I.

INTRODUCTION:
As a Graduate Trainee Store Manager, I have a role in developing the Circle K store
staff to ensure customer service and relationships between members of the store. The
training process will have 3 Master Classes, including:
Personality and Perceptions
Motivation
Reflection
Each Master Class has specific theories and examples to clarify knowledge for
employees. Finally, recommendations are also given to emphasize the role of
employee motivation activities and many other essential factors.
II. PERSONALITY AND PERCEPTIONS :
1. Theoretical background
1.1 Personality:
According to Alidemi and Fejza (2021), personality can be defined as a person's
distinctive style of thinking, behavior, and emotional response to circumstances
and surroundings. Personality is used to explain why people have different ways
of dealing with the same situation and the consistency of an individual in reacting
to situations.
Alidemi, D.T. and Fejza, F. (2021) "International Journal of Progressive Sciences
and Technologies (IJPSAT) ," Theories Of Personality: A Literature Review, 25
(2), pp. 194–200.
In addition, Kinicki (2008) also makes the following statement: Personality
strongly influences each person's attitude and emotional characteristics towards
each specific situation, thereby directly affecting our behavior towards this
situation.
Kinicki, (2008).Organizational Behavior: Core Concepts, New York, McGraw-
Hill Irwin.
Colquitt, 2019 also gave his opinion to expand on the concept of personality:
Personality is the structure and characteristics within a person that explain their
feelings and behavior. Personality traits tend to be repetitive. Thus, personality
represents a process of change related to an individual's psychological
development (Colquitt, 2009). Personality is essential in organizations, in life, and
society because the individual with an inappropriate personality will be a
hindrance and cause unwanted stress and anxiety in that organization.
Colquitt, J, Le-Pine, J, & Wesson, M. (2009). Organizational Behavior;
improving performance and commitment in the workplace, New York, McGraw-
Hill, Irwin.

Finally, psychologists have in-depth studies to expand the concept of personality.

"Personality psychology" is considered a separate discipline within psychology.
Analysis of human personality, including behavior, and attitude, in order to serve
to study the root, which is the motive, the unconscious, the development and
maturity of each person.
 Hogan, R. (1998), What is Personality Psychology? Psychological Inquiry -
Commentaries. p1-5

https://www.researchgate.net/publication/
292464461_A_Literature_Review_on_Personality_Creativity_and_Innovative_B
ehavior
https://www.researchgate.net/publication/
327595114_Literature_review_on_relationship_between_Personality_traits_and_
Performance
https://ijpsat.org/index.php/ijpsat/article/view/2857

1.2 Factors influence personality:

Researchers have studied personality for many years by participating in
experiments, case studies, self-reported studies, and clinical studies. Over the
years, they put three main influences on personality development:
1. Heredity: The influences on a person's personality as soon as they are born.
These traits are in the genes, and there is almost no possibility of changing
them. These traits include people's temperament, which helps determine how
they react to situations and how easy they are.
- Hippocrates hypothesized that personality traits and human behavior are based on
four distinct temperaments:

https://pressbooks-dev.oer.hawaii.edu/psychology/wp-content/uploads/sites/
30/2017/09/CNX_Psych_11_01_FourTemper.jpg
- Moreover, appearance and physique are also indispensable factors of personality.
According to American psychologist, William Herbert Sheldon developed a
theory that links body types to human temperament types. After doing
biological research, three body types are shown to affect temperament:
 The ectomorph is characterized by a thin, wiry frame.
 The endomorph, heavy and rounded.
 The mesomorph, with a solid, muscular frame.
https://www.simplypsychology.org/sheldon-constitutional-theory-
somatotyping.html

https://3.bp.blogspot.com/-J8te8IaHaO0/WS1CXIC-LCI/AAAAAAAABNo/
qEF51FIajZUhB-9EzEHKrbseMoT77TqbACLcB/s640/Somatotype-three-
types-of-personality.png
2. Environment: This is an essential aspect because it nurtures and develops a
human personality. The environment will include family, school, society,
culture, etc. Everyone lives in an environment with distinctive cultures, ways
of thinking, goals, ideals, and value systems. Therefore, the environment will
regulate life and significantly affect the development of human personality at
every turn.
https://www.psychologydiscussion.net/personality-development-2/top-3-
factors-influencing-personality-development/1934
3. Situation: These are different experiences that each individual goes through.
This will leave a mark and background that helps develop their personality.
The situations people encounter at an early age significantly impact the initial
formation of personality (divorce, trauma, and even happy times). Each
person will have a different way of handling situations so the case may be
similar, but people have different character development.
 https://www.universalclass.com/articles/self-help/the-process-of-personality-
development.htm#:~:text=There%20are%20three%20main
%20influences,heredity%2C%20environment%2C%20and%20situation.
1.3 Perception:
According to Gibson, Ivancevich, and Donnely (2012), individuals explore their
environment with their five senses, then select and organize information that is
meaningful and relevant to their surroundings. Creating personal experiences is
called perception. People may have different perceptions based on their
judgments and experiences in feeling and seeing issues in their surroundings.
Gibson, J.L., Donnelly Jr., J.H., Ivancevich, J.M. and Konopaske, R. (2003)
Organizations: Behavior, Structure, and Processes. Irwin McGraw-Hill, New
York.
Meanwhile, Nuzilia (2016) stated that it is the process by which individuals
select, organize, and interpret to take appropriate and intelligent action for the
situation they receive. In support of this idea, Mulyana (2007) also states that
perception is an internal process allowing us to select, organize, and explain
those processes that can influence our manner.
DeFleur Model Source: Melvin DeFleur (Mulyana, 2007, p. 165)
Moreover, Slameto also commented on perception. He considers perception
one of the essential psychological aspects that help us perceive phenomena in
our environment. Perception is related to the particular nature of human
beings and their psychological features so that each person can have different
perceptions of an object, either positively or negatively.
Slameto. (2010). Belajar dan faktor-faktor yang mempengaruhi .
Jakarta:Rineke Cipta.
From the mentioned reviews, a perception is an individual act through
receiving and organizing information from the senses and understanding that
environment. From there, each person's experience is formed.
1.4 Factors influence perception:
Many factors influence human perception. Same thing and situation, but each
person's perception are different. Mainly three sets of factors derive
perception:
- Factors in the perceiver
- Factors in the target
- Factors in the situation
 https://www.wisdomjobs.com/tutorials/factors-that-influence-perception.jpg
- The factors in the perceiver that affect perception are:
o Attitude: Attitude affects what people notice, remember, and how they interpret
information. Different attitudes towards phenomena lead to different perceptions.
o Motivation: Motivation will stimulate the individual. Alternatively, motivation
will drive perception to implement the action to achieve a goal.
o Interests: Personal preferences are almost all different. Different interests affect
the focus of attention leading to a different perception.
o Experience: Past experiences strongly influence perception. People tend to
perceive objects or events similar to or related to past experiences.
o Expectations: People perceive what they expect to see
- The factors in the target that affect perception are:
o Novelty: Novelty goals are more likely to get noticed than goals that have been
set in the past
o Motion: Moving objects get more attention than stationary objects
o Sound, size: Objects and things that make loud sounds or have large shapes
always get attention more easily.
o Background: A target is not looked at in isolation. The relationship of the target to
its background influences perception.
o Proximity: Objects with closeness or similarity are often grouped, attracting
attention quickly.
- The factors in the situation that affect perception are:
o Time: The time that receives an object or event affects perception. Events that do
not happen on time are often overlooked.
o Work setting: The context of the changing working, studying, and living
environment affects people's perceptions positively or negatively.
o Social setting: Changing social context affects people's perception. The same
image, behavior, and action in different situations create different perceptions. For
instance, a male student wearing an earring, will not be noticed in the disco but
will be noticed in the classroom.
https://benchpartner.com/factors-influencing-perception-ob
1.5 Barriers to accurate perception:
The barrier to accurate perception is the mindset and tendency of the perceiver to
use shortcuts to judge others. This will create a wider gap between 'what things are
actually, and 'what you think the things are. Some barriers to correct perception are
given as follows:
o Self-serving bias:
This tendency is that individuals view their success as due to internal factors such
as ability or effort while blaming failure on external factors such as luck.
Alternatively, those who claim success is "our," but failure is "theirs."
https://www.ifioque.com/miscellaneous/barriers_to_accurate_perception
o Fundamental Attribute Error:
When making judgments about others, people tend to overestimate internal factors,
blame others and underestimate external factors, underestimating the situation.
o Selective Perception:
Individuals often choose relevant objects and judge others based on their attitudes,
preferences, and beliefs. This is a shortcut for judging others but distorts the truth
because they see only what they want to see and draw inaccurate conclusions from
a vague situation.
o Halo Effects:
When individuals form perceptions about others based on a single trait they
exhibit, that trait directly affects an individual's impression of the person without
first verifying them. It is a stereotype, so whether that trait is positive or negative, it
obscures perception and cannot make an accurate assessment.
https://www.yourarticlelibrary.com/organization/perception/major-barriers-to-
perceptual-accuracy-8-barriers/63798
o Contrast Effect:
This tendency can distort human perception. Instead of looking at many aspects,
they conclude by comparing an individual with other individuals.
https://effectiviology.com/contrast-effect/
o Profiling
Rate an individual based on the group they belong to. A group will have common
characteristics, but casting the entire trait on one individual will cause deviations.
This will cause the false development of the perception of an individual who is not
representative of who they are.
https://egyankosh.ac.in/bitstream/123456789/12209/1/Unit-6.pdf
1.6 Some type of tests:
Personality tests are often used to understand better people's personalities,
behaviors, and what motivates them. Personality tests are helpful in many areas,
such as work environment, psychological diagnosis, and personal development.
Many personality tests appear, but the following are the most popular today:
o Myers-Briggs Type Indicator (MBTI):
This test describes personality type based on four categories: introversion or
extraversion, sensing or intuition, thinking or feeling, and judging or perceiving.
There are 16 personality types formed from the above four criteria. According
to the MBTI Foundation, these are preferences of the four dichotomies:
 Favorite world: Focus on Extraversion (E) or Introversion (I).
 Information: Focus on basic information or interpret additional meaning
(Sensing (S) or Intuition (N).)
 Decision: Based on logic and consistency or considering people and
circumstances to make decisions (Thinking (T) or Feeling (F).)
 Structure: Facing the outside world, prone to Judging (J) or Perceiving
(P).
The MBTI Certification program or on the foundation’s website for a fee.
o 16 Personalities
Based on the Myers-Briggs framework, however, the 16 personality test is
free for everyone (no certification or consultation). This model goes one
step further than Myers-Briggs and divides into four groups as follows:
 The Analysts: the Architect (INTJ), the Logician (INTP), the
Commander (ENTJ), the Debater (ENTP)
 The Diplomats: the Advocate (INFJ), the Mediator (INFP), the
Protagonist (ENFJ), the Campaigner (ENFP)
 The Sentinels: the Logistician (ISTJ), the Defender (ISFJ), the
Executive (ESTJ), the Consul (ESFJ)
 The Explorers: The Virtuoso (ISTP), the Adventurer (ISFP), the
Entrepreneur (ESTP), the Entertainer (ESFP)
o The Big Five Model:
The Big Five model of personality states that five essential qualities
underpin all others and comprise the most significant variations in human
characters.
 Conscientiousness (efficient/organized vs. extravagant/careless)
  Agreeableness (friendly/compassionate vs. critical/rational)
 Neuroticism (sensitive/nervous vs. resilient/confident)
 Openness to experience (inventive/curious vs. consistent/cautious)
 Extraversion (outgoing/energetic vs. solitary/reserved)
https://www.purewow.com/wellness/types-of-personalities
https://www.verywellmind.com/thmb/ydT7-MqpbbnGEOTjfAsUmJawJD4=/750x0/
filters:no_upscale():max_bytes(150000):strip_icc():format(webp)/2795422-article-the-big-five-
personality-dimensions-5a9083fb6edd650036603137.png
2. Reflecting on own personality and perceptions
2.1 Explain your personality:
To better understand my personality, as well as my strengths and weaknesses in life and
work. I took the "16 personalities" test (https://bestpersonalitytests.com/16-personality-types/
) , and I know the INFP personality attribute myself.
This type of personality makes up 4% of the world's population, which is quite rare. INFPs
are often referred to as Mediators or Healers.
The four letters representing the INFP personality group mean:
Introverted: Introversion (the primary source of energy)
Intuition: Intuition (how you perceive and evaluate information)
Feeling: Emotions (how you make decisions)
Perceiving: Openness (how you deal with the outside world)
INFPs are often referred to as healers because they are sensitive, caring, and compassionate
—people with this personality type like to be original and creative and prefer flexible
deadlines. INFPs often recharge themselves alone, immersed in their thoughts and
imaginations. They can feel deeply about emotions. It is because of this sensitivity that they
understand the feelings of others. That can bring comfort to those who come in contact with
them. However, do not let that timidity and weakness fool you. The fire and passion of
INFPs are great, but they expect encouragement and praise to bolster their efforts. Because
these people often doubt themselves, they crave recognition and are extremely sensitive to
criticism.
After a series of studies and assessments of my personality, these assessments reflect more
than 80% of my personality. Since then, I have discovered and brought out strengths and
weaknesses in my work when I am an employee, a manager, and participating in group
activities.
2.2 Explain your perception, attitude (in terms of study, teamwork, or any aspects that can
help you discuss later)
- Perceptions in terms of study and teamwork:
 The importance of perception in the study is excellent. Most of my motivation comes
from self-awareness. I often make questions I ask and find answers when I want to
increase my perception: What factors affect me when I focus or stop focusing? How
 can I do better next time? Raising awareness in learning can be a huge motivator to
improve academic performance.
 I am an INFP, so I always create a comfortable and flexible working atmosphere in
the teamwork process. I appreciate each member's self-awareness and do not put too
much change on them. Instead of imposing everything on my own, I will listen and
accept the opinions of the members; the rest-work will belong to me. This brings
positive energy and comfort to members, so work efficiency is also higher. However,
my weakness is that I have difficulty criticizing and reminding my teammate's
mistakes. When my teammate makes a mistake, I have a problem giving feedback to
them, so I often have to correct all the errors alone. This will cause a loss of time and
fatigue me.
3. How does it affect your own performance? Describe and reflect the value and importance of
personality and perception for effective managerial relationships.
Sử dụng X & Y theory để nói về sự nhận thức của bản thân đối với việc management
Áp dụng thuyết Y và tính cách INFP chung. Đưa ra ví dụ về John Forbes Kerry là 1 nhà lãnh đạo
người hoa kỳ mang tính cách INFP và Google áp dụng lý thuyết Y cho doanh nghiệp của mình.
Điểm chung của 2 ví dụ này đều là mong muốn sự dân chủ, đều đề cao tiếng nói của mọi người.
Hai cái này sẽ có những ưu điểm gì trong mối quan hệ với mọi người
Nêu điểm mạnh và điểm yếu của INFP trong management ở khía cạnh nhân viên và quản lý.
Đưa ra Recommendation cho những điểm yếu đó
In the working environment:
Colleagues, teamwork
 Mediators value equality and try to act in ways that foster harmony and
cooperation, so Mediators are considered the glue that holds their work together.
Although they are not the most vocal, they are loved by their colleagues for their
insight and the positive energy that they spread.
 In the process of teamwork, Mediators are people who understand the ideals of
their teammates, thereby unifying the mission of the group. They can listen to
many opinions and combine relevant ideas to come up with the best solution. The
teamwork environment they strive to maintain will always be supportive of each
other. Mediators always try to avoid conflicts, negative thoughts, and criticism,
which can stifle their creative problem-solving talent.
Learder:
 As leaders, INFPs always try to motivate their employees through
encouragement and a positive outlook. They respect employees as full-
fledged human beings, not just as workers. They see potential in others
and are very good at inspiring subordinates. Instead of making all the
 decisions themselves, they often ask to hear the thoughts and opinions of
employees.
 Managers who apply Theory Y in management have an optimistic view of
employees and always encourage trust-based cooperative relationships
between managers and members. Theory Y organizations also regularly
create promotion opportunities for employees, encouraging them to
develop skills and suggest improvements to give their perspective. This
gives employees more meaning than money.
There are a few examples that highlight the effectiveness of INFPs using the theory Y:
Google has applied Theory Y to organizational management.
https://stephaniestolk.weebly.com/theory-y.html Google encourages employees to express
opinions and develop ideas as much as possible. Because Google is an innovative company,
employees' new ideas are constantly pushed to enhance. Employees who have well-improved
performance will be considered for promotion and rewarded.
John Forbes Kerry was a former US secretary of state and a Vietnam veteran. He is an INFP,
which is evident in his desire for peace in the world. He even threw his medals into the river to
strengthen his stance. He stated, "The USA should only go to war because we have to. Moreover,
if you live by that guidance, you'll never have veterans throwing away their medals or standing
up in protest." https://www.happierhuman.com/infp-famous-people/
 Both examples of personality and perception reflect the common denominator of
democracy and promote the voice of everyone. This is also my personality and
perception. I am an INFP and often apply Theory Y in my work and study processes. I
appreciate creativity and respect everyone's opinions. For the working process to go
smoothly, I will listen to the views of my teammates, arrange ideas and come up with the
best solution. This helps me avoid unnecessary conflicts and maintain a comfortable
working atmosphere.
However, INFPs and I also have weaknesses in life, at work as well as in relationships:
- In life and the relationship:
Hypersensitive: I use intuition and emotions for most situations in my life. This makes it
difficult for me to look at issues objectively. And sometimes misinterpretation or over-
dramatization of others' feelings or actions. This is one of the big problems in my
relationships.
Self-criticism: I appreciate everyone's worth, but sometimes I underestimate myself. I am
harsh, strict, and rigid myself. When I receive criticism, I often get stuck there for a long time
and find it challenging to continue my work. I doubted myself, and a lot of times, I thought I
was useless and frustrated with the efforts that I had tried.
Unfocused: I am imaginative and easily get caught up in different ideas and ideals. This
makes me not productive enough to focus and finish unfinished work. It's not that I can't
afford it. It's that I lack the focus to complete the incomplete work.
- In work:
Too selfless: This is my biggest weakness at work. I tend to ignore my needs and my voice to
please everyone. This maybe makes me feel uncomfortable. And when this goes on for too
long, I am really going to explode because what I've endured is just too much
Difficulty working with data: My strength is in capturing the emotions of others. So I have
difficulty analyzing and finding the data. It's dry and doesn't bring much inspiration to my
work
Difficult to accept criticism: Throughout my work, I always want to receive praise to
improve productivity. So criticism makes me lose energy at work and reduces productivity at
work
Example of myself:
I was the class president during high school. Then I joined the school's executive committee.
I am a person who can grasp emotions and build many good relationships with people around
me. I have the ability to convey information to people easily to understand, so my work is
also very convenient. I always want to maintain a comfortable working atmosphere, so it is
difficult for me to give criticism to others. However, this has caused me difficulties when
dividing tasks. One person on my team did not meet the requirements for the job I assigned.
But it is challenging to comment that the task is unsatisfactory and force the person to do it
again. I'm afraid those words might hurt them and not be respected. So I had to redo those
jobs all night to keep up with the work progress. Later on, I felt that it was not an effective
way of working in groups. I need to give a candid comment so that the person can learn from
it the next time. In addition, they can know their weaknesses and mistakes to make better
improvements. And more than that, I don't need to spend too much effort on things that are
not my responsibility
- Solutions that I can take to mitigate these weaknesses:
• Learn to respect the details:
A new idea is always great creativity and attracts greater focus, but any idea will not achieve
the desired results if the required logistical details are distracted. So INFPs may find this
aspect boring, but they also motivate themselves by seeing it as a challenge they must
overcome to get to the more exciting parts.
• Accept themselves as they are without apology:
INFPs often set their standards so high that they have difficulty meeting their expectations.
This causes them to become indecisive and fall into perfectionism to the point that they can
cut off the flow of creativity and make it difficult to achieve. So to ensure the mental health
 and well-being of INFPs, they must learn to stop comparing themselves to others and
prioritize their happiness.
https://www.truity.com/personality-type/INFP/strengths-weaknesses
III. MOTIVATION:
1. Organization Background
Circle K was founded in 1951 in the state of Texas, USA. Circle K has become one of the
world's largest and most prestigious convenience store brands. Circle K is known for its
quality products and customer service, with more than 16,000 stores worldwide.
The vision is to become the most popular convenience store chain in Vietnam.
The mission is to create an enjoyable, friendly, and reliable shopping space for customers
with a wide range of products and services.
https://www.circlek.com.vn/en/gioi-thieu/
HR at Circle K
In the framework of personnel training and development of Circle K Vietnam, the
Management Trainee program is developed to recruit and build outstanding fresh
graduates to become future leaders of Circle K Vietnam.
https://www.circlek.com.vn/en/careers/recruitment-program/mangement-trainee-
programs/
In addition, Circle also received many complaints about the store management having a
negative attitude, affecting the work morale and relationships of the employees. So, this
article will also give some recommendations to improve this.
2. Content theories and process theories
2.1 Motivation:
Motivation refers to why a person does something. It drives human thought and
action. Motivation is the process of initiating, persistent, and intense efforts to
achieve a stated goal
https://www.verywellmind.com/what-is-motivation-2795378
- The three key elements of motivation:
Motivation affects mentally, physically, emotionally, and psychologically to make the
people's act confident.
To better understand motivation, the three main factors of motivation are significant:
Direction: It is the most essential element of motivation because it will drive the other
two. This is the element that gives direction for inspiration and is the stage to set
goals based on the individual's internal and external factors, challenges, and beliefs.
Intensity is the amount of effort each person is willing to put in to achieve the goal set
during the orientation phase. The effort is based on many factors, including internal
and external. Internal factors are things that each person will feel and draw on to
motivate themselves. External factors are things that other people or factors from the
surrounding environment influence people. These all contribute to determining the
intensity person dedicated to the set goal.
 Persistence: Most people give up halfway before reaching their goal because they
lack the motivation to keep going. This is why persistence is one of the hardest to
pursue out of the three main factors of motivation. When they want to pursue their
dreams or achieve their goals, each person needs consistency and passion in their
process. Huge internal and external factors also influence this. If internal factors drive
the motivations, the tendency to persist will be longer. however, if motivation is
driven by external factors, rewards, or appreciation from others, then persistence may
not be as sustainable as internal factors.
Motivation Theories include two main contents:
Content Theories
Process Theory
Content Theories include the following:
Maslow's Need Hierarchy
Alderfer's ERG
Herzberg's two-factor model
McClelland's needMcgregor's theory X and theory Y
These are the theories applied in the organization to boost employee motivation by
rewarding. Maslow's Need Hierarchy is a widespread and widely applied theory
today.
Process theories are theories of processes that identify the factors that drive
interacting behaviors among individuals. There are four main types of process
theories:
Goal – setting theory
Reinforcement Theory
Equity Theory
Expectancy theory
The theory of Goal - Setting will be analyzed carefully because this is a commonly
applied process in organizations. Also, there are links between Maslow's Need
Hierarchy and Goal Setting.
https://wolfionaire.com/3-key-elements-of-motivation/
2.2 Content theories (you can introduce many, but should focus on one theory to explain in
details)
https://www.slideshare.net/DebasishBatabyal/content-theories-of-motivation
- Maslow

Abraham Maslow is the psychologist best known for his hierarchy of needs theory. The
theory arranges five levels of human psychological and physical needs in order of
importance. These needs include physiological needs (food and clothing), safety needs
(job security), social needs (friendship), self-esteem, and self-actualization. This
hierarchy can be used in management when managers want to understand better the
motivation to motivate employees, leading to high efficiency and high productivity.
( Courses.lumenlearning.com. 2022. )
2.3 Process theories (you can introduce many, but should focus on one theory to explain in
details)

https://cf.ppt-online.org/files1/slide/j/
Jj9TLS7psoOvZWzbHa8xyh20IEQg4FfPl3K6BDUGk/slide-9.jpg
- Goal Setting
Goals - Setting Theory is based on the idea that precise and detailed set goals always
lead to a more productive, efficient work process and a successful outcome than
superficially and unclearly. Feedback during work contributes and builds to achieve
goals and also motivates employees to achieve more goals.
Edwin Locke's goal-setting Theory emphasizes that in order for goals to be set
successfully and to produce the desired results, the following elements are required:
Set specific goals
Set challenging goals
Build goal acceptance and commitment
Clarify goal priorities
Provide feedback on goal accomplishment
Review Task Complexity
Reward goal achievement
(Indeed Career Guide. 2021.)

Mindtools.com. 2022. Locke's Goal-Setting Theory: Understanding SMART

(Indeed Career Guide. 2021.)
 - Set specific goals: Goals must be set clearly and precisely and be measurable.
People easily grasp the most necessary information to complete the goal, arrange a
reasonable time and have a suitable path.
- Set challenging goals: The goals should not be too easy; new challenges are needed
to arouse people's interest. New challenges are also an essential factor in helping
employees focus and exploit themselves
- Build goal acceptance and commitment: All employees must agree and commit to
assigned tasks. Any employee has a problem that needs to be answered and supported
on the task, which must be handled immediately not to affect work performance.
(Mindtools.com. 2022. Locke's Goal-Setting Theory: Understanding SMART Goal
Setting)

Mindtools.com. 2022. McClelland's Human Motivation Theory: Discovering What

Drives Your Team. [online] Available at:
<https://www.mindtools.com/pages/article/human-motivation-
theory.htm#:~:text=McClelland's%20Human%20Motivation%20Theory
%20states,solve%20problems%20and%20achieve%20goals.> [Accessed 27 May
2022].
- Clarify goal priorities: Identify priority activities that should be done first to avoid
situations where employees are confused when many tasks need to be done.
- Provide feedback on goal accomplishment: Feedback is an integral part of goal-
setting Theory. Feedback must be provided throughout the task execution. This
ensures employees are always on the right track and promptly correct mistakes if any
- Consider Task Complexity: Managers must always watch employees as they
perform complex tasks and stages. Implementing each small goal to complete an
important goal will avoid employees being overwhelmed and ensure work
effectiveness.
- Reward goal accomplishment: When the task is completed well, on time, and
ensuring everyone's work productivity. This is a reward for employees as it
recognizes their efforts and efforts to accomplish their common goals. This helps
employees be satisfied with their efforts and try harder to accomplish better future
goals.
3. Recommendation:
- Motivation activities mình đặt ra sẽ là gì – vì sao mình dùng những hoạt động như
vậy
- Để củng cố những avtivities mình đưa ra là dựa trên thực tế bằng cách cung cấp
những ví dụ về motivation activties của các công ty và tổ chức khác
- Đưa ra kỳ vọng của mình sau khi thực hiện những activities này, sau khi thực hiện
hiệu quả mang lại sẽ là gì
( Để được M thì phải phân tích kỹ những activities đã đưa ra, và cung cấp ví dụ)
(Để được D thì kết hợp cả phần 2 và phần 3, kết hợp tính cách và quan điểm,
perceptions của mình, là 1 người mang tính cách INFP thì đâu là những
motivation activities phù hợp để phát triển 1 môi trường hiệu quả cho employees )
From the theories of Content Motivation and Process Motivation, many
recommendations to improve the quality of the working environment for Circle K
have been given.
Maslow's Hierarchy of Needs:
Physiological Needs:
- The employees were surveyed through a questionnaire on improving skills and
professional knowledge. The Board of Directors agrees and implements training
programs following the requirements of employees and organizations.
- For employees who work many shifts a day, snacks between breaks will help
employees feel the leader's care.
- Always ensure employees' wages and labor insurance are paid on time, creating
subconscious safety for employees. Gift-giving programs on special occasions
such as birthdays and Tet Holidays will bring a warm feeling to employees. Help
employees get closer to work and the company
- Policies to increase salary and bonus periodically based on evaluation factors
such as KPI, working attitude, and contributing ideas to company activities to
stimulate employees' efforts and competition
- Safety needs:
For employees to safely contribute to the organization, the working environment
must be safe and bring a sense of comfort. This will include factors such as
occupational safety policy, fair treatment, and provision of the correct insurance
coverage as required by law.
- Social
In addition, when the management receives complaints about bad managers, it
causes adverse effects on the relationship between members and the development
motivation of employees and the organization. Circle K should also adopt a
continuous performance management (CPM) approach to monitor remote
managers and assess inappropriate behavior. The requirements for evaluating a
suitable manager are as follows:
- No discrimination or favoritism against any employee
- Building a healthy work culture and mutual respect
· Preventing tipping/blaming behaviors
- Esteem
Circle K should conduct employee personality tests to find out what motivational
activities are suitable for each personality group (16 personalities):
People of the ENFP, INTP, INFJ, and INFP personality groups will appreciate the
value of each member, promote harmony, and expect to receive praise to improve
 work performance. So here are the activities that can apply to this personality
type:
- Regularly recognize employees' achievements and efforts in front of everyone.
Not only does it help them become more confident, but it also sets an example for
other employees to try
- Improve a healthy working environment.
- There are face-to-face discussions with employees so that each person can
express his or her point of view.
People of the INTJ, INTP, ENTJ, and ENTP personality types are very confident
in themselves, are very good at charting the strategic direction, and have the
qualities of leaders. So the activities that can create motivations for them are:
Provide opportunities for employees to participate in decision-making in
managing store operations. What are the possible marketing strategies, and what
are the products that can boost the number of sales on specific occasions? This
helps them develop excellent strategic thinking and accumulate more experience
Award the titles of civil servants and authorize them to be the face of the store.
Provide opportunities for them to develop their leadership abilities.
People in the ISTP, ISFP, ESTP and ESFP groups are willing to face conflict and
criticism. They have a passion for problem-solving and a desire for optimal
technical solutions. Motivation activities that Circle K can apply:
Management must provide timely feedback so managers and employees can best
prepare and change. People of the above personality group emphasize applying
technology to management activities. Therefore, management should provide
feedback through the "360 Feedback" app. This is a platform to help connect
employees, managers, and leaders. This gives them immediate feedback and can
be communicated directly to the manager. This helps them improve their
productivity-boosting productivity, creating a positive company culture, and
efficiently achieving their goals and rewards
- Goal – Setting:
People of the ISTJ, ISFJ, ESTJ, and ESFJ personality types are interested in order
and structure. They like clear rules and guidelines at work. So Goal - Setting will
be their motivational platform. Based on the complaints the staff made in the
background. Circle K can apply Goal Setting to improve the current situation and
create activities to motivate employees. Three steps need to be taken to apply this
model, including goal definition, implementation, and evaluation:
- Defining the goal: The manager is an essential factor in ensuring the effective
operation of the Circle K store. However, management received employee
feedback about the store manager's hostile attitude and management practices.
Therefore, the goal is defined as a training course that includes content and
practical examples of leadership methods and how to handle situations that often
occur at Circle K. This training course is provided by human resource managers.
Training for all store managers, old or new
 - Implementation: The HR manager will create meetings with these store managers
to review setting clear goals for the training sessions.
Whether the mistakes that managers make are due to a lack of management
knowledge and experience or intentionally creating negative impacts on
employees.
After determining, HR managers will give training sessions with specific goals
and times. At the same time, managers must commit to taking responsibility for
achieving goals.
Training sessions will include content from theory to practical situations, and
examples managers can encounter in Circle K management.
- Evaluate :
HR Managers will evaluate their progress based on attendance, how much
percentage they achieve their goals, and how they collaborate to improve their
management skills. At the same time, HR Managers will continue to observe and
evaluate from afar to see if managers really apply the learned knowledge to the
management process. From there, a decision will be made about which
responsible managers to continue working with and which to fire.
- Motivational activities:
Instead of Circle K simply encouraging employees to "Do your best to promote
product volumes", give them a specific task like "The goal is to sell 1000 products
in a week". Accompanied by rewards for employees' achievements
Goals that are set according to SMART principles and have deadlines not only
improve employees' sense of responsibility but also help managers control
implementation progress and anticipate risky situations.

 Introducing employee motivation activities based on the personality group and applying
motivational theories to the management cycle is expected to help Circle K develop
better. I want to reduce the number of employees complaining about the management,
improve the working environment and culture, ensure the needs of the employees are
partially met, and help them to develop their maximum potential own strengths, gain
more knowledge and new skills to launch strategies for Circle K. These motivational
activities not only improve the productivity of the entire Circle K but also helps to create
a healthier work culture, creating the best experience for employees and customers

What motivational activities does an INFP leader create for employees?

Can the INFPs and I be good leaders as an introvert?
Of course, yes, we have the style that today's society needs - empathy and compassion.
As a leader, I am not after money or fame. I appreciate how people put in the effort and
overcome those challenges. Therefore, the motivational activities I create for employees
will also focus on their inner feelings instead of factors affecting their outside.
1. Listen to each member:
After a project, a quarter, or a year, I will have face-to-face meetings with my employees.
I spend time with each of my subordinates and listen to them about: what they have been
 through and are going through and look forward to experiencing in the future. My
subordinates will do the same to their subordinates. This not only helps to increase the
connection between employees but also helps them say things that they cannot say or
face. After those talks, each employee has become much more confident and productive.
2. Provide reasonable rest time
A person who understands the psychology and emotions of others. As a leader, I can spot
when my employees become stressed and unable to be productive. I will give them a
break or organize a two-day night picnic for them. Taking a break at the right time is
much more important than taking a long, aimless break.
4. Teamwork Reflection
1. Theoretical background
Tuckman's model refers to the stages of the formation and development of a group. These
phases are supposed to begin when the team is formed and last until the project is
finished. Teams will go through stages of development as follows:
Forming
Initially, when a new group is formed, individuals will not be sure of the group's purpose,
so there will be less agreement and communication and more dependent on guidance and
assignment from the leader. This will prevent members from understanding their roles
and responsibilities.
Storming
At this stage, people will gradually resist the established boundaries. Members may have
conflicts because of their personalities and ways of doing things. This can lead to power
struggles and faction formation. In addition, if roles and responsibilities are unclear,
individuals may feel overwhelmed by their workload.
Norming
Gradually, the team will move into the norming phase. People gradually resolve their
differences, respecting each other's strengths. The process of discussing and dividing
roles and responsibilities takes place more smoothly. Team members will feel more
comfortable asking for help and giving constructive feedback.
Performing:
This stage is the result of the above three stages' success. Group activities run smoothly
and efficiently, taking advantage of everyone's strengths. Although disagreements may
arise, the resolution has become positive and is more in line with the leadership and
working style of the team.
https://www.mindtools.com/abyj5fi/forming-storming-norming-and-performing
2. Explore the creation and management of effective teamworking
- Forming:
All the members know each other from before and share the same interests. It is easy
to form groups and have a common voice in dividing tasks:
 Members: Responsibilitives:
Nguyễn Đình Phương Trinh ( Tricie) Team leader, comment and add ideas for
all sections
Ngô Hồng Anh Tú ( Tracy) Physical Needs
Phan Nguyễn Hoài Ngọc (Gemma) Safety Needs
Lưu Khánh Duyên (Goom) Society Needs
Nguyễn Thụy Minh Khuê (Celine) Self – Esteem
Trần Gia Hân (Quin) Self – Actulization
Nguyễn Nhật My (My) Goal – Setting
- Storming:
Although the division of work went smoothly, the group had disagreements in
choosing a company. Initially, all agreed to choose the Go! Company for the
Assignment. However, during the implementation process, some members had
difficulty finding data, so they wanted to change to Circle K. But this affected the
work progress of other members. Forcing members who have searched for
information about Go! to do the work from scratch. So there were controversies
and disagreements occurred
- Norming:
Face-to-face and online meetings are held regularly to agree on shared ideas.
Members support each other in finding information to keep up with the schedule.
Thanks to that, the deadline for each job is completed on time.
- Performing:
All members contribute and build common opinions through Google Docs. This
will help all members easily follow the work progress, grasp the common ideas,
and help the leader implement the subsequent work better.
- Recommendation:
In the teamwork process, I often mention the division of tasks with the team
leader to promote work progress. I am always the first commenter to remind
everyone to finish the job on time. At the same time, as an INFP person, I always
want a comfortable working atmosphere, so I always listen to the opinions of all
members. However, this also creates obstacles for me as I cannot make my
decision. I worry that my decision will affect the feelings and decisions of the
other members. In addition, my decisions may be affected by receiving too much
information from other members. So, through teamwork, I also give myself and
leaders like me some recommendations:
Jeff Bezos is a transformational leader who motivates and inspires team members
to achieve more than they thought they could. He must have leadership principles
to lead a big business like Amazon. First, he accepted defeat. Let us normalize
accepting failures, he says. We are all entitled to our ideas and opinions, and be
prepared to accept mixed opinions and even failure of that idea. Feelings of
disappointment only appear at the beginning, but what we get in return is a
valuable experience.
 Steve Jobs, a talented leader of Apple, once said, "It does not make sense to hire
smart people and tell them what to do; we hire smart people so they can tell us
what to do." He knows when it is time to delegate authority to employees, giving
them the power to decide their duties and positions. That he had in his life,
outside influences could hardly influence his decision.
From the two examples above, I draw the following recommendations:
We all have the right to voice our views and opinions. Moreover, everyone has
the right to be wrong, but it is crucial to determine who will recognize and
develop better, who will be depressed, and who will stop. Each person's opinion is
not wholly right and wrong, only appropriate or inappropriate. In a team, proper
adjustment is essential to maintain the relationship between leader and member
and member with a member.
Conclusion:
Circle K's employee training program offers motivational theories and motivational activities for
employees, along with specific examples. These activities are all carried out with the desire to
improve a healthy working environment positive and dynamic working culture. After being
trained through the training course, Circle K leaders and employees have a healthy relationship
and many benefits for Circle K.
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