Professional Documents
Culture Documents
A Thesis
Presented to the Faculty of
College of Business Administration
Department of Management
Polytechnic University of the Philippines
By:
DE JESUS, GELLI I.
DE VERA, WILLIAMEE P.
GLODOVE, ARCILLE A.
BSBA-HRDM 3-6D
September 2016
POLYTECHNIC UNIVERSITY OF THE PHILIPPINES
CHAPTER 1
THE INTRODUCTION
One of the basic factors that affect the job performance of employees is
motivation. Motivation starts when a person perceives a need that must be satisfied.
This perception occurs when some form of stimulus attracts a persons attention to the
need. When the person perceives the need, he is motivated to work in order to satisfy it.
Motivation comes from the Latin word movere which means to move.
According to Nelson and Quick, motivation is the process of arousing and sustaining
goal-directed behavior. This requires understanding the individual, the job and the
work environment, and how each of these element interacts. Asking people to do what
they dont want to do is not motivation rather intimidation. People are human beings,
and as such, have feelings, beliefs and values. Motivating individuals may vary from
one person to another. No two people are alike, even the identical twins, they differ in
many ways. Managers have different ways of motivating their personnel to increase
production. *
**A person brings to his job certain psychological needs which in his
environment, are transplanted into wants. Management must therefore strive to provide
its workers with a working climate that would motivate its workers to serve both the
Incentives are external stimuli to persons. Incentives are things perceived in the
incentive, induces productivity in the workers desire for status and recognition.
It is the management task to identify and activate mans motives the positive
way to achieve better performance. Tensions are created by needs which are turned by
ones culture in wants. Wants should be properly responded to with incentives to bring
Needs may be classified as (1) basic psychological needs or primary needs and
(2) social and psychological needs. Psychological needs are those that are
indispensable for survival like food, water, sex, sleep and air to breath. They are by
and large universal among people but exist in varying intensity due to variance in
social practice. Eating and other physical habits are among them.
Secondary needs or the social and psychological needs differ among people
much more than the primary needs. Needs likewise change according to time and
of many types and incentives have their influence upon one another in the drive to
motives.
physical body affects the mind and the state of mind can likewise affect the body. This
body.
a key role in job satisfaction and heightens the level of performance in every employee
but how can this be achieved if dissatisfaction and discouragement are present.
(Howlettss 2001)
In order to understand workers motivation, management should endeavor to
kind of loyalty you have to make the needs of people paramount, not the needs of
organization. If you can meet the needs of the people, you will indeed meet the needs
of organization. *
Being motivated employee plays a vital role in order that the business may
become profitable. An employee does his best to contribute significantly to handle the
great responsibility of finding solution to any problem that may arise in the company.
is their motivation and its strength. Management should be aware of and recognize
their motives in order to guide, lead and direct them well. The one-word question
WHY? could perhaps elicit more revealing insights and realities than management
may expect. The dynamics of behavior is, indeed, a very challenging area to unravel
and, if properly understood, can form the basis of morale building and development
among the employees which, in turn, results in job satisfaction and high productivity. *
services. They are regarded as a trusted partner of patients, medical practitioners and
Pharmacy to find out if the above-mentioned human needs are provided to them by the
management. The study will also determine the degree of employee performance in
RESEARCH FRAMEWORKS
Theoretical Framework
identify the effectiveness of this to the Job Performance of the employee. Herzbergs
Power was use to broaden and relate the ideas of Abraham Maslow.
motivation which needed to motivate the employees those levels are Self-actualization
needs, Esteem needs, Belongingness needs, Safety needs and Physiological needs.
According to him the bottom level must first satisfied by the individual before
pay that enables a person to buy their own food and clothing and have adequate
housing. Second, Safety needs which is for security and a safe environment.
Management provides job security, adequate medical benefits and a safe working
condition for their employees. Third, Belongingness needs or the needs for social
relation and organizing social functions such as company picnics and holiday parties.
Fourth, Esteem needs which is the need to feel good about oneself and ones
Last is the Self-actualization needs which is the highest-level needs or the needs to
realize ones full potential as a human being. Management gives their employees
opportunities to use their skills and abilities to the fullest extent possible. Although, it
idea of Hierarchy of needs has been adopted by many management theories. (Jones
2003)
POLYTECHNIC UNIVERSITY OF THE PHILIPPINES
The theory can be applied in organizations by taking note of the fact that unless
an organization helps employees satisfy the two lower level needs, addressing the
three higher level needs would not influence on-the-job behavior. Therefore, managers
must continually re-evaluate what motivates their subordinates and how to motivate
factors: 1. Outcomes that can lead to high levels of motivation and Job Satisfaction 2.
Outcome can prevent people from being dissatisfied. Hygiene needs are satisfied by
outcomes such as pleasant and comfortable working conditions, pay, Job security,
good relationships with co-workers and effective supervision. Herzberg suggested that
managers should take steps to ensure that employees motivator needs are being met.
(Jones 2003)
there is low satisfaction among workers and there is lack of motivation to perform.
(Medina 2011)
This theory can be applied by not only focusing or relying on hygiene factors
to motivate employees but on what Herzberg calls the real motivators to solve human
resources problems such as grievances, low productivity, and the like. This theory
McClelland has extensively researched the needs for achievements affiliation and
power. The need for achievement ids the extent to which individual has a strong desire
to perform challenging tasks well and to meet personal standards for excellence. The
need for affiliation is the extent to which an individual is concern about establishing
and maintaining good interpersonal relation, being liked, and having other people
around them to get along with each other. The need of power is the extent to which an
individual desires to control or influence other. Managers of successful company often
strive to ensure that as many as their valued employees needs as possible as satisfied
drives the employee to work. Those who are achievement-oriented can succeed in an
increasingly competitive business world while those who are affiliation motivated can
easily work together in teams; self-managed teams who must work together daily to
Conceptual Framework
The conceptual Framework used in this study is the system model showing
and Gilbert Jr.(2001) as shown in Figure 1. The major factors such as respondents
Pharmacy and its effects on the job performance of the employees. The data that will
tools that will be discussin Chapter 3 for the validation of the findings.
This study aims to determine the effectiveness of motivational factors to the job
1.1 Age
1.2 Sex
2.1 Physiological
2.1.2 Overtine
2.1.3 Facilities
2.2 Safety
2.4.2 Promotion
3.1 Quality
3.2 Accuracy
3.3 Teamwork
employees?
composed of the different departments within the organization. This study deals only
The motivational factors under this study are those which are only percieved by the
psychological testing was done. Also in this study, merely draws out some perception
The findings and analysis presented on this study relies only on the answered
questionnaires.
Significance of the Study
To the Company- this study will help the organization to improve their
the company
also help in satisfying the employees to function well and stay committed to the
company.
To the Employees- this study helps to improve the effectivity and efficiency of
the employees productivity in performing their job. By these factors, they are able to
To the Academe- this study can enhance the productivity and it is essential to a
help them in finding insight about employee performance in the business world and
this study also share knowledge on how motivational factors affect work perfornance
they will going to conduct the same kind of study. F uture researchers will also include
To have a better understanding of the study, the following terms are defined
Job Performance- the work related activities of an employee and how well those
itself, work himself which activates him towards a positive attribute relative to his job,