IMPACT OF MOTIVATION ON EMPLOYEES’ PRODUCTIVITY

____________________

A Research Study presented to Meycauayan National High School

SENIOR HIGH SCHOOL

Camalig, City of Meycauayan, Bulacan

____________________

In Partial Fulfilment of the Requirements for PRACTICAL RESEARCH 2

Applied Subject for Accountancy, Business and Management (ABM)

Grade 12 - ABM

____________________

By

DANIEL DG. BARAERO

ISABELITA W. JAIME
RODILYN G. MORRIS

October 2018
 ACKNOWLEDGEMENT

The researcher of this study would like to give their gratitude and thanks for the people

who contributes for this research.

We would like to express our gratitude to our adviser Mr. Erickson S.J. Serrano who took

time to read and made the necessary corrections and criticism on writing this research.

We are extremely grateful to Mr. Ariel P. Villar, Mr. Bryan R. Capampangan, Ms. Alexa

Ruth-Anne Arellon and Ms. Monica Betonio for their support and contribution. Thank you very

much.

We are also grateful for our family who are in here all the times. Thank you so much for

the support.

Finally, to of the employees from Jollibee fast food restaurant and Chowking fast food

restaurant that participated on our study, this study would not be completed without them. Thank

you very much.

 DEDICATION

This research is dedicated to our family members who are very supportive, to our peers

and for all the people who contributes for the completion of the study.
 ABSTRACT

In this study, we can say that any business and organization, as a matter of fact depends on

its employees in their success or failure; Human Resources are very essential to the organization

as they are the key to prosperity and productivity. Motivation is something that push or cause the

person to do a certain job with their full effort. Motivation has the role to develop and intensify

the desire of every member of the organization to work effectively and efficiently in his position.

It can be intrinsic or extrinsic factor that can affect the productivity of employees. The general aim

of this study is to provide knowledge and information for the employees and other readers regards

to motivation and its impact in productivity. This study used Quantitative research design and used

descriptive research design. The random sampling technique was employed in order to select the

random 40 respondents in this study. The gathered data was analyzed and summarized using

descriptive statistics. The study revealed that there is a strong bond between motivation and

employee’s productivity. If the employees get some drive on what they are doing, it is bound to

increase the employees will to perform. The study therefore concluded that motivating employees

will enhance their productivity. The researchers recommend that enforcing those motivational

factors will help to improve employees’ productivity and enhance their will to perform with

efficiency and compatibility.

 CHAPTER I

THE PROBLEM AND ITS BACKGROUND

Introduction

In an organization, the workers are much productive if their job is suitable for them.

Although their job is their choice, if the workers is not well-motivated in their job, the productivity

will go down and will affect the perception of the employees to work hard. The job of a manager

in the workplace is to get things done through employees. In order to do this, the manager should

motivate his/her employees. Motivating your employees is easier said than DONE! Motivating

others will need to understand the human nature itself. Human nature can be very simple, yet very

complex too. If the motivation of the employees are effective in their workplace then the leadership

is effective too.

Employees motivation is very important, mainly because it allows management to meet the

company’s goals. Motivated Employees can lead to increased productivity also to achieve higher

levels of output. The cardinal objectives of this tudy is to fill in the niche synthesized from previous

studies. Following the primary objectives, the study also aims to provide knowledge and

information for the employees regards to motivation and its impact in productivity the study also

aims to give information to the public and other researchers regards to the motivation and its impact

on the productivity. Significant and positive relationship exists between employee motivation and

employee performance. It is also concluded that intrinsic rewards has a significant positive
relationship with employee performance and employee motivation. This study concludes that

employee perceived training effectiveness has a negative relationship with motivation.

Motivational incentives had impact on employee’s performance. It also concluded that

though motivation had impact on employee’s performance; still the employees are not loyal to

their organizations and they are willing to switch their jobs if they find a better jobs outside.

(Mamdani & Minhaj, 2016). According to Boamah Richard (2014) revealed that opportunity for

advancement, appreciation for work done, salary, and promotions are the main source of

motivation for them. Therefore, there is a relationship between motivation and performance, and

motivation really affect the employee’s productivity.

This shows the study of ‘’the relationship between the employee motivation and employee

performance’’ towards the action of every employees. Every employee gain motivation and

excellent performances when each of the employee has the power to makes their own choices or

decisions. And each of the employee have full dedication to their work when they feel that their

management had trusted and supported them in every responsibility (Shahzadi et al., 2014).

According to Nurun Nabi, Islam M, Dip TM and Hossain AA (2017) motivation has a significant

issue when it comes to the employees’ performances. So that they come up with the different

factors throughout the entire survation. If have a better implication about these sectors it can

enhance the economic value. And also we discover from this study the effectiveness of motivations

in every employees.

According to Samira Al Jasmi (2012) a motivated employee do not surely engage their

work activity but also in a whole business organizations. As a part of the organizations each of the

employee has their full ‘’requirement and expectations’’ from the organizations in the first place.
And to become a motivator, it’s necessary to become a head superior to find out the needs and

what really makes the employee motivates.

Lower the benefits of the employee’s working on a corporation have biggest influence on

employee’s loyalty. Inspite of the problem that the employee had can lower their job satisfaction

and because of this it can lead to their disloyalty to the work place. And bringing all the concerns

of each of the employee about their personal lives causing them to gain more stress in their

work/job. But, when the superior are good at handling his or her employees can encourage them

to motivate (Omar, Jusoff &Hussin, 2010). According to Millicent Nduro (2012) raising wages for

the employee can’t help the employee to become motivated. But, money is the major factor to

attracting and keeping the employees’ motivated. The employee in Guaranty Trust Bank consider

the proper approach of their management.

Statement of the Problem

Motivation is one of the factors that affecting the organization in terms of their

productivity. It has the role to intensify the desire of the employees in the company to work

effectively and efficiently. It is about giving your staff the right mixture of guidance, direction,

resources and rewards so that they are inspired and keen to work in the way that you want them

to.

In order for the researchers to be able to conduct their study, they formulated the following

problems which will serve as their main objectives for this research.
General Problem:

1. Would employees increased their productivity/outputs if they are well-motivated?

Specific Problem

1. Is there any relationship between motivation and performance?

2. How big is the impact of motivating employees in their outputs?

3. Does the motivation really matters to the employees?

Significance of the Study

Motivated employees are needed in our rapidly changing workplaces. Since, the workplaces are

very inconsistent we need to know how to adjust and adapt the changes. This study is significant

to the following beneficiaries:

Management: The benefits of this study for the management of an organization is to show the

impacts and effects of motivating employees for the better and progressive

outputs/productivity. As well as to know how important it is to motivate their employees

for their progressive performance.

Employees: The benefit of this study to employees is for their additional knowledge of the

motivation they receive in their organization. As well as to know how they pursue the

motivation they have received in their organization.

Society: The benefits that society (it includes the people who are not employed, students, etc.) can

get from this study is the information about how motivation affects the performance of an

employee in its workplace. As well as to further understand the relationship between the

motivation and productivity in an organization.

Scope and Delimitation of the Study

The study examines the effect of motivation on employees performance at fast-food chain.

Two fast-food chains participated in this study in a barangay in Meycauayan, Bulacan. However,

the respondents will be limited only in 40 participants, despite their years at the service. The data

gathering method in this study used surveys and questionnaires served as a guide to researchers

and provided data upon which further studies could be concluded. The study was conducted on

June of 2018 and is expected to be completed on October of 2018.

 CHAPTER II

THEORETICAL FRAMEWORK

Related Theories

Employees motivation is very important, mainly because it allows management to meet the

company’s goals. Motivated Employees can lead to increased productivity also to achieve higher

levels of output. The cardinal objectives of this tudy is to fill in the niche synthesized from previous

studies. Following the primary objectives, the study also aims to provide knowledge and

information for the employees regards to motivation and its impact in productivity the study also

aims to give information to the public and other researchers regards to the motivation and its impact

on the productivity. Significant and positive relationship exists between employee motivation and

employee performance. It is also concluded that intrinsic rewards has a significant positive

relationship with employee performance and employee motivation. This study concludes that

employee perceived training effectiveness has a negative relationship with motivation.

Motivational incentives had impact on employee’s performance. It also concluded that

though motivation had impact on employee’s performance; still the employees are not loyal to

their organizations and they are willing to switch their jobs if they find a better jobs outside.

(Mamdani & Minhaj, 2016). According to Boamah Richard (2014) revealed that opportunity for

advancement, appreciation for work done, salary, and promotions are the main source of

motivation for them. Therefore, there is a relationship between motivation and performance, and

motivation really affect the employee’s productivity.

 This shows the study of ‘’the relationship between the employee motivation and employee

performance’’ towards the action of every employees. Every employee gain motivation and

excellent performances when each of the employee has the power to makes their own choices or

decisions. And each of the employee have full dedication to their work when they feel that their

management had trusted and supported them in every responsibility (Shahzadi et al., 2014).

According to Nurun Nabi, Islam M, Dip TM and Hossain AA (2017) motivation has a significant

issue when it comes to the employees’ performances. So that they come up with the different

factors throughout the entire survation. If have a better implication about these sectors it can

enhance the economic value. And also we discover from this study the effectiveness of motivations

in every employees. According to Samira Al Jasmi (2012) a motivated employee do not surely

engage their work activity but also in a whole business organizations. As a part of the organizations

each of the employee has their full ‘’requirement and expectations’’ from the organizations in the

first place. And to become a motivator, it’s necessary to become a head superior to find out the

needs and what really makes the employee motivates.

Lower the benefits of the employee’s working on a corporation have biggest influence on

employee’s loyalty. Inspite of the problem that the employee had can lower their job satisfaction

and because of this it can lead to their disloyalty to the work place. And bringing all the concerns

of each of the employee about their personal lives causing them to gain more stress in their

work/job. But, when the superior are good at handling his or her employees can encourage them

to motivate (Omar, Jusoff &Hussin, 2010). According to Millicent Nduro (2012) raising wages for

the employee can’t help the employee to become motivated. But, money is the major factor to

attracting and keeping the employees’ motivated. The employee in Guaranty Trust Bank consider

the proper approach of their management.

Maslow’s Hierarchy of Needs

Maslow's hierarchy of needs is often shown in the shape of a pyramid. It was proposed by

Abraham Maslow in his 1943 paper, “we are motivated by the desire to achieve or maintain the

various conditions upon which these basic satisfactions rest and by certain more intellectual

desires” (Maslow, 1943).The bottom part consists of all basic needs while the most complex need

are placed on the top. Maslow himself has never drawn a pyramid to describe these levels of our

needs; but the pyramid shape has become the most known way to represent his hierarchy, since

then the pyramid was often used to present this theory. This theory of hierarchy needs was divided

into five basic categories. Maslow ordered these needs in his hierarchy, beginning with the basic

Psychological needs, and continuing through Safety, next is belonging and love, Self-esteem and

the most complex need was Self-actualization.

Figure 2.1: Maslow’s Hierarchy of Needs

Alderfer’s ERG Theory

An American psychologist Clayton Paul Alderfer had proposed this theory in 1972. It is

the extension of Maslow’s Hierarchy of Needs on Figure 2.1, wherein the Maslow’s five needs are

categorized only into three categories. The three categories are Existence Needs, Relatedness

Needs, and Growth Needs. His objective was to align it more closely with empirical research.

Studying this theory carefully you can conclude that Alderfer only sought to present an alternative

approach rather than rejecting Maslow’s theory.

Figure 2.2: Alderfer’s ERG Theory

McClelland’s Achievement Motivation Theory

In Maslow’s Hierarchy Theory identified the basic needs that human beings have in order of their

importance. In year 1961 David McClelland proposed in his book, “The Achieving Society”. He

identified three motivators that he believed we all have: a need for Achievement, a need for
Affiliation, and a need for Power. According to McClelland, these motivators are learned, which

is why this theory is sometimes called the “Learned Needs Theory”.

ACHIEVEMENT AFFILIATION POWER

• Sets and • Wants to • Wants to

accomplish belong to the control and
group. Prefers influence
es collaboration others. Like to
challenging over win
goals. competition. arguments.

Figure 2.3: McClelland’s Achievement Motivation Theory

Related Literature

Motivational incentives had impact on employee’s performance. It also concluded that

though motivation had impact on employee’s performance; still the employees are not loyal to

their organizations and they are willing to switch their jobs if they find a better jobs outside.

(Mamdani & Minhaj, 2016). According to Boamah Richard (2014) revealed that opportunity for

advancement, appreciation for work done, salary, and promotions are the main source of

motivation for them. Therefore, there is a relationship between motivation and performance, and

motivation really affect the employee’s productivity.

 This shows the study of ‘’the relationship between the employee motivation and employee

performance’’ towards the action of every employees. Every employee gain motivation and

excellent performances when each of the employee has the power to makes their own choices or

decisions. And each of the employee have full dedication to their work when they feel that their

management had trusted and supported them in every responsibility (Shahzadi et al., 2014).

According to Nurun Nabi, Islam M, Dip TM and Hossain AA (2017) motivation has a

significant issue when it comes to the employees’ performances. So that they come up with the

different factors throughout the entire survation. If have a better implication about these sectors it

can enhance the economic value. And also we discover from this study the effectiveness of

motivations in every employees.

According to Samira Al Jasmi (2012) a motivated employee do not surely engage their

work activity but also in a whole business organizations. As a part of the organizations each of the

employee has their full ‘’requirement and expectations’’ from the organizations in the first place.

And to become a motivator, it’s necessary to become a head superior to find out the needs and

what really makes the employee motivates.

Lower the benefits of the employee’s working on a corporation have biggest influence on

employee’s loyalty. Despite of the problem that the employee had can lower their job satisfaction

and because of this it can lead to their disloyalty to the work place. And bringing all the concerns

of each of the employee about their personal lives causing them to gain more stress in their

work/job. But, when the superior are good at handling his or her employees can encourage them

to motivate (Omar, Jusoff &Hussin, 2010).

Nevertheless Millicent Nduro (2012) raising wages for the employee can’t help the employee to

become motivated. But, money is the major factor to attracting and keeping the employees’

motivated. The employee in Guaranty Trust Bank consider the proper approach of their

management.

Related Studies

A study of M. A. Bawa (2017) the important managerial implication of his study is if an

organizations desire to keep productivity high, Management must be able to grasp the key theories

and strategies of motivation in the management of their human resources. Based on his review, he

conclude that robust pay, promotion, recognition, conducive working environment, equity and

fairness and other aspects of human resource management systems are important for enhancing

motivation, job satisfaction and also higher productivity.

Another study of Samira Al Jasmi (2012), motivated employees not only influence their

work performance but also the whole organization performance and business productivity. Every

member in the organization has requirements and expectations from the organization from the first

day he/she join the company. He/she might not be aware of how to achieve these needs and goals,

that is the role of the management in the company to ensure that the needs of every employees are

given to them properly, and also for the employees to achieve their goals in the company.

In additional study by Boamah Richard (2014) and base on the objectives of his study, it

can be concluded that opportunity for advancement, appreciation for work done, salary,
promotions and other factor were the main source of motivation for them. This is due to the service

having greater percentage of well-educated young and energetic people in the service with less

people nearing the retiring age who seek ways to improve their lot. According to Boamah

employees satisfactions can also be concluded that as much as opportunity for advancement,

appreciation for work done, promotions, and good relations with peers etc. leads to their

satisfaction, the kind of salary they receive, relationship with their superiors, and working

conditions, and others are a major dissatisfaction. Again, it can be concluded that, performance

determinants such ones qualification, experience, working environment, compensation package,

job security among others combine with favorable motivational factors have effects on

performance and vice-versa. Therefore, there is relationship between motivation and performance,

and motivation does have effect on employee’s performance.

In contrast, a study of Brent Keijzers (2010), later research suggested that indeed a positive

relationship exists between the two. This relationship becomes clear when satisfaction is added in

the formula; the result is a self-reinforcing circle of performance, satisfaction and motivation. An

employee achieves a high performance because certain characteristics are provided at the job and

he has the ability to reach that performance. From the resulting high performance the employee

derives internal satisfaction and is motivated to perform well in the future (Hackman & Oldham,

1976). Also employees can be intrinsically motivated to perform well when the organization

succeeds in providing high scores on the five job characteristics: skill variety, task identity, task

significance, autonomy and feedback. It seems that it is also possible to extrinsically motivate

employees to perform well; it is argued that also for salary, commitment with supervisors and peers

and job security the self-reinforcing circle is applicable. It is also stated that there are many jobs
which are purely extrinsically motivated and jobs which are purely intrinsically motivated are

scarce. However, most likely to occur are jobs which are both intrinsically and extrinsically

motivated (Amabile, 1993). But it is also stated that an increase in extrinsic factors alone does not

lead to an increase in performance. And at last, it is argued that extrinsic factors have an influence

on intrinsic motivation and in some cases can even decrease intrinsic motivation.

However the study of Nurun Nabi, Islam M, Dip TM and Hossain AA (2017) we can

clearly come to the decision in their presented data analysis that the factors taken into account

while conducting his survey (extrinsic factors, job enrichment and performance appraisal,

relationships and job security, authority in decision making, growth opportunity etc.),

pragmatically dominates employees’ will to perform and achieve goals of the respective

organization. According to their study the factors considered under Extrinsic motivation are salary,

monetary incentives and compensation package; while the factors considered under Job

enrichment and performance appraisal are work environment, responsibility, promotion and

recognition and appreciation for work done; the factors considered under Relationships and

security are relationship with superiors, peers and job security; Moreover, Authority to make

decisions, Growth opportunity and prospects were also considered. The result of his study

evidently represented the tangible sorting of how motivation is responsible for boosting and raising

the employee’s performance.

Conceptual Framework

SATISFACTION

MOTIVATION PRODUCTIVITY

Figure 2.4: Conceptual framework

Hypotheses

H1: Motivation has a great impact on employees’ productivity.

H2: Motivation has an influence on the Employees job performances.

Definition of Terms

Commitment: The fact of being willing to give your time and energy to something. An assurance

that the employees will do their job in a best way. Stating of employees to do their responsibility

to the company.

Extrinsic Motivation: It refers to behavior that is driven by external rewards such as money, fame,

grades, and praise. This type of motivation arises from outside the individual, as opposed to

intrinsic motivation, which originates inside of the individual

Employee Satisfaction: This refers to the positive or negative aspects of employee’s altitude

towards their jobs or some features of the job Ivancevick et.al (Pp. 448)

Incentive: It is something that motivates an individual to perform an action. The study of incentive

structures is central to the study of all economic activities. Incentives aim to provide value for

money and contribute to organizational success.

Intrinsic Motivation: “motivation that stems directly from an action rather than a reward.” Dr.

Richard Ryan and Edward defined as the doing an activity for its inherent satisfaction rather than

for some separable consequence. Intrinsically motivated, a person or employees is move to act for

the fun or challenge their job entailed rather than because of external product, pressures or reward.

It refers to doing an activity simply for the enjoyment to their job rather than to its instrumental

value.

Management: Management (or managing) is the administration of an organization, whether it is a

business, a not-for-profit organization, or government body. Management includes the activities

of setting the strategy of an organization and coordinating the efforts of its employees (or of

volunteers) to accomplish its objectives through the application of available resources, such as

financial, natural, technological, and human resources. The term "management" may also refer to

those people who manage an organization.

Motivation: Motivation by definition refers to what activates, directs human behavior and how

this behavior is sustained to achieve a particular goal. Also it can be defined as the set of processes

that arouse, direct and maintain human behavior towards attaining some goals. Jones (1955) argues

that” Motivation is concerned with how behavior gets started, is energized, is sustained, is directed,

and is stopped and what kind of subjective reaction is present in the organization while all this is

going on. “Gibson, Ivancevick, and Donnelly (Organizations: processes, structure, behavior

Pp214).

Organization: It is an entity comprising multiple people, such as an institution or an association

that has a collective goal and is linked to an external environment.

Organizing: This involves the complete understanding of the goals of organization, the necessity

of proper co-ordination, and the environmental factors that influence the goals and employees

within the organization.

Performance: The act of performing; of doing something successfully; using knowledge as

distinguished from merely possessing it; A performance comprises an event in which generally

one group of people (the performer or performers) behave in a particular way for another group of

people.

Satisfaction: Satisfaction is the act of fulfilling a need, desire, or appetite, or the feeling gained

from such fulfillment. Satisfaction means you’ve had enough — in a good way.
 CHAPTER III

RESEARCH METHODOLOGY

This chapter presents the methods and techniques of the study, the population of the study,

the research instruments, the data gathering procedure and the data processing and statistical

treatment employed in analyzing and interpreting the gathered data.

Research Design

Research design was devised associated with the purpose of the study. In other words, the

research designed is the step aimed at designing the research study in such a way that the essential

data can be gathered and analyzed to arrive at a solution (Sikaran, 2003). For this study the

researcher’s used Quantitative Research Design. Quantitative Research was objective

measurement and statistical analysis of numeric data to understand and explain the phenomenon.

Subject or Population and Sample

The survey was conducted from the employees of the two different fast-food branches in a

barangay of Meycauayan Bulacan. The respondents were chosen despite their years in service. The

researcher’s used Random Sampling Procedure in order to collect and obtained data from the

respondents. The researcher’s randomly selected a total of 40 respondents for their survey that will

used to obtain data fort their study.

Research Instruments

The researcher’s designs and used Likert type Scale Questionnaire for the data gathering

process to get quantitative data. Likert type Scale (named after its creator, Rensis Likert, who

developed it in 1932) is a psychological measurement device that is used to gauge attitudes, values,

and opinions. It functions by having a person complete a questionnaire that requires them to

indicate the extent to which they agree or disagree. The primary aim of the questionnaire is to

determine if the motivational factors affect the productivity of the employees.

Data Collection Procedure

For the purpose of the study, data was obtained through the use of Likert type Scale Survey

Questionnaire. The researcher’s distributed the survey forms to the two different fast-food

branches in a barangay of Meycauayan Bulacan. The survey was given and to be answered by

random personnel inside the establishment. The researchers made preliminary contacts on the

people that was need to be informed before the survey was done. This was done in order to the

employees without any interruption. To ensure the maximum rate of response, the researcher’s

fixed a time for the collection of all completed questionnaires.

Data Analysis Procedure

At the end of the entire data collection process. Quantitative methods were employed in

the analysis of data. Quantitative analysis is the use of tables or diagrams that’s show the frequency
of occurrence and by using Descriptive Statistics. The data collected was analyzed by getting the

frequency and tabulated to clearly see the results of the obtained data.

Ethical Consideration

As this study utilized human participants and investigated on employee’s productivity,

certain issue we’re addressed. The consideration of this issues is necessary for the purpose of

ensuring the privacy as well as the security and anonymity of the participants. This issues we’re

identified in advance so as prevent the future problems that could have risen during the research

process.
 CHAPTER IV

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

This chapter presented the data analysis and interpretations gathered from the respondents

on the study on Impact of Motivation in Employee’s Productivity. All the data collected are

tabulated, interpreted and analyzed using the specified research instrument and statistical tool.

BACKGROUND ANALYSIS OF DATA

A total of 40 respondents from the branch of two different fast-food restaurant participated

in this study with an equal number of questionnaires sent out. All of the questionnaires were

returned in a good shape for serious analysis.

A. GENDER OF RESPONDENTS

The results from the survey as presented in summary from table 4.1 shows that majority

(55%) of the respondents from in two branches of two different fast food restaurants were females.

They formed the majority (27.5%) from the respondents of employees of JOLLIBEE FOOD

CORP. and (27.5%) from the respondents and employees of CHOWKING. The remaining (45%)

comprised their male counterparts, (27.5%) from the respondents and employees of JOLLIBEE

FOOD CORP. and (17.5%) from the respondents and employees of CHOWKING.

GENDER FREQUENCY PERCENTAGE

MALE 18 45%
FEMALE 22 55%
TOTAL 40 100%

Table 4.1: Gender of the Respondents

 B. AGE OF RESPONDENTS

The data collected from the field indicated that respondents who participated in the survey

shows that majority (77.5%) between the age range of 18-24 and mostly part-time workers and

working students, followed by those between the range of 25-30 forming (17.5%), and that of 31-

39 having (5%).

AGE RANGE FREQUENCY PERCENTAGE

BETWEEN 18 -
24 31 77.50%
BETWEEN 25 -
30 7 17.50%
BETWEEN 31 -
39 2 5%
40 ABOVE 0% 0%
TOTAL 40 100.00%

Table 4.2: Age of the Respondents

C. NUMBER OF YEARS SPENT ON JOB

Respondents who took a part in the research survey had worked in the two fast food

restaurants spending below 1 year form (55%) indicating that, majority of them were contract

workers and staff who have just been employed the remaining 45% had worked in the fast food

chain for an appreciable length of train and/or the permanent workers. The years spent by the

respondents or their job, don’t have an effect on the researches desire results of the research, this

is only for the traditional background of the respondents.

 D. EDUCATIONAL BACKGROUND OF THE RESPONDENTS

The study revealed that, only 7.5% of the respondents are collage graduate and a diploma

holder, followed by those who are high graduate by 47.5% and 45% by those who are post-

graduate.

EDUCAIONAL LEVEL FREQUENCY PERCENTAGE

HIGH SCHOOL
GRADUATE 19 48%
COLLEGE GRADUATE 3 7.50%
POST-GRADUATE 18 45%
TOTAL 40 100%

Table 4.3: Educational background of the respondents

DISCUSSION OF THE RESULTS

Factors that Motivate Employee

The respondents were asked to indicate their agreement or disagreement to the motivational

factors using Likert scale they were asked whether they strongly agree, agree, uncertain

disagree and strongly disagree to issues raised.

A. Effect of Extrinsic Motivation

We as the researcher considered three factors as extrinsic Motivation determinant; they are

Salary, Incentives and Benefit Package. The result showed that, Extrinsic Motivation is one of

the dominating factor for employee’s to be motivated in terms of their productivity. There

increase of salary, 40% of the respondents strongly agreed that salary motivates employees to

improve their productivity; meanwhile, 37.5% agree with the fact, 17.5% are uncertain and 5%
disagreed that salary did not affect their productivity. In case of Incentives, 50% of the

respondents strongly agreed that Incentives Motivates employees to improve their

productivity; 32.5% agree with the fact, 12.5% are uncertain, 2.5% disagree and 2.5% strongly

disagree. In case of Benefit Package, 147.5% of the respondents strongly agreed that Benefit

Packages motivate employees to improve their productivity; 37.5% agree with the fact, 10%

are uncertain, 57% disagree and none strongly disagree.

EFFECT OF EXTRINSIC
MOTIVATION
60
50
40
30
20
10
0
STRONGLY AGREE UNCERTAIN DISAGREE STRONGLY
AGREE DISAGREE

SALARY BENEFIT INCENTIVE

B. Figure 4.1: Effect of Extrinsic Motivation

B. Effect of job Enrichment

We categorized this section into four different factors; they are Work Environment,

Responsibility, Promotion and Recognition and Appreciation for work done. In this study, the

results show that Job Enrichment is a very important Psychological Motivating factor. Here,

in case of Work Environment, 45% of the respondents strongly agreed that work Environment

motivates employees to improve their productivity; 47.5% agree with the fact, 5% are uncertain

and 2.5% strongly disagree. In case of Responsibility, 40% of the respondents strongly agreed

that Responsibility motivate employees to improve their productivity; 45% agree with the fact,
12.5% are uncertain and 2.5% disagree. In case of Promotion, 60% of the respondents strongly

agreed that promotion motivate employees to improve their productivity; 30% agree with the

fact and 10% are uncertain and none disagree. In case of Recognition and Appreciation for

work done, 55% of the respondents strongly agreed that Recognition and Appreciation for

work done motivates employees to improve their productivity; 32.5% agree with the fact, 10%

are uncertain and 2.5% disagree.

EFFECT OF JOB ENRICHMENT

70%
60%
50%
40%
30%
20%
10%
0%
STRONGLY AGREE UNCERTAIN DISGAREE STRONGLY
AGREE DISAGREE

WORKIN ENVIRONMENT RESPONSIBILITIES

PROMOTION RECOGNITION AND APPRECIATION

Figure 4.2: Effect of job Enrichment

C. Effect of Relationship and Security

This Section was categorized into three different sectors; they are Relationship with

Superior, Relationship with Peers and Job Security. The result showed that Relationship and

Security is also a dominating factor for Motivation of employee, Here in the case Relationship

with Superior, 55% of the respondents strongly agreed that Relationship with Superiors

motivates employees to improve their productivity; meanwhile, 32.5% agree with the fact 7.5%

are uncertain and 5% strongly disagree. In case of Relationship with peers, 55% of the

respondents strongly agreed that Relationship with peers motivate employees with the fact, 5%
are uncertain, 2.5% disagree and 2.5% strongly disagree. In case of Job Security, 37.5% of the

respondents strongly agreed that Job Security motivates employees to improve their

productivity; 47.5% agree with the fact, 10% are uncertain and 5% disagrees.

EFFECT OF RELATIONSHIP AND

SECURITY
60%
50%
40%
30%
20%
10%
0%
STRONGLY AGREE UNCERTAIN DISAGREE STRONGLY
AGREE DISAGREE

SUPERIOR PEERS JOB SECUTIRTY

Figure 4.3: Effect of Relationship and Security

E. Effect of Authority to make Decisions and Growth Opportunity

Here, in case of Authority to make Decisions, the results shows that 37.5% of the

respondents strongly agreed that Authority to make Decision motivates employees to

improve their productivity, 47.5% agree with the fact, 12.5% are uncertain and 2.5%

disagree. Here, 37.5% of the respondents strongly agreed that Growth Opportunity

motivates employees to improve their productivity; 55% agree with the fact, 5% are

uncertain and 2.5% disagree.

 EFFECT OF AUTHORITY TO MAKE
DECISION AND GROWTH SECURITY
60.00%

50.00%

40.00%

30.00%

20.00%

10.00%

0.00%
STRONGLY AGREE UNCERTAIN DISAGREE STRONGLY
AGREE DISAGREE

AUTHORITY TO MAKE DECISION GROWTH OPPORTUNITY

Figure 4.4: Effect of Authority to make Decisions and Growth Opportunity

 CHAPTER V

SUMMARY, CONCLUSION AND RECOMMENDATIONS

Introduction

This section summarized the entire results and bringing out the findings for each of the

research question. It also deals with conclusions drawn and also makes recommendation

for the study.

Summary and Findings of the Study

From the data analysis above, we decided it into two parts; the first part provides the

background data of the respondents participants in this study and the second part was represented

expression about their response under each section which are Extrinsic Motivation, Job

Enrichment, Relationships and Security, Authority to make decision and Growth Opportunity.

Background Information of the Respondents

From the study, it can be noted that in Jollibee Fast Food Restaurant, branch Sto. Nino.

That the male and female respondent are represented equally by 27.5 %, while in Chowking Fast

Food Restaurant, branch El Camino, Meycauayan, Bulacan. Bulacan their male Employees that

participated in our study represented by 17.5% and the female form the remaining by 27.5%. The

study reveals that from 40 respondents from two fast food restaurant, 77.5% of the respondents

are within the age bracket of 18-24 years old, followed by 25-30 years old by 17.5% and those of

31-39 years old at only 5%. This means that both of the fast food restaurants I having a young and

energetic people in the service with less of people hearing the retiring age. On the highest
educational attainment; the study revealed that the only 7.5% of the respondents are

university/college graduate followed by those who are High School Graduate by 47.5% and 45%

by those who are post Graduate. Lastly, the study also reveals that the respondents who have work

with the service for more than four (4) years is only 12.5% mostly they are the permanent workers

in the two fast-food restaurant, 32.5% spending one to three (1-3) years at the service, and 22.5%

below one (1) year at the service mostly they are the part time workers.

SUMMARY OF FINDINGS

A. Effect of Extrinsic Motivation on Employees Productivity:

From the study presented above it can be asserted with certainly that Extrinsic motivation

is one of the great motivator as majority of the respondents thinks. So, an effective scheme of

extrinsic rewards should be made, in order to be kept in mind of the employee that they need to

work hard, in order to get more Salary, Benefit and Incentives.

B. Effect of job enrichment

Job enrichment is also a decent motivational factors to the considered. It also affects more

on the psychological perspective. If the working enrichment is good, of course the employee will

be more productive and perform with more convenience and ease. Similarity if the employee

knows his/her good performance is being appraised by the top management, then surely it can

motivate those employee’s to work hard to be more productive at work.

 C. Effect of relationships and security

Relationships superiors and relationship with peers also have an impact on employee’s

productivity. Job security has also a positive impact on employee’s productivity as they fed more

secured doing their job knowing that they are secured with their job.

D. Effect of authority to make decision and growth opportunity

If the employees are given authority to make decision under their own expertise, then it

may be very well to use as a motivation for employees. They shouldn’t be given a job outside their

range of expertise. Growth opportunity is also a great motivate for employees as they feel that they

have a great future in the organization where they are, they will work with more capability and

efficiency.

Conclusion

From the findings of the study, the researchers inferred to the conclusion based on the

research conducted above and the response of the respondents on the questionnaires supplied, that

the result of the study can be used to answer the questions states in chapter 1. . From the data

analysis presented above we can clearly come up with decision that the factors taken into account

during the survey (Extrinsic factors, Job Enrichment, Relationship and Job Security, Authority in

decision making and Growth Opportunity), pragmatically dominants the will of employees to do

their jobs and increased the productivity ratio. We can clearly state that motivation have an impact

on employees productivity. When the employees are well motivated it will improve and enhance

the employee’s productivity. The study also revealed that motivation has a great or strong bond
between the motivation and employee’s productivity, motivating employees will result to high

productivity rate of the employees. The study also revealed that it has a great impact between

motivation and employees productivity, if they are well motivated it will result to more efficient

productions of the employees. The study also revealed that motivational tools or motivation are

very important for the employees, if the employees are given extra drive and exertion, it is bound

to increase their productivity.

Recommendations of the Study

The results obtained from this research can certainly be used to fill in the niche from the

previous studies, it can also be used very effectively to improve the present scenario of motivation

in different sectors. It will help to establish a former group on the employee’s productivity. The

following can be suggested based on the research and results of the survey conducted above.

• The study above can be used to bring clarity concerning how to implicate different

motivational factors into practical field of work.

• The view and inspect on which motivational factors has been able to meet the employees

expectation.

• The results of this study can also be used to compare he present scenario regarding on the

level of motivation and the rate of motivation on what should be applied to attain

organizational goals in terms of productivity most efficiently.

• To improve the different sectors to enforce more motivational tools in order to motivate

employees to be more productive.