CHAPTER 1

The Problem and Its Background

Introduction

Performance management is a process by which manager and

employees work together to plan, monitor and review an employees

work objectives and overall contribution to the organization.

More than just an annual performance review, performance

management is the continuous process of setting objectives,

assessing progress and providing on-going coaching and feedback

to ensure that employees are meeting their objectives and career

goals. It includes activities which ensure that goals are

consistently being met in an effective and efficient manner.

Performance management focuses on the performance of an

organization, a department, employee or even the processes to

build a product or service, as well as many other ideas.

The goal of performance management is to build employee

motivation as their tool in an organization.

Theoretical Framework

Expectancy theory is an idea that was introduced by Victor

Vroom. The theory as explained by (Kreitner & Kinicki, 2007) is

based on the assumption that people are motivated to act in ways

that will be followed by valued and desired outcomes. The theory

says that an employee might be motivated when there is a belief

that a better performance will result in a good performance

appraisal which will help in the realization of personal goals.

The theory focuses on motivation as the combination of valence,

instrumentality and expectancy. Valence is the value of the

alleged result. Instrumentality is the point of view of an

individual whether he or she will really obtain what they want.

It shows that successful act will eventually lead to the desired

result. Expectancy refers to the different level of expectations

as well as confidence regarding one's capability. Employees

believe that these create a motivational force and this force can

be represented by the formula: Motivation = Valence x Expectancy.

Conceptual Framework
 INPUT PROCESS OUTPUT

1. Demographic
Profile of the Distribution and
respondents in administration of
terms of; survey
1.1 Age
1.2 Sex questionnaire Recommendation
1.3 Gender Collection of
1.4 Civil Status on the
1.5 Employment Status Data
2. How do employees Tabulation of Performance
perceived their results
management
performance Statistical
management in instrument of the system
terms of;
Data
2.1 Information
Presentation of
dissemination
2.2 Policies Data
2.3 Implementation Analysis and
3. How motivated the
interpretation of
employees when
they are being Data
evaluated as to;
3.1 Competency
3.2 Output/Accomplish
ment
3.3 Behaviour
4. Significant
relationship
between the impact
of performance
appraisals and the
employees
motivation

FEEDBACK
Figure 1: The Input-Process-Output System of the Study

Statement of the Problem

 This study aims to measure employees motivation regarding

Performance Management.

Specifically, it sought answers to the following specific

questions:

1. What is the demographic profile of the respondents in term

of;
a. Age
b. Sex
c. Gender
d. Civil Status
e. Employment Status
2. How do employees perceived their performance management?
a. Information Dissemination
b. Policies
c. Implementation
3. What is the level of work motivation of respondents in terms

of:
a. Intrinsic motivation
b. Integrated Regulation
c. Indentified Regulation
d. Introjected Regulation
e. External Regulation
f. Motivation
g. Total motivation
4. Is there a significant relationship between performance

management and work motivation?

5. Is there a significant relationship between demographic

profile of the respondents and the work motivation?

6. Is work motivation a great predictor of how employee

respondents perceived how do their management manage their

performance?
Hypotheses

Scope and Limitation of the Study

Significance of the Study

The researchers believed that the study of Work Motivation

as Predictors of Performance Management among the employees of

ABC could further help the following:

Company this study would help the company to know the employees

perception towards work motivation as predictors of performance

management.

Employee this study would help the employees to know performance

management of the company and how it could affect to their

motivation.

HR Personnel this study would help the HR personnel to effective

program to develop their performance by monitoring their effort.

Students this study would give knowledge to students how

performance management affects the employee motivation.

Future researchers this study would help them by using this study

as basis for future study and to have more determination to seek

more information and have fruitful research for future use.

Definition of Terms
For clarity and better understanding the terms the following are

operationally defined according to the purpose which they will be

used in the study.

Work Motivation

Performance Management

CHAPTER 2

Review of Related Literature and Studies

Local Literature

Foreign Literature

Local Studies

Foreign Studies

Synthesis

CHAPTER 3

Methodology

Research Design

This study will be using the descriptive method wherein the

study will focus on present conditions. The descriptive method of

research will be used with adequate and accurate interpretation

of the findings. It involves the recording, decrypting, analyzing

and the presenting of the present system and its composition.

The study provided a researchers-made questionnaire to be

able to statistically study the Work Motivation as Predictors of

Performance Management among Employees of ABC.

Findings regarding the common practices being done and the

methods commonly adopted by the employees were obtained with the

use of survey method.

Population and Sampling

Respondents of the Study

Research Instrument

h. The researcher-made questionnaire is the main

instrument used in conducting the study. The instrument

is divided in to two parts. The first part generated

information on respondents background such as age, sex,

gender, civil status and employment status. The second

part covers questions about how do employees perceived

their performance management in terms of information

dissemination, policies, and implementation and the level

of work motivation of respondents in terms of intrinsic

motivation, integrated regulation, indentified

 regulation, introjected regulation, external regulation,

motivation, total motivation.

Data Gathering Procedures

The researchers will be asking permission from the

respondents by giving a formal letter request, approved by

the adviser to administer the instrument.

After the approval of adviser it will pass to ABC and must

be approved by their HR manager.

After answering the questionnaire, all means will be given

researchers for the retrieval of the questionnaire.

Statistical Treatment of Data

The following statistical treatments will be suing to answer the

problems in the study:

Frequency will use to determine the actual number of the

respondents and their demographic profile.

Percentage will use in the study to qualify the profile of

the respondents. The formula for computed percentage is;

f
p = n x 100

Where;
P = percentage
f = frequency
 n = total number of respondents

Weighted mean will use apply to quantify the respondents

level of motivation regarding performance management. The

formula for weighted mean;

fx
x = n

Where;
x = population mean
fx = the sum of the product of the options and the weights
n = total number of respondents

Mean

Pearson product moment correlation will apply to test if

there is a significant relationship between the demographic

profile of the respondents to work motivation as predictors

of performance management.

n x 2( x)
n y 2 ( y )2


r=


n xy x y

 Where;

r = Person product value

x = one group of scores

y = another group of scores

x2 = sum of the squares of scores

y2 = sum of the squares of scores in another group

N = total number of cases

ANOVA
Linear Regression