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TITLE: Workplace Strategies and Techniques to Enhance Employee Performance and Increase

Productivity of Business Process Outsourcing Company in Ortigas.

RESEARCHERS:

Ellema, Erika M.

Casallo, Blessel Ann V.

Efa, Christian Jayson R.

Nadong, Rachelle Anne V.

Tordecilla, Kelly James D.

STATEMENT OF THE PROBLEM:

Most employees want motivation to feel good about their jobs and to perform effective inside

the organization. Some employees are money motivated while others seek for rewards, recognition and

promotion. This research intends to determine and investigate how motivation influences performance

of each employee as well as the overall performance of the organization. It seeks to answer the

following questions:

SUB-PROBLEMS:

PART I. Profile of the Respondents

Instructions: Please put a check mark for your answer.

1.1 Age
___ 22-25 years old

___ 26-28 years old

___ 30 and above

1.2 Sex

___ Male

___ Female

1.3 Civil Status

___ Single

___ Married

1.4 Educational Attainment

___ High School Graduate

___ Vocational Graduate

___ College Graduate

1.5 Position

___ Rank-and-file
___ Others (specify)

2. Impacts of workplace strategies to overall performance of the organization.

3. Effects of having a motivation strategy towards employees' performance.

4. What strategies are essential for managers to improve workplace performance?

5. What are the essential factors that an organizational leaders must consider in order to enhance

workplace performance?

6. What hinders the progression of the work performance in your organization?

7. How does the performance of work performance in your organization?

8. Is there a significant difference in motivation and workplace performance?


PART II. Level of effects of Motivational Strategies and Techniques towards employees

2.1 Instruction: Kindly answer the questions below. Put a check mark on your respective answer.

5 4- 3 2- 1
Strongly Agree Somewhat Disagree Strongly
Agree agree Agree
1. Is it essential to have motivation, rewards,
recognition, promotion, benefits and
incentives?
2. Managers are the most important feature
in giving motivation to employees?
3. Motivation is necessary to increase
productivity
4. Does motivation affects your performance
inside the company?
5. Healthy working environment matters to
individual employee?
6. Physiological Needs (salary and stable
employment) must be achieved first in
able for you to work efficiency?
7. Your companys primary goal is to meet
the needs of their employees?

5 Very 4 - 3 2 Less 1 -
Effective Effective Somewhat Effective Ineffective
Effective
1. Implementation of Motivational
Factors in terms of monetary
value such as:
a. Compensation
b. Rewards
c. Benefits
d. Incentives
e. Bonus
2. Implementation of Motivational
Factors in terms of non-monetary
value such as:
a. Promotion
b. Recognition
c. Employee Training and
Development
d. Employee Relation Program
3. Strategies and techniques of
Managers in motivating
employees
4. Employee strategies and
techniques can affect employee
performance?
5. How the workplace strategies and
techniques can affect employee
performance?
6. Giving a clean and desirable
workplace to employee can make
him/her be more concentrated in
work.

THEORETICAL FRAMEWORK:

Managers has the full responsibility of finding ways to consistently keep their employees motivated and

productive in the company as much as possible.

All organizations know and understand that their primary goal is to improve the performance of their

employees. Employee serves as an engine that fuels the company by means of manpower, and it also

keeps the company growing, improving, adapting and innovating. Motivation can be seen as an inner

force that drives individuals to achieve personal and organizational goals. Motivating factors are those

aspects of the job that make employees want to perform effectively and provide them with satisfaction

like rewards, recognition and promotion opportunities.

This study was anchored in Maslow's Hierarchy of Needs (1943). This theory comprises five levels of

needs for humans and these are arranged in a hierarchy starting from the first level up to the highest

level and organized as follows; physiological needs, safety and security needs, social needs or

belongingness, esteem need and self- actualization needs. In this theory, Maslow suggests that we must
seek first to satisfy the lowest level of needs. Once this is done, we have to satisfy each higher level of

needs until we have satisfied all the five levels of needs. Basically, we will not be able to motivate

someone with positive feedback if the basic physiological needs aren't met, the tendency is that it will

lead him not to do his work properly which will affect the productivity of the organization.

A person beginning their career will be very concerned with the physiological needs such as having a

stable income and security needs including benefits and safe working environment. Throughout this, we

want a good salary to meet the needs of our family, satisfaction in our work, and working in a secure

and stable working milieu.

The relevance of Maslow's Hierarchy of Needs Theory (1943) is that it enables company specifically

managers to somehow watch over the factors they need to consider for their employees to become

competitive and efficient and to certainly make their employees feel the sense of satisfaction and

safeness in their work. Moreover, employee motivation plays an important part on ensuring the

productivity and continuous growth of the business. Therefore, it is necessary to guarantee and keep

track on the assurance that the company gives all the important needs that their employee must

receive.

Overall, it is important to meet the needs of employees (emotional, physical, social etc.) and reach the

possible highest and maximum satisfaction that the company could render towards their employees or

workers.

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