdom was one of several countries participating in the U.S.led invasion of Iraq, with the goal of overthrowing the regime of Saddam Hussein and
eliminating Iraq's alleged weapons of mass destruction.
The 1st Battalion of the Royal Irish Regiment, commanded by Col Tim Collins,
was among the British troops deployed to Iraq as part of this mission. The regiment was
tasked with securing the southern city of Basra and engaging in combat with Iraqi
military forces. Before the mission commenced, Col Tim Collins gathered his troops
for a speech that has since become famous for its inspirational and motivational
message. The speech was intended to prepare the soldiers mentally and emotionally for
the dangers and challenges that lay ahead and to remind them of the importance of their
mission.
In the context of a controversial and deeply divisive war, Col Tim Collins' speech
has been widely lauded as an example of effective leadership and military
communication, and it continues to inspire soldiers and leaders around the world today.
Col Tim Collins' inspirational speech is a powerful motivational message that he
delivered to his troops before the start of the Iraq war. His speech includes several
motivational techniques that are designed to inspire and motivate his soldiers to perform
at their best during the upcoming battle, which will be analyzed below.
2.
Analysis Col Tim Collins' motivation techniques
2.1.
Maslow’s Hierarchy of needs
In his speech, we can see how Maslow’s Hierarchy of Needs is reflected in the
way he motivates his soldiers.
Safety needs: Speaking of the fight, Tim Collins assures that “It is my foremost
intention to bring every single one of you out alive. But there may be people among us
9
who will not see the end of this campaign.” He expects his soldiers to be aware of the
dangers they would face, but also show his utmost endeavor to ensure the safety of each
soldier. These soldiers are encouraged to enter a righteous fight, not a brutal and bloody
one where they “harm the regiment or its history by over-enthusiasm in killing or in
cowardice”. Otherwise, it is their “family who will suffer”. It means that the safety of
them and their family depended upon their attitude, their behavior and conduct during
the fight.
Social Needs: Collin also emphasizes the needs for friendship and
connectedness during his speech. He reminds the relationship between Iraquis and these
soldiers, how well they have treated them despite having almost nothing. “You will
have to go a long way to find a more decent, generous and upright people than the
Iraqis.” The commander also expects his soldiers to treat others with mercy and
compassion as “if someone surrenders to you then remember they have that right in
international law and ensure that one day they go home to their family”. According to
that, he does not want to end this fight with bitter hostility.
Esteem needs: From the beginning of the speech, he has firmly stated that “We
go to Iraq to liberate not to conquer. We will not fly our flags in their country. We are
entering Iraq to free the people and the only flag which will be flown in that ancient
land is their own. Show respect for them.” This motivates the soldiers to fight, fight for
respect and justification. Tim Collins also awakens the soldiers’ confidence and selfbelief in their own strengths and abilities when he says: “I expect you to rock their
world”. Besides, he makes it clear for them that, “Their children …in years to come
they will know that the light of liberation in their lives was brought by you. “ The
soldiers are now fully aware of how significant they are, and how their victory will gain
respect, recognition and appreciation from other people. Overall, these lines have really
touched on the esteem needs of every genuine soldier.
Self-Actualization Needs: In the next line, he mentions the self-actualization
needs of his followers, “There are some who are alive at this moment who will not be
alive shortly. Those who do not wish to go on that journey, we will not send.” He is
referring to the defenses some of the soldiers had, and expects that they have the courage
to give them up and “rock their world”. Wipe them out if that is what they choose”.
Also, Tim Collins identifies and reminds the soldiers of their full potential, being
“ferocious in battle” and also their strong moral/ethical standards in bringing a
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“magnanimous” victory. To the very end of his speech, he states once again: “Let's
bring everyone home and leave Iraq a better place for us having been there.” to imprint
the ultimate meaning of the mission in every soldier’s mind. Having been emboldened
“If we survive the first strike we will survive the attack.” The soldiers will invest every
effort and unleash their full potential for a victory.
In conclusion Maslow's Hierarchy of Needs is reflected in Lieutenant Colonel
Tim Collins' Eve-of-Battle Speech and it contributes to the motivation of soldiers. By
addressing soldiers' safety, love and belonging, esteem, and self-actualization needs
Lieutenant Colonel Tim Collins creates a sense of purpose and meaning for soldiers
which can motivate them to perform at their best. This speech is a powerful example of
how motivation theory can be applied in real-life situations to inspire and motivate
people.
2.2.
Alderfer's ERG theory
Existence Needs: In his speech, Col Tim Collins addresses the existence needs
of his soldiers by reassuring them that they have the necessary equipment and supplies
(materials) to perform their duties. He also emphasizes the importance of safety and the
need for the soldiers to be alert and prepared to face danger.
"There are some who are alive at this moment who will not be alive shortly. Those
behind will perhaps be left to count the cost. As another has said, in this war, and in any
war, there are no unwounded soldiers."
He assures that their safety will be taken care of and by reminding the soldiers of the
dangers they would face and the potential consequences, he appealed to their need for
safety and security.
“It remains my foremost intention to bring every single one of you out alive, but there
may be those among us who will not see the end of this campaign.”
Relatedness Needs: Col Tim Collins emphasizes the importance of camaraderie
and teamwork, which are key components of relatedness needs. He stresses the
importance of mutual support and trust among the troops, stating, “Let's bring everyone
home safely” and "We will not let each other down." This statement highlights the idea
that the soldiers are all in this together and that they have a shared goal that they are
working towards. This sense of camaraderie and shared purpose is critical for fulfilling
relatedness needs, as it provides a sense of belonging and connection to others.
11
Collins also stresses the importance of empathy and understanding for the local
Iraqi population. He urges his troops to treat the Iraqi people with respect and dignity,
stating, "We go to liberate, not to conquer.", "If you are ferocious in battle, remember
to be magnanimous (kind and generous towards an enemy or someone you have
defeated) in victory." and "Allow them dignity and death, bury them with jew reverence
and properly mark their graves.. This emphasis on treating others with compassion and
respect is another way in which relatedness needs are addressed in Collins' speech. By
emphasizing the importance of understanding and connecting with the local population,
he is helping his troops to develop a sense of empathy and social awareness, which are
also key components of relatedness needs.
Growth Needs: Finally, Col Tim Collins addresses the growth needs of his
soldiers by challenging them to perform at their best and to strive for excellence. He
says, "I expect you to rock their world, wipe them out.". This statement reflects a desire
for personal growth and improvement, as the soldiers are seeking to become better at
their jobs and to develop their skills as soldiers.
He also says, "We are going into Iraq to liberate, not to conquer. We will not fly
our flags in their country. We are entering Iraq to free the people and the only flag which
will be flown in that ancient land is their own..." Here, Col Collins is appealing to the
soldiers' sense of personal growth and achievement by giving them a mission that is
greater than themselves and reminding them that their efforts would make a difference
in the world and emphasizing the importance of their role in the liberation of Iraq. "It is
a big step to take another human life.", "Let’s bring everyone home safely and leave
Iraq a better place.". This addressed the Growth needs of the soldiers, who needed to
feel a sense of purpose and accomplishment in their work.
Overall, Col Tim Collins' speech effectively uses motivational techniques that
address the different needs of his soldiers, from basic existence needs to higher-level
growth needs, making his message more impactful and effective in inspiring the troops
to perform at their best in difficult and challenging situations.
2.3.
Herzberg’s Two-Factor Theory
Based on the Herzberg’s Two-Factor Theory model, we can take another
perspective of the way the captain in this video motivated his comrades before they
entered another battle to fight for their own nation. From this point of view, the captain
pushed his comrades and influenced them by utilizing not only the aspect of hygiene
12
factors, specifically supervisor quality but also the aspect of motivator factors,
particularly recognition, responsibility and work itself.
Hygiene factors: The captain decreases job satisfaction by enhancing the
supervisor quality. He assures the fact that he would try in every single attempt to
guarantee the safety of his comrades, despite the fact that possibly some of them may
not survive through the end of the battle. He said that “It remains my foremost intention
to bring every single of you out to alive”
Motivator factors: The captain increases the job satisfaction by putting an
emphasis on four aspects, namely achievement, recognition, responsibility and work
itself, to trigger the desire in every single member of the troop to fight for the battle.
First to mention is the achievement, winning this battle would set free for many people
of their nation, which proves to be a huge achievement which is worth their attempt to
endeavor. Secondly, referring to the work itself, he emphasized the legitimacy of the
battle, it is for the right of humans to live a free and happy life, the right which they
deserve, as he mentioned that “We are going to Iraq to liberate, not to conquer, we will
not fly our flags in their country”. Therefore, the nature of the work would motivate the
soldiers, as they are fighting for their own country. Additionally, the recognition is
considered one of the most significant factors which provide the utmost incentives to
the comrades to fight. The first recognition comes from the captain himself, he places
huge expectations on his comrades, on their ability to fight for every breath of their life
to win this battle. He said that “I expect you to rock the world, wipe them out if that’s
what they choose”. The second recognition which is worth mentioning is the recognition
from their own beloved ones, they expect the comrades to bring them the freedom which
they deserve, as the captain said that “I know your mars will be in the queue at the coop next week, and they won’t want you to let them down”. Last but not least, the captain
emphasized the responsibility of the comrades as decent soldiers, to fight for the safety
of the people and for the freedom of the nations. He said that “Let’s bring everybody
home safely and leave Iraq a better place for us having been there”
13
SECTION 3: RECOMMENDATIONS
1. Recommendation for Col Tim Collins
While the captain's speech to his comrades displays a number of strong
motivating methods as mentioned above , there are also some weaknesses as well as
recommendations that could be addressed in order to enhance the captain's manner.
First of all, although the captain does emphasize the significance of each soldier's
involvement in the mission in his speech, he should also underline the significance of
teamwork and collaboration. By working together, the soldiers can achieve more and
support each other throughout the mission. Col Tim Collins could emphasize the
importance of building trust and camaraderie among the soldiers, and encourage them
to work together as a cohesive unit. To motivate this factor to others , the captain could
incorporate more language into his speech that emphasizes the value of teamwork and
collaboration. He could highlight specific examples of how soldiers will need to work
together to achieve certain objectives and how the success of the mission depends on
the collective effort of everyone involved. By doing so, he can create a culture of
teamwork and collaboration that can improve the overall effectiveness and success of
the mission.
Secondly, another weakness is that the speech can be interpreted as
dehumanizing the enemy, with a focus on "wiping them out" and "showing them no
pity." While it is important to be firm and resolute in the face of a dangerous adversary
in a military context, it is also important to maintain a sense of empathy and respect,
even in conflict. To improve the captain's language and avoid promoting a culture of
aggression and violence is to use more measured and precise language that emphasizes
the importance of following rules of engagement and respecting the humanity of all
individuals involved in the conflict. The captain could emphasize the need to act with
discipline and restraint, even in the face of difficult circumstances. He could use
language that emphasizes the importance of precision and strategic decision-making
such as "we will take targeted action to accomplish our mission." This can help ensure
that the unit is always acting in the most ethical and effective manner possible.
Col Tim Collins may not have considered the unique characteristics and needs
of each soldier in his motivational speech. A one-size-fits-all strategy might not work
for everyone since individual soldiers may react differently to various forms of
14
incentive. In order to motivate and assist each soldier specifically, the captain had to be
aware of their unique characteristics and requirements. This increased both their
chances of success and the morale of the entire unit. His motivating words may be
tailored to each soldier's unique talents, limitations, and personal aspirations by making
an effort to comprehend each one's attributes. He may raise the odds of success for the
entire unit by doing this and assisting each soldier in feeling supported and respected.
2. Recommendation for managers
According to the motivational speech of Col Tim Collin, there are some valuable
recommendations that managers can positively apply into motivating their employees,
to foster motivation, job satisfaction, and fulfillment for their team members.
Firstly, it is essential for managers to provide their employees with a positive
work environment and opportunities for social interaction. Future managers should
strive to create a positive work environment that fosters teamwork, cooperation, and
open communication. Despite how serious the situation or conflict is, the managers
should use the power of words to create a strong determination among employees.
Besides motivating them to perform their duties with professionalism, managers should
also provide them chances to work with others and enhance social interaction.
Therefore, a future manager who wants to align with Maslow's Hierarchy of Needs
should motivate their employees by providing them with opportunities to belong and
excel in a group. They should also appeal to their employees' sense of self-worth by
acknowledging their achievements and providing them with growth opportunities that
will help them become the best version of themselves.
Secondly, a manager should recognize their employees' efforts and provide them
with meaningful work. As Col Tim Collins reminds his soldiers “Don't treat them as
refugees for they are in their own country. Their children will be poor, in years to come
they will know that the light of liberation in their lives was brought by you", he
emphasizes that they are involved in meaningful and tremendous work. A manager
should let their employees understand their tasks deeply as well as attach much
importance to both themselves and their work. As a result, his/her staff will consider
themselves as a key role of the task and feel more responsible and want to devote
themselves to the work and other people. They should also focus on motivators such as
recognition, achievement, and growth opportunities. For instance, they should also tell
15
their employees things like “Well done” more frequently in order to acknowledge their
progress and motivate them to perform better. Getting a compliment, words of
appreciation, and praise can make people feel more content, more confident, and better
about themselves, as well as cause happy feelings. Furthermore, the more that
employees feel that they are responsible and autonomous, the greater the sense of
achievement they will feel in their work. The more a company can ethically encourage
staff to take ownership of their job, the more engaged the workforce will be since
autonomy is a strong motivator. Last but not least, managers should direct their
employees to be gracious. Doing their tasks to the best with the highest effectiveness
and efficiency to meet the goals of your firms is great, but they do also need to care for
others. Like Col Tim Collins said “If you harm the Regiment or its history by overenthusiasm in killing or in cowardice, know it is your family who will suffer. You will
be shunned unless your conduct is of the highest - for your deeds will follow you down
through history.” Remind your employees to finish the job with much kindness,
motivate them to be flexible in chasing goals like maximizing profits or sales revenue.
Besides motivating them to do their job best, managers should also motivate them to
care for others’ rights and benefits and how to eliminate negative feelings like greed or
aggressiveness which might lead to unwanted consequences.
In summary, managers can use Herzberg's Two-Factor Theory model and
Maslow's Hierarchy of needs to create a work environment that fosters motivation, job
satisfaction, and fulfillment for their team members. This includes focusing on
motivators, providing opportunities for growth and a positive work environment,
providing
opportunities
for
social
interaction,
providing
recognition
for
accomplishments, providing growth opportunities, and being supportive.
16
SECTION 4: CONCLUSION
In summary, it is recognizable that Col Tim Collins’ speech has driven a great
motivation to the soldiers to bring significant achievement and positive results to the
team by combining and applying various methods of motivation theory and making use
of his own power and skills.
Motivation is the state of mind which pushes all human beings to perform to their
highest potential, with good spirits and a positive attitude. The report above helps us to
understand what are the factors that drive motivation through some findings and
analysis on motivation techniques and how they are used in our chosen video. Although
individuals have their expectations, it is the leader’s responsibility to develop and align
them with theories that are suitable to bring satisfaction to the employees. There is no
reliable theory that can be used alone in the art of motivation, but rather, a mixture of
theories combined with real emotions and effective body language. The leader has to
ensure that every individual in the team and the organization is motivated, and inspired
to perform better than their best. Employees perform their duties diligently if they are
inspired and motivated and the outcome will be positive. Therefore, the leader has to
ensure that every individual in the team and the organization is motivated, and inspired
to perform better than their best. Organizations or teams which are result oriented will
go all the way to motivate their employees for them to reach their goals. This is neither
quick nor easy, but in the long-term, the gains that are derived from happy employees
far outweigh the time, money and effort spent in motivating them.
Our research is based on real social problems faced by thousands of students all
over Vietnam nowadays. Our special thanks to Mr. Hoang Anh Duy - our lecturers in
Management - who have taught us useful things and help us willingly with our research,
video and report. Working in our group at first was difficult and disheartening, however,
as time passed by, we have figured out how to work effectively in a group and more
importantly, how to resolve conflicts and look forward to the same goals. Those skills
and experiences are precious and unforgettable to us, no matter which paths we will
take in the future.
In conducting analysis, we are able to improve our knowledge of motivational
techniques, specifically its purpose, application and impact, as well as our skills on
analyzing and researching. However copious our effort may be, mistakes are
17
unavoidable, so we hope the teacher will provide us with comments on our work so that
we can better our presentation in the future.
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REFERENCE
Erg motivation theory alderfer (2021) YourCoach. Available at:
https://www.yourcoach.be/en/employee-motivation-theories/erg-motivationtheoryalderfer/#:~:text=Clayton%20P.,%3A%20Existence%2C%20Relatedness%20a
nd%20Growth.&text=Include%20all%20material%20and%20physiological,M
aslow%27s%20first%20two%20levels. (Accessed: March 27, 2023).
Don't underestimate the power of kindness at work (2021) Harvard Business Review.
Available at: https://hbr.org/2021/05/dont-underestimate-the-power-of-kindnessat-work (Accessed: March 27, 2023).
Robbins, S.P. et al. (2014) Management. Melbourne, Vic.: Pearson Australia.
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JOB DESCRIPTION AND CONTRIBUTION
No.
Members
Student ID
Task assigned
- Finding and analyze the video
1
Nguyễn Phương Anh
Herzberg’s Two-Factor Theory
2112140013
- Deliver the presentation
- Slides preparation
2
Nguyễn Thảo Chi
2113140007
- Recommendations for Tim Collins
- Edit the slides on Powerpoint
- Format the report
- Deliver the presentation
- Framework: Maslow’s Hierarchy
3
Đặng Huy Hoàng
2119090102
of needs
- Design the slide
- Lead the group
4
Lê Phương Linh
2112140047
- Finding and analyze the video
applying Maslow Hierarchy of
Needs
- Finding and analyze the video
5
Trần Phương Mai
2113140017
applying Alderfer's ERG theory
- Slides preparation
- Deliver the presentation
- Framework: Maslow’s Hierarchy
6
Antonia van Nahmen
2290101500
of needs
- Deliver the presentation
- Introduction and Conclusion of the
7
Phạm Đức Kiên Thành
2112140094
Report
- Deliver the presentation
20
- Introduction to the video
- Recommendations for other
8
Hoàng Hải Yến
2112140107
managers
- Edit the slides on Powerpoint
- Format the report
21