POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

THE EFFECTIVENESS OF MOTIVATIONAL FACTORS TO THE

WORK PERFORMANCE OF THE EMPLOYEES IN

COMPLETE SOLUTION PHARMACY

A Thesis
Presented to the Faculty of
College of Business Administration
Department of Management
Polytechnic University of the Philippines

In partial Fulfillment of the Requirements of the Degree Bachelor of Science in

Business Administration Major in Human Resource
Development Management

By:

DE JESUS, GELLI I.

DE VERA, WILLIAMEE P.

DUMRIQUE, LOVELY GRACE F.

GLODOVE, ARCILLE A.

MANIBOG, CLAIRE LIAN ELISSE I.

BSBA-HRDM 3-6D
September 2016
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES
CHAPTER 1

THE INTRODUCTION

THE STUDY CONTEXT

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

company as well as their individual works.

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Motivates are expressions of personal needs and are internal in nature.

Incentives are external stimuli to persons. Incentives are things perceived in the

environment that are deemed to be helpful in attaining personal goals. Bonus, as an

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

out desired responses or action. Caution should, however, be exercised to avoid

considering our own motivation patterns to be identified with those of others.

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

circumstances and are affected by ones training, culture and environment.

 Secondary needs bring about a number of motives in each individual. Motives

of many types and incentives have their influence upon one another in the drive to

satisfy motivations. On this account, management should be watchful for underlying

motives.

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

The same motive may cause different behaviors at different times. Secondary

motives of an individual are difficult to identify being unapparent to the person

himself. Secondary needs possess the following characteristics:

1. They are strongly influenced by experience.

2. They vary in type and in degree of intensity among people.
3. They easily changed among individual.
4. Needs exist in group rather than in isolation.
5. They are often hidden from ones conscious recognition.
6. They are non-static feelings unlike tangible physical needs.
7. They greatly influence behavior.
The primary and secondary needs are inseparable because the taste of the

physical body affects the mind and the state of mind can likewise affect the body. This

is referred as by psychiatrist as the holistic concepts: the inseparability of mind and

body.

A common place that needs to apply motivation is a workplace. Motivation plays

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

know and understand his underlying need and value system.

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Mr. McColough of Xerox company admonished managers that to command the right

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.

A very significant factor in the efficient performance and retention of personnel

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. *

Complete Solution Pharmacy and General Merchandise offers health related

services. They are regarded as a trusted partner of patients, medical practitioners and

pharmaceutical companies in delivering total patient care. The company is a reliable

distributor of Pharmaceutical and Medical Supplies in terms of deliveries,

product storage and handling, and Inventory Management.

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

The researchers deemed it important to conduct this study on the effectiveness

of the motivational factors to the employees job performance of Complete Solution

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

relation to the different human needs.

RESEARCH FRAMEWORKS

Theoretical Framework

The researchers used the Maslows Hierarchy of needs Theory of Motivation to

identify the effectiveness of this to the Job Performance of the employee. Herzbergs

Motivator-hygiene Theory and McClellands Needs for Achievement, Affiliation and

Power was use to broaden and relate the ideas of Abraham Maslow.

The famous Psychologist Abraham Maslow explained the five level of

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

satisfying the next level.

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First, Physiological need which is the lowest-level is the basic need of the

employee within the company in order to function. Management provides a level of

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

interaction friendship, affection and love. Management promotes good interpersonal

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

capabilities, to be respected by others, and to receive recognition and appreciation. The

management grants promotions and recognize accomplishment of their employees.

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

is not originally intended as an explanation of motivation in the workplace, Maslows

idea of Hierarchy of needs has been adopted by many management theories. (Jones

2003)
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

Figure 1. Maslows Hierarchy of Needs

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

them. (Corpuz 2006)

Herzbergs Motivator-Hygiene Theory of Frederick Herzberg focuses on two

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)

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

According to the two factor theory, when the foregoing factors are not present,

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

shows how important it is that managers understand differences between human

beings when designing motivational approaches. (Corpuz 2006)

McClellands Needs for Achievement, Affiliation and Power by David

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

in the workplace. (Jones 2003)

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

This theory can be applied in organizations by making an assessment of what

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

produce a product. (Medina 2011)

Conceptual Framework

The conceptual Framework used in this study is the system model showing

relationship of Input-Process-Output (IPO) that was developed by Stoner, Freeman,

and Gilbert Jr.(2001) as shown in Figure 1. The major factors such as respondents

profile were all considered.

INPUT PROCESS OUTPUT

Evaluation of the Profile of the
Profile of the
motivational factors respondents
respondents
through the use of Effectiveness of
Motivational factors
survey questionnaires. the motivational
Job performance of
Analysis, factors
the employees
Interpretation of data.
 FEEDBACK

Figure 2. The Paradigm of the Study

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Furthermore, we will study the motivational factors used by Completesolution

Pharmacy and its effects on the job performance of the employees. The data that will

be gathered through questionnaires will be evaluated and analyzed through statistical

tools that will be discussin Chapter 3 for the validation of the findings.

Statement of the Problem

This study aims to determine the effectiveness of motivational factors to the job

performance of the Completesolution Pharmacy employees. Specifically, the study

attempted to answer the following questions.

1. What is the profile of respondents in terms of the following:

1.1 Age

1.2 Sex

1.3 Civil status

1.4 Educational Attainment

1.5 No. of years working in Completesolution Pharmacy.

 2. How do respondents view the importance of the following factors?

2.1 Physiological

2.1.1 Working condition

2.1.2 Overtine

2.1.3 Facilities

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

2.1.4 Salary, allowances and Benefits

2.2 Safety

2.2.1 Job Security

2.2.2 Rules and regulations

2.2.3 Job stability

2.3 Belongingness and Love Needs

2.3.1 Work group

2.3.1.1 Human Relationships

2.3.1.2 Administrator Attitude

2.4 Esteem Needs

2.4.1 Autonomy and Recognition

2.4.2 Promotion

2.5 Self Actualization

2.5.1 Job Performance

3. How do respondents assess their performance of the following:

3.1 Quality
 3.2 Accuracy

3.3 Teamwork

4. Is there a significant effect of motivational factors to the job performance of the

employees?

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Hypothesis

The null hypothesis is stated below.

There is no significant effect of motivational factors to the job performance of

the employees in Completesolution Pharmacy.

Scope and Limitations

The study generally focuses on the employees in Completesolution Pharmacy. It is

composed of the different departments within the organization. This study deals only

on the effectiveness of the motivational factors to the job performance of employees.

The motivational factors under this study are those which are only percieved by the

employees, and do not based on actual measurements of motivation specifically no

psychological testing was done. Also in this study, merely draws out some perception

regarding the factors that stimulate or induce work performance.

The findings and analysis presented on this study relies only on the answered

questionnaires.
Significance of the Study

The following contributions of this research are anticipated.

To the Company- this study will help the organization to improve their

techniques in motivating employees for achieving organizational goals. By this factor,

the company

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

will be aware to the importance of motivation for the employees performances. It will

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

contribute significantly in achieving goals of the company.

To the Academe- this study can enhance the productivity and it is essential to a

healthy and prosperous teaching-learning environment. This shows that highly

motivated academe staff tends to perform better in their workplace.

To fellow students- whoever will be conducting research on employee motivation will

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

not only in the organization but also in school.

 To the Future Researchers- this study will serve as their pattern and guide if

they will going to conduct the same kind of study. F uture researchers will also include

this in their review of related literature .

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Operational Definition of Terms

To have a better understanding of the study, the following terms are defined

according to the concept and are used in the study.

Job Performance- the work related activities of an employee and how well those

activities were executed.

Job stability the fact of an employee, or a group of employees, being able to keep the

same job for a long time.

Management the process of dealing with or controlling things or people.
Motivation the general design or willingness of someone to do something
Motivational factors this refers to the stimuli that drive the respondents to do their

tasks efficiently and effectively. It is also an element in a workers environment , job

itself, work himself which activates him towards a positive attribute relative to his job,

thus attaining a relative job satisfaction

Needs a requirement or necessity for survival and well-being.
Organizational goal the overall objectives, purpose and mission of the business that

have been established by its management and communicated to its employees.

Personnel employees of an organization
Physiological having to do with living organism, or specifically the human body
 Self-actualization the realization or fulfillment of ones talent and potentialities,

especially considered as a drive or need present in everyone.

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