GROUP ASSIGNMENT COVER SHEET

STUDENT DETAILS

Student name: Cung Khanh Linh Student ID number: 21001290

Student name: Dang Hoang Phuc Student ID number: 21001166

Student name: Ha Xuan Hoang Student ID number: 22003144

UNIT AND TUTORIAL DETAILS

Unit name: Principples of Mangement - T123PWB-1 Unit number: PM-T123PWB-1

Tutorial/Lecture: Tutorial Class day and time: Thursday 8h30-10h30
Lecturer or Tutor name: Mien Le
ASSIGNMENT DETAILS

Title: REFLECTION REPORT 9 – TUTORIAL 10.2 – GROUP 4

Length: 1208 Due date: 01/04/2023 Date submitted: 01/04/2023

DECLARATION
Ö I hold a copy of this assignment if the original is lost or damaged.
Ö I hereby certify that no part of this assignment or product has been copied from any other student’s
work or from any other source except where due acknowledgement is made in the assignment.
Ö I hereby certify that no part of this assignment or product has been submitted by me in another
(previous or current) assessment, except where appropriately referenced, and with prior permission
from the Lecturer / Tutor / Unit Coordinator for this unit.
Ö No part of the assignment/product has been written/ produced for me by any other person except
where collaboration has been authorised by the Lecturer / Tutor /Unit Coordinator concerned.
Ö I am aware that this work may be reproduced and submitted to plagiarism detection software programs
for the purpose of detecting possible plagiarism (which may retain a copy on its database for future
plagiarism checking).

Student’s signature: Cung Khanh Linh

Student’s signature: Dang Hoang Phuc
Student’s signature: Ha Xuan Hoang
Note: An examiner or lecturer / tutor has the right to not mark this assignment if the above declaration has
not been signed.
 CASE 1 CHAPTER 17 – GROUP 5
A. For the presentation
Coming to this week, group 5 gave a presentation on the topic “HR Programs to Motivate

Employees” cùng với một số cuâ hỏi bao gồm như “17-13. What would it be like to work at Hong

Kong Disneyland (HKDL)?, 17-14. Using what you’ve learned from studying the various motivation

theories, what does HKDL’s situation tell you about employee motivation?, 17-15. What is HKDL’s

biggest challenge in keeping employees motivated?, 17-16. As a manager at HKDL, how would you

keep the theme-park employees motivated?”

Before entering the main answer, group 5 gave a brief introduction to Hong Kong Disneyland. And

coming to the first question, Hoang answered that working at Disneyland would be a unique and

ideal place with many interesting experiences for employees. Besides, Hoang also makes the adverse

argument that this job can affect physical health because of the long hours and sometimes even affect

the job maintenance and satisfaction of each employee. Moreover, he listed some of the challenges

faced by employees, such as "standing in the open all the time and having to repeat it every day,

"their company employs janitors to do heavy and sometimes difficult jobs, and lifting heavy objects.

Instead of being rested on holidays, employees are forced to work continuously for hours, including

weekends and holidays, because those are the days that are usually the most touristy. In the second

sentence, Hoang gives some applied theories to motivate employees of Disneyland, such as "theory

X and Y, "Herzberg’s two-factor theory, and Maslow’s theory". The head of HKDL admits that

employees have motivations for each other. Next is the second time they talk about the tourism

industry, realizing that job satisfaction and dissatisfaction are influenced by different factors. As a

results, HKDL realizes that the needs of employees are very different, and the company must find an

answer to be able to meet the wants of employees. Coming to the third sentence, Quan listed three

major challenges for employee motivation: "competition from other theme parks", "the need to

maintain a high level of excellent service while having to manage costs" and "employee rotation
issues". And in the last sentence, Minh also stated his opinion through Herzberg's two-factor theory,

which Hoang mentioned earlier is the synthesis of the common face of employees, and he also

explained why he did not choose the other theory, simply because "they only emphasize one-sided

situations without considering the general aspects. "Ask to understand the difference between the

theories and their implications for you. employee motivation and performance," and the final reason

they chose the other theory was because it was easier to capture employee understanding. And

finally, before closing, they also outline the internal and external motivations that influence

employees to help them maintain their jobs at Hong Kong Disneyland.

It can be noted that the group of five had a very thorough and extensive plan for their presentation,

from the sources of the problems and the justifications for them to the solutions provided in the

session on Thursday. Also, they constantly present in a straightforward manner, mixing up the colors

with tasteful graphics and typography. The slide is highly attractive and succinct, which makes it

easier for viewers and listeners to comprehend the lesson's material as well as the document's

questions.

B. For the debate

Groups 5 and 6 did not have much time to argue since groups 3 and 4 took up too much time with

their presentations and discussions. Group 1 was unable to present and engage in debate due to time

constraints, thus Ms. Mien only let groups 5 and 6 to speak. The question for groups 5 and 6 is "How

vital is hard work to motivation?" Group 6 was unable to respond to this question since it was too

tough; Ms. Mien provided the response instead. Team 5 posed this topic, but they were unable to

develop a strong defense or persuade her with it. Moreover, group 6 had little time to reflect and was

thus perplexed by the query that group 5 was unable to answer. In other words, groups 5 and 6 didn't

get a chance to demonstrate anything in that session since groups 3 and 4 took too long.
 C. What was learned?

17-13. What would it be like to work at Hong Kong Disneyland (HKDL)?

Our team determined from the presentation that working at Hong Kong Disneyland (HKDL) would

be a sensible choice if you are searching for a vibrant and fast-paced work environment. In addition,

by working at Hong Kong Disneyland, you will have the opportunity to hone your customer service,

hospitality, and entertainment abilities, as well as participate in continuous training and development

programs. Working at HKDL, on the other hand, can be physically taxing and require long hours,

which can have an influence on employee motivation and job satisfaction.

17-14. Using what you’ve learned from studying the various motivation theories,

what does HKDL’s situation tell you about employee motivation?

Personally, it is kind of hard to catch all the theory that Hong Kong Disneyland (HKDL) applies, but

we generally understand the meaning of this three theories (Theory X and Y, Herzberg’s two-factor

theory and Maslow’s Theory). While Theory X and Y recognize that employees have varied

motivational drives, the Herzberg's theory says that employees are driven by intrinsic variables such

as recognition, performance, or external reasons such as low pay, terrible working circumstances that

demotivate them. Furthermore, Maslow's hierarchy of requirements demonstrated that fundamental

physiological needs (such as food, water, and shelter) must be fulfilled before higher-level wants

such as safety, belonging, esteem, and self-actualization can be satisfied.

17-15. What is HKDL’s biggest challenge in keeping employees motivated?

It is understandable that there are 3 main challenges that HKDL are currently facing. The rivalry

from other theme parks, which may cause worries about job security and potential consumer losses,
is one of HKDL's major problems when it comes to keeping personnel engaged. The second glaring

problem is how the organization manages to maintain a high level of customer service quality while

controlling expenses. This might result in an increase in workload and possibly greater levels of

stress for employees, which can affect their motivation and job satisfaction. Last but not least, the

problem of employee turnover is also giving the business a lot of problems. Due to many employees

are under the age of 25, turnover rates can be substantial as staff members move on to new jobs or

pursue further education. As a result, the business may need to invest in continuous recruiting and

training initiatives, which might be expensive and time-consuming.

17-16. As a manager at HKDL, how would you keep the theme-park employees motivated?

In our understanding, we think that HKDL would be much more effective for the company to follow

Herzberg's two-factor theory as a way to keep their staff remain. The reason behind it is that this

theory are focused more on how employers should depend on the workplace and workforce

motivation to summarize the entire common ground of employees, and thus often set a realistic goal

to boost an passive employees to an active employees instead of only path as Theory X and Y, and

Maslow’s Theory. In conclusion, Herzberg's two-factor theory is likely much easier for the company

to use and maintain the quality and quantity of theme-park employees.