Management Theories Application In Flc Company Analysis môn Principle of Management | Trường Đại học Quốc tế, Đại học Quốc gia Thành phố Hồ Chí Minh

In addition to financial problems, human resource management weekness is also the reson for problems of FLC
company. I will use two theory: The Two-Factor Theory and Expectancy Theory to explain this issues that
affect the operation and development of the company. 1 st, The Two-Factor Theory
According to theory, there are two sets of factors that influence employee satisfaction and motivation: hygiene
factors (such as working conditions, company policies, salary, job security) and motivators (such as recognition,
responsibility, growth opportunities)
2 nd Expectancy Theory: Suggests that motivation depends on two things— how much we want something
and how likely we think we are to get it
In Ineffective Personnel Management problem:  The absenc
e of a long-term personnel strategy belongs to the hygiene fac
tors of The Two-Factor Theory.
Uncertainty about job security, career advancement opportunities, and the overall direction of the company
Make employees feel the lack of clear processes for job growth and development. This can lead to
dissatisfaction among employees, because they find boring and unfulfilling work environment
The consequence of this can manifest in various ways, including lower productivity, higher turnover rates and
decreased overall performance and organizational.
Next, Issues of Corporate Culture and the Working Environment
Lack of Cohesion and Motivation :
In the case of FLC, the lack of cohesion and motivation suggests deficiencies in hygiene factors
(supervision, interpersonal relationships). Employees feel disconnected from the organization and their colleagues
Consequences: there are more likely to seek opportunities elsewhere and productivity and morale
may suffer, as employees are less engaged and committed to their work.  Unst able Work Environment:
Continuous management changes and restructuring lead to uncertainty and instability, causing stress
and discontent among employees.
Beside that, uncertainty about roles the company's future direction can harm morale and productivity of company.
As a result, lower productivity, and higher turnover rates because employees prioritize select more stable employment
Problems in Recruitment and Training use Expantancy theory to expalin
Poor employee quality in FLC company
when they see poor employee quality
+ they may question the attractiveness of the organization and whether their efforts are worth it
Employee doubt about their decision is right or wrong and don’t have motivation to work effectively Consequences:
+Hiring underqualified employees leads to decreased productivity, lower quality of work affecting the organization's success.
+Limited qualified candidates make it difficult for the organization to attract top talent workers.  Lack of T raining Programs:
Similarly, a lack of training programs can make employees question whether investing effort in learning
new skills will lead to improved performance and job advancement. Without clear benefits, employees
may feel stagnant, reducing their motivation and engagement. This skills gap of employees hinders
adaptability and competitiveness in a rapidly changing environment.