Doctoral Dissertation on Economics Policies on Motivation of CPSs
Author: Le Dinh Ly
1MINISTRY OF EDUCATION AND TRAINING
NATIONAL ECONOMICS UNIVERSITY

LE DINH LY
POLICIES ON MOTIVATION
OF COMMUNAL PUBLIC SERVANTS
(Researched in Nghe An province)

SUBJECT: MANAGEMENT SCIENCE
CODE: 62.34.01.01 DOCTORAL DISSERTATION
ON ECONOMICS
(IN BRIEF)

Academic Supervisors:

to solving the above mentioned issues.
2. Objectives of the Research
The dissertation is aimed at providing the State and Party with the theoritical and
practical basis for establishment and completion of policies on motivation of communal
public servants, meeting the national socio-economic development needs in the coming
time.
3. Subjects and Scope of the Research
3.1. Subjects of the Research: Motives and Policies on motivation of communal
public servants (CPS).
3.2. Scope of the Research: The Research was undertaken within Nghe An
province, from 2007 to 2010.
4. Methods of Research
To achieve the objectives of the research, the author has applied some key
research methods, including desk research and inheritance, investigation,
questionnaires and experts interviewing.
4.1. Method of Desk Research and Inheritance:
Method of Desk Research and Inheritance was used in the overall research in
order to form the theoretical backgrounds of the Dissertation. Via this Method, the
author has selected and drew on necessary results, especially the research methods,
analysis frames, information and data necessary for preparation of Dissertation.
4.2. Method of Direct Investigation via Questionnaires
Method of Direct Investigation via Questionnaires was used in assessment of real
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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situation of Motives and Policies on Motivation of CPSs. Basing on the objectives and
tasks of research, the author has designed suitable questionnaires for collection of
neccesary data. The collected questionnaires were, after being checked in order to
eliminate unsuitable ones, processed with the support of Software "SPSS Version 16

different roles and impacts towards the motives of the CPSs. The maintenance policies
normally impact the working conditions and environments. On the contrary, the
impulsion policies normally impact the spirit and feelings of the CPSs during their
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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performance of assignments. In order to create active working motives for the CPSs,
first of all the special attentions shall be continuously paid to the maintenance policies
in order to assure the basic demands of the CPSs. Then, the impulsion policies shall be
also concerned and ensured by meeting high-grade needs of the CPSs so that they
would gain higher achievements and satisfactoriness.
5.2. Practical Aspects
Research results of the Dissertation has shown that the working motives of CPSs
are, at present, not so high. Most of the CPSs have shown little satisfaction with the
current policies on motivation.
The Dissertation has also indicated some shortcomings and limitations in the
current policies, such as (i) the policies of personnel arrangement have not properly
developed the capacities and strong points of each CPS; (ii) the policies on assessment
have not yet properly concerned the achievements, working results and assignment
fulfillment of the CPSs; (iii) the policies on training and development have not yet
created many opportunities for the CPSs in training and development; (iv) the policies
on recommendation and rewarding have not yet properly based on the working results
and achievements of the CPSs; values of rewards have not been deserved to the
working results and achievements of the CPSs; (v) the policies on salaries have not yet
based on the quantity and quality of the CPS's fulfillment of assignments; the present
salary level of the CPSs have been still lower than the others who are working in the
equivalent sectors; salary income of the CPSs have not been capable to meet their basic
and essential needs; (vi) the working conditions and environment have not yet been
properly concerned

* Concept of Communal Authorities
Communal authority is the lowest authority within the four-level authority
system of our country. Communal authority is formed on a basis of each communal
administrative unit and has functions in state management of all sectors including
politics, socio-economic sector, national defense and community security within the
communal area according to the regulations of the laws.
* Positions and Roles of the Comuunal Authorities
Communal authority is the lowest authority, which is the closest to the people in a
direct relationship. The communal authority is an administrative level, which both
directly transmits, popularizes and organizes to undertake the guidelines and policies
set out by the Party and State and directly manages every polictical and socio-economic
activity occuring within the communes accoring to the stipulations of laws.
* Functions and Responsibilities of the Communal Authority
The communal authority is responsible for management of all political, soci-
economic, national defense and public security activities in the locality; ensuring that
the Constitution, Laws and decisions made by the higher authorities are respected and
seriously complied with in the locality; ensuring and bringing into play the people's
rights of collective ownership; ensuring the legal rights and benefits of the people;
taking care of physical and spiritual lives of the people, and at the same time
encouraging the people to complete their responsibilities torwards the State.
1.1.2. Communal Public Servant (CPS)
1.1.2.1 Concept of CPS
Within the research of this Dessertation, the concept of CPS is confined to the
persons who are working in the governmental mechanism of communal level, officially
employed and earned salaries from the governmental budget, including positions of
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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Chairman and Vice Chairmen of People's Council, Chairman and Vice Chairmen of

is too large, the operation areas are too complicated, the traffic means, physical basis
and infrastructural systems are incomplete and inadequate. However, so far the CPSs
have not been called as governmental public servants. The priority policies for them
still have discrimination and the CPSs are not on equal terms with the public servants
of the higher levels. During the policy forming and implementating process, the above
mentioned natures shall need the attentions of the managers in order to create working
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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motives for the CPSs.
1.2. Policies on Motivation of CPSs
1.2.1. Motives and Basic Doctrines of Motives
1.2.1.1. Concept of Motives
On the basis of drawing on and adding to previous conceptions, the author of the
Dissertation hereby presents concept of motive in the administrative angle as follows:
"The motive of a person is a synthetic impact of the physical and spiritual factors,
which impulse and encourage one’s engrossment and efforts in working and action in
order to gain individual as well as community purposes".
1.2.1.2. Basic Paradigms of Motives
The Dissertation has generalized some typical paradigms on motives such as: The
Theory of Demand System by Abraham Harold Maslow (1943), ERG Theory by
Clayton Alderfer (1972), Demand Impulsion by David Mc Clelland, the two-factored
theory by Fridetick Herzberg (1959), theory on Fairness by J. Stacy. Adams (1965),
Doctrine on Expectations by Victor Vroom (1967)
Via studying the above mentioned doctrines, the author of the Dissertation has
selected, drew on and applied some theories mentioned above in the research of
motives and policies on motivation of CPSs.
1.2.2. Motives of the CPSs
1.2.2.1. Concept of CPS's Motives

maintenance factors are the low-ranking needs or basic needs of the CPSs. They are not
motivation factors, in contrast, they might cause discontent and discouragement in the
execution of assignments. Therefore, when these factors are improved, the discontent
and discouragement of the CPSs in execution of their assignments will be omitted,
however, no more motives will be created as a result of this improvement. The
maintenance factors can be figuratively compared to the maintenence of machines and
equipment, with which machines will operate more effectively within their designed
capacity, and no any additional capacity will be added to the original version
The two categories of impulsion factors and maintenance factors have different
roles and impacts towards the CPS's motives. The maintenance factors are normally
related to the working conditions and environment. The CPSs will be dissatisfied with,
tired of and procrastinating in working unless such factors are properly introduced. In
contrast, the impulsion factors are normally connected with the human perception and
feelings about their assignments. These factors are the right ones which create strong
motives and gain satisfactoriness and higher efforts in fullfilment of CPS's
assignments. As managers, the maintenance factors should first be regularly considered
in order to meet the basic needs of CPSs. But it would be insufficient if we wish the
CPSs to work more actively. The CPSs shall work with more effeciveness if their high-
ranking needs shall be duly taken care of, which will create more satisfaction. When
the CPSs do not work actively, the impulsion factors need being considered in order to
create motives for them.
1.2.2.3. Criteria for Assessment of CPSs
To assess the CPS's motives, the following criteria might be used:
 Efficiency of Working Time Usage:
Efficiency of working time usage is a percentage (%) between the practical
working time of the CPSs and stipulated working time. The practical working time is
an average working duration of time on a typical working day or a real duration of time
in which the CPSs really work in order to finalize their assignments. The stipulated
Doctoral Dissertation on Economics Policies on Motivation of CPSs
Author: Le Dinh Ly

pleasure and satisfactoriness with their present assignments and positions. If the CPSs
are set their mind at rest in working, they will be more active, engrossed, enthusiastic
and devoted to their assignments. In contrary, the CPS's activeness, engrossment,
enthusiasm and devotement will be gradually decreased. If this situation prolongs the
CPSs will have unpeacefull sensation, tiredness and even probably quit their
assignments or move to the other organizations for a new job. Accordingly, the motives
of the CPSs will be annuled as a matter of course.
1.2.3. Policies on Motivation of CPSs
1.2.3.1. CPS Policy
CPS policy is an overall combination of points of view, orientations, objectives
and solutions to establishment of a contingent of CPSs, which meet the requirements of
management and operation of socio-economic development of each locality and of the
nation in each specific historical stage.
CPS policy is one of the tools for the State to manage, use and develop the
(1.1)

(1.2)
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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contingent of CPSs in order to meet the national socio-economic development needs in
each historical stage; is an important mean in order to orient every activity and action
of the CPSs as well as the related organizations and individuals. The CPS policy plays
a regulating role in order to effectively manage and use human resources, and at the
same time create fairness in the working regime as well as benefits of the CPSs in each
communal locality, between this commune and the others as well as between the
different regions and areas throughout the country. The CPS policy also plays a role
exciting and creating strong motives of the CPSs in their assignment fulfillment.
Depending on the national objectives of socio-economic development in each

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reasonable manner in order to bring into play the abilities and strong points of each
individual to be directed towards the common objectives of the organizations. The
Personnel Arrangement Policy is one of the basic motivation policies in personnel
management. It will impact the factors such as assignments, positions, responsibilities
and development opportunities of the CPSs in order to create engrossment, enthusiasm
and efforts for them to execute and fulfil their assignments.
* Assessment Policy: Correct assessment of needs and acknowledgment of
achievements and working results is one of the high-grade need of the CPSs. Therefore,
correct assessment of achievements and working results is one of the strong motivation
factors for the CPSs in their execution of assignments. The CPSs will have an engrossed
spirit in working when they feel that their achievements and working results are properly
assessed and acknowledged by their leaders and other colleagues. The CPS assessment
policy is an overall combination of points of view, objectives and solutions to
determination of achievements and working results, level of assignment fulfillment of the
CPSs in their execution of assignments, and at the same time clarification of professional
capacities, moral quality and responsibilities of the CPSs.
* Training and Development Policy: Training and development is one of the
high-grade needs of the CPSs. When the CPSs feel that they have capabilities and
opportunities in training and development for further improvement of knowledge,
professional qualifications and self-completion, they will have motives in activeness,
engrossment and efforts in working.
The training and development policy is an overall combination of points of view,
objectives and solutions to improvement of all-sided knowledge, qualifications and
capabilities for the CPSs to meet the daily demanding tasks, and at the same time help
the CPSs complete themselves. If the training and development policy is properly
designed, it will create active motives for the CPSs as a matter of course.
* Reward and Discipline Policy: Commendation and reward is usage of physical
or spiritual rewards to recompense the outstanding persons with excellent

maintenance factors such as policies on improvement of working conditions
(modernization of office buildings, furniture, working means ), creation of good
atmosphere and relationships among the individuals (establishment of office culture
and renewing the leadership style), completion of internal policy and regulation
systems
To properly ensure the maintenance factors, the administrators shall regularly pay
attentions and give out suitable policies, which positively impact these factors and
ceaselessly improve the working conditions and environment for the CPSs.
The two catagories of impulsion policies and maintenance policies mentioned
above have diffent roles and impacts towards the CPS's motives. The maintenance
policies are normally related to the working conditions and environment. The CPS's
will be dissatisfied with, tired of and delayed in working unless such policies are
properly designed and undertaken, however, in case they are properly ensured, the
CPS's motives and satisfactoriness are not created. In contrary, normally the impulsion
policies strongly impact the human sensation and feelings about their assignments. If
these policies are properly designed and undertaken, they will be useful in fostering,
encouraging and strongly motivating the CPSs as well as creating higher
satisfactoriness and efforts of the CPSs in their execution of assignments. In the
manager's role, firstly the maintenance policies shall be regularly concerned in order to
meet the basic needs of the CPSs. But it would be insufficient if we wish the CPSs to
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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work actively. In compensation, the CPSs shall be duly cared and properly ensured
with the impulsion factors by meeting their high-grade needs, which will take them to
the success and higher satisfactoriness. When the CPSs do not work actively, the
impulsion policies need being reconsidered in order to suitably adjust and admend.
1.3. Some International Experiences in Motivation of CPSs
Through the study of personnel policies in Japan, USA and China, the author

commendation and rewarding, it is necessary to harmoniously combine the
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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glorification method and physical and cash rewarding method. Levels of
commendation and rewards shall correspondent to merits and results achieved by the
CPSs. Periodical commendation shall be in coordination with the unscheduled
commendation on a basis of specific assessment results.
1.3.5. Salary Policy:
Salary policy for the CPSs have been specially concerned by the studied nations.
Almost of developed nations have paid salaries on the market-based levels, ensuring
that the CPSs in governmental agencies have a level of salary that is equal to or higher
than that in the business and service sectors. In these nations, the CPS's salaries are
paid on a basis of merit mechanism, and the CPS's salaries are divided into two parts
including basic salary (hard part) and encouragement salary (soft part). This part of
encouragement salary is mainly based on the CPS's working achievements for making
decision.
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CHAPTER 2
CURRENT STATUS OF MOTIVES AND POLICIES ON MOTIVATION
OF THE CPS (RESEARCHED IN NGHE AN PROVINCE)

To research and assess the status of motives and policies on motivation of CPSs,
the author has designed questionnaires for collection of necessary information. Basing
on the overall scope, variances and standard declinations of previous researches and
experts' experiences, the author has determined a pilot scope of 500 questionnaires. The

Author: Le Dinh Ly
16 2.1.4. CPS's Level of Mind Rest in Working
The results of analysis have shown that almost of CPSs have not yet set their
minds at rest with the present jobs. Within the quantity of interviewed persons, only
7.4% said that they felt very secure about their work, 15.9% said that they felt secure
about their work, 45.6% said that they had a medium level of feeling secure about their
work, 18.7% said they did not feel secure and 12.5 said that they did not feel secure at
all. It is especially noted that within the quantity of CPSs interviewed, 30.6% clearly
expressed their intentions to quit their present positions, and at the same time 25.7%
still hesitated to clearly express their intentions.
2.2. Current Status of Policies on Motivation of the CPSs
As previously mentioned in the Chapter 1, the CPS's motives are impacted by the
two major categories of factors, which are impulsion factors and maintenance factors.
For clarifaction of reasons why the CPSs are now lacking motives in working, the
author has investigated and assessed the current status of impulsion policies (which
impact the impulsion factors) and maintenance policies (which impact the impulsion
factors) towards the CPSs in Nghe An province.
2.2.1. Current Status of Impulsion Policies
The Dissertation has focussed on research and assessment of some key policies
such as personnel arrangement policy, assessment policy, training and development
policy and commendation and reward policy towards the CPSs
2.2.1.1. Personnel Arrangement Policy:
In order to assess the status of Personnel arrangement policy, the Dissertation has
analyzed and assessed some aspects in the personnel arrangement policy such as the
assignment suitability with the CPS's capacities and strong points, challenges in
assignments and promotion opportunities for the CPSs.
 Assignment Suitability with the CPS's Capabilities and Strong Points

However, the investigation results have shown that almost of CPSs have not been
satisfied with the present assessment policy yet. Within the quantity of CPSs
interviewed about their satisfactoriness with the present assessment, only 10.0% said
that they were very satisfied, 22.5% said that they were satisfied, 32.3% said that they
were moderately satisfied, while 26.5% said that or not satisfied and 8.7% said that
they were not satisfied at all.
2.2.1.3. Training and Development Policy
The research results have shown that training and development opportunity is one
of the important factors which have many impacts on the CPS's motives. However, the
present CPS policies have not yet created so many opportunities of training and
development for the CPSs. Within the quantity of CPSs interviewed about present
training and development opportunities, only 11.0% said that they had many
opportunities, 25.1% said that they had many opportunities, 32.5% said that they had a
moderate level of opportunities, 21.9% said that they had few opportunities and 9.3%
said that they had very few opportunities.
2.2.1.4. Reward and Discipline Policy
The research results have shown that being timely commended and encouraged is
one of the important factors which have many impacts on the CPS's motives. However,
the practical commendation and rewarding policy for the CPSs still have many
shortcomings. Within the quantity of CPSs interviewed about satisfactoriness with the
present commendation and rewarding policy, only 6.8% said that they were very
Doctoral Dissertation on Economics Policies on Motivation of CPSs
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satisfied, 18.0% said that they were satisfied, 38.4% said that they were moderately
satisfied, while 26.1% said that they were not satisfied and 10.6% said that they were
not satisfied at all.
2.2.2. Current Status of Maintenance Policies
The Dissertation has focused on research of policies which impact the main

2.3. Initial Remarks and Assessments of Current Status of Motives and
Policies on Motivation of CPSs
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2.3.1. CPS's Working Motives
The results of research on current status of CPS's working motives (as mentioned
at the item 2.1 above), initial remarks and assessments can be drawn, that is the CPS's
working motives are not so high. Almost of CPSs have not properly used their working
time as stipulated, been short of efforts in execution of assignments and their level of
assignment fulfillment has been still low, without feeling secure about the positions and
assignments. It is noteworthy that some CPSs really want to quit their present positions.
The real situation of CPS's shortage of working motives has been still a topical
question, which shall be concerned by not only the relevant authorities and sectors but
also the entire society.
2.3.2. Policies on Motivation of CPSs
Via the research results, it is found that the current CPS policies have not yet
really encouraged, fostered and motivated the CPSs to actively and engrossedly work
and fulfill their assignments. The results of research have also shown shortcomings,
limits towards some major policies as follows:
2.3.2.1. Impulsion Policies
The results of research have shown that besides the positive aspects the Impulsion
policies still have many shortcomings.
* Personnel Arrangement Policies: The present personnel arrangement policies
have not yet really motivated and encouraged the CPSs to devote and well bring into
play their professionally trained qualifications as well as their strong points during their
performance and execution of assignments. This is presented in the following aspects:
Firstly, the employment, introduction and election of CPSs into the positions
within the communal authorities has not yet really based on the professionally trained

The commendation and reward policy for the CPSs still have some shortcomings
and limits: (i) commendation and reward has not yet been timely done; (ii)
consideration of commendation and reward has not yet based mostly on the CPS's
achievements and efficiency; (iii) values of rewards have not yet been corresponding to
the CPS's achievements and working results. Accordingly, the CPSs are not motivated
and encouraged to actively work and devote.
2.3.2.1. Maintenance Policies
Maintenance policies have not yet created convenient working conditions and
environment for the CPSs.
* Salary Policy
The results of research have shown some shortcomings and limits of the present
salary policy for CPSs including: (i) salaries paid to the CPSs have not yet based on the
quantity and quality of assignments fulfilled by the CPSs; (ii) systems of salary-framed
sheets among the internal CPSs have been still unreasonable; (iii) levels of salary
currently paid to the CPSs have been lower than those in the other relevant sectors; (iv)
salary incomes have not yet been able to meet the essential needs of the CPSs.
* Policies on Creation of Working Conditions and Environment
According to the research results, the Policies on creation of working Conditions
and environment for the CPSs still have some shortcomings and limits:
Firstly, head offices, working facilities and furniture, working environment for
the CPSs still have many difficulties and shortage, which do not meet the requirements
of tasks.
Secondly, the environmental conditions and working locations of the CPSs,
especially the rural and mountainous areas, are still difficult and complicated with
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weak traffic conditions and difficult conditions of culture, education and health care.
Thirdly, the system of internal policies and regulations stipulating the
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CHAPTER 3
POINTS OF VIEW AND SOLUTIONS TO FULFILLMENT OF POLICIES
ON MOTIVATION OF CPS

The results of research have shown that the motives have had many impacts on
working results and achievements of the CPSs. However, the real status of shortage of
working motives in the CPSs have now been a problem, which is specially concerned
by the social opinion as well as leaders of various authorities and sectors. Reasons for
this problem is due to the fact that the present policies have not yet motivated,
encouraged and fostered the CPSs to devote themselves and effort in exection of their
functions and assignments.
In order to motivate the CPSs in the near future, the author of this Dissertation
would like to propose some points of view and solutions with the aims at renewal and
completion of policies on motivation of CPSs.
3.1. Some Points of View in Renewal and Completion of Policies on
Motivation of CPSs in the future
From the real status of present motives and policies on motivation of CPSs, the
author hereby propses some points of view in renewal and completion of policies on
motivation of CPSs as follows:
3.1.1. Renewal and completion of policies on motivation of CPSs shall be based
on clear determination of positions and roles of the CPSs, who shall be considered a

so that the any person with sufficient standard qualifications, capabilities and necesary
moral quality will be all considered for the planned positions.
3.2.2. Category of Solutions to Completion of Policies on CPS Assessment
3.2.2.1. To establish and complete the assessment system of assignment execution
for the CPS's positions.
3.2.2.2. To establish and well implement all assessment programs applied for the
CPSs.
3.2.2.3. To establish suitble regimes and policies so that the people may check,
supevise and assess the execution of functions and tasks of the CPSs; to apply
assessment results in timely and effective management and usage of CPSs.
3.2.3. Category of Solutions to Completion of Traing and Development Policies
3.2.3.1. To renew and complete the preparation of annual and 5 year plans of
training and development for each CPS's position; to ensure that every CPSs with equal
conditions and criteria will have equal opportunities in training and development.
3.2.3.2. To renew programs, contents and models of training, to improve the
CPS's knowledge, well combine the school theoretical traing of and practical onsite
training.
3.2.4. Category of Solutions to Completion of Commendation and Reward Policies
In the coming time, the commendation and reward policies shall be adjusted towards
the following directions:
Firstly, the consideration of rewarding the CPSs shall be periodically undertaken on
time in a monthly, quarterly and year-end basis or after completion of an important
assignment or task basing on the assessment results of assignments executed by the CPSs
according to each corresponding period.
Secondly, rewarding works shall be in association with the assessment of assignments
executed by the CPSs. Achievements, results and efficiencies of fulfilled assignments shall
be the most important criteria for consideration of reward and commendation.
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applied towards the CPSs, who works in difficulty and complicated locations in order
to maintain and improve their working motives, meeting the requirements of socio-
economic development in each locality as well as throughout the country in each
development stage.
3.3.2. Needed High Concerns by the Government as well as Relevant
Authorities and Sectors in Preventing and Fighting Bureaucracy and Corruption.
For the above mentioned soulutions, especially the Solutions to Completion of
Salary Policies, to be effectively developed, the Government as well as relevant
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authorities and sectors shall have a very big determination in preventing and fighting
the daily increasing evils of bureaucracy and corruption.
The research results have revealed that the level of salaries and subsidies
(official incomes) of the CPSs has, at present, been lower than the common average
level in the other sectors. Almost CPSs have not yet been satisfied with the present
subsidy and salary policies. However, thanks to the positions, some CPSs assigned
with certain power and rights have used such power and rights to interest
themselves and ilegally enrich themselves. Even in many cases that the unofficial
income sources are much more the official ones, which results in a fac that the
incomes from salaries and subsidies are not concerned by the CPSs any longer.
Therefore, even though the CPSs might be dissatified with the salaries and
subsidies, they are very satisfied with the unofficial incomes they earn. Unless the
evils of bureaucracy and corruption are properly prevented and controlled, the solutions
to increasing salaries and subsidies and other encouragement rewards will be useless.
Because, despite of the fact that the salaries (and other subsidies) are much increased,
such salaries and subsidies cannot be, in the current status of national budget capability,
compared with the unofficial incomes originated from bureaucracy and corruption.
Then, the working motives of CPSs are now unofficial incomes, not any other