Therefore, it is important for every company to discover each individual motivation and thus clarify that the company policy and the needs of the employees match each other. On the other hand, some of them may not see that the company policy meets their needs. Founded in 1991, the company VSP Hardware, which we started as a wholesaler of construction tools.
In the last stage of the company, the company starts to grow rapidly and the company needs to expand its human capitals in order to cover the company's objectives. Therefore, the company starts hiring new employees as well as new departments in order to grow the company forward.
Objectives of the study
Regarding the case organization issue, Maslow's Hierarchy of Needs Theory will become the method to clarify the levels of needs that each employee has reached. It consists of five levels of needs: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. Therefore, this framework will be able to clarify the level of needs that each employee has reached in relation to the company's policy, which will lead to the finding and solution that the company can make to address the appropriate problem.
Previous research shows that the level of needs that each employee has and the motivation factor can be the main factor that determines the decision to stay with the company.
LITERATURE REVIEW
Staff turnover
Maslow Hierarchy of Needs
On the other hand, if these individuals do not have safety requirements, this will affect their sense of insecurity, which may lead to the decision to leave work because they feel that the company is destroying their sense of security. security cannot provide in terms of safety. earning and insurance, which may be the most important depth feeling of those employees. The needs for love and belonging are about the phase in which people have relationships with each other within the environment to which they belong. People with better relationships between their workplace are likely to have better emotions when it comes to working or collaborating with others.
On the other hand, if people don't have relationships with other co-workers, it will make them doubt whether they will stay with the company. This need refers to a sense of achievement, especially recognition of status in the company in which these people work, if there is a word of recognition from colleagues/owners. It will strengthen the sense of dignity in these people, which can be defined as an individual's self-achievement.
In terms of this stage of needs, it is the last stage that every person who reaches will fulfill their needs which leads to high motivation level in terms of their performance. According to Maslow (1974), said that a person who reaches this stage of self-actualization, they will lead the feeling about the feeling of abilities that they can do in relation to the performance that they achieve. It can be concluded that those people who reach this stage will be self-motivated in terms of performance and creativity for the work they do.
Furthermore, the person who can reach this stage must fulfill the first four stages in order to reach the point of having self-actualization (Hanley & Abell, 2022).
METHODOLOGY
- The approach of developing questionnaire
- Research questions
- Sampling selection
- Data collection
- Data analysis
- Hypothesis
Safety Needs To discover that the company can provide enough salary, equipment and insurance for employees to feel safe staying with the company. Self-actualization needs To identify about the potential career growth that staff thinks he/she can achieve within the company. It consists of 20 employees combined with long-serving employees who have been working with the company for more than 10 years and newcomers who have just joined the company.
The other group who are newcomers will use this as a reflection on themselves since they were in the company. Therefore, the result of findings will be accurate with respect to two different groups of people who may have different experiences with the company. In terms of nationality, the majority of employees in the company have two nationalities: Thai and Myanmar.
In terms of data collection, the questions will start from the demographic question to identify the age and working years that the employee has been working with the company. Then, the questions of Maslow's Hierarchy of Needs will be divided into five parts of each level of need in order to know the perception from all staff in different perspectives. To implement descriptive analysis, the appropriate type of data to analyze must be selected.
In this scenario, it is clear that the level of frequency of agreement on the statement will define the level of satisfaction towards these areas. The frequency measure will interpret the frequency of people's attitude towards the statement, which will lead to the level of satisfaction regarding the data from the direct perception from the employee.
FINDINGS
Demographic questions
It can be interpreted that there are large gaps in terms of generation among age groups working in the company. Another aspect shows that there are combinations between five different age groups working together in the company as there is not much difference in terms of the number of people in different age groups. On the other hand, Table 4.2 shows that ten employees are newcomers and have been working at the company for less than 3 years.
On the other hand, there is a certain number of people, about 25% of the employees, who have been working in the company for more than 10 years. On the one hand, it shows that people who have worked for a company for more than 10 years are likely to understand the company's culture and policies towards them. On the other hand, most people who are newcomers see the company's policy towards them as a first impression.
Maslow hierarchy of needs
- Physiological needs
- Safety needs
- Love and Belonging needs
- Self-esteem
- Self-actualization
It was found that 80% of the staff within the company rely on disagreement and strongly disagree on this aspect. It can be assumed that this issue may come from the lack of improvement in terms of equipment within the company as the company still adheres to the old-fashioned strategy. In terms of security needs, the perception of the company's health insurance is divided into two sides, 55% of people do not agree with the health insurance provided by the company.
About 50% believe that the company prioritizes equipment security, it is likely that the company has established rules and regulations on security protocol for most of the company's equipment. As for the need for love and belonging, I think it's clear that this part is about the relationships between people in the company. Belonging is about feeling welcome in company time.
At this point it means that the company can put those people in an invaluable position and cannot make them stand out to the public. Therefore, it is likely to lead to the result of feeling underachieved within the period of working with the company. The second question concerns the recognition of the position that each people has been accepted by internal employees within the company.
In this point, it means that the company provides the path for everyone to grow in the company.
RECOMMENDATION AND CONCLUSION
- The interpretation of the result regarding to company turnover
- Recommendation
- Monetary reward
- Provide career growth
- Organize – Create a clear organization chart in order to clarify all job positions within the organization
- Evaluate – this stage needs to show about the sequence of pathway that the employees can achieve on their job position
- Define – It needs to define specific role for every position in order to clarify the list of responsibility that each employee need to complete in order to
On the other hand, newcomer who has just joined the company may want to see the immediate improvement strategy to make them feel stability to stay in this company without considering a new job or resigning from the company. According to (Noe et al.,2020), pay structure is a core component to determine the salary of each position in order to ensure that all staff are treated equally under the proper pay structure. Regarding pay structure, According to figure 5.2, there are several steps that can help to classify the salary for employees, including key jobs to identify about the role of the jobs of employee related to job structure within organization.
To choose the right pay rate, the company should not overlook the pay schedule to ensure that the salary given is not below legal requirements and matches the standard salary of any major job. Especially the problem of dissatisfaction with self-esteem and self-actualization, which shows that people in the company have not developed this type of bonus, which prevents the employee from being recognized. According to Jeong et al. (2021), they stated that performance bonus structure was related to goal setting theory.
Therefore, the three stages of the performance bonus structure diagram should be coherent with the five different stages of goal setting in order to help the KPI relate directly to the job tasks that the employee is responsible for. As a result, goal setting theory will help employees to have clear direction towards their tasks and contribute to achieve their bonus. Regarding the development of the issue of self-actualization related to the issue of non-fulfillment of career growth to the individual of the employee, the company should implement the strategy so that the employees have in mind their own career progression plan which can be a condition that can retain the employee in the long run.
According to Weng & Zhu (2020), stated that the company that has a clear career plan for their employees, the employee is likely to stay in the company for a long time in terms of performance drive compared to the company without career growth, it will lead to demotivation and staff turnover.
