CHAPTER 1

INTRODUCTION: According to Heirzberg definition Motivation is class of drives, needs and similar forces that prompt a person to think, feel, and act in a certain ways or to developed tendencies in a specific behavior. The positive and negative motivational factors are a way of some leaders to their employees to work hard. (Heirzberg also states two factors model which is motivational factor model and maintenance factor model. Motivational factor is the condition that tends to motivate employees for they exist, but the absence rarely in strong dissatisfying. Maintenance factor are necessary for building a foundation on which to maintain a reasonable level of motivation in employee.)

There are some positive and negative motivation which is influencing the employees to create a better performance in terms of productivity. Those are money, job security, recognitions, sense of belongings, and competitions. If they have a positive motivation, they also have a negative motivation that also influencing the employees productivity. Those are strict imposition, poor working conditions, unsatisfactory compensation and lastly fringe benefits.

Leadership style of managing considered a big part in motivating employees in their exist productivity. Leadership is the process of influencing and supporting others to work enthusiastically toward achieving objectives. It is the critical factor that helps and individual or a group identifies its goals of their motivators and assist in achieving the started goals. Positive leadership is an approach that emphasize towards economics or otherwise better employee education, greater demands for independence, and other factor have made satisfactory employee motivation more dependent on positive leadership. Negative leadership is usually replace on penalties just to get employee to work done, they hold over their personnel in such penalties like loss of job, and a few days work without pay. In negative style of leadership, it brings some disadvantages in part of an employee. It creates fear and frustration.

The researcher designed this study to know if what are some motivational factors may affect in relation to employees productivity of the said supermarket.

THEORETICAL FRAMEWORK

HISTORICAL VIEWS ON MOTIVATION

There have been several historical perspectives on motivation that only focused on what motivated an employee rather than on why and/or how motivation is

developed. Highlighting the above-mentioned theories may give a good base for comparison with the more modern methods to studying motivation.

SCIENTIFIC MANAGEMENT One of the above mentioned historical views on motivation was known to be called Scientific Management which applied scientific principles to the management of work and workers. Frederick Taylor suggested a system that was very simple and that did not address the other ways of motivation except for pay. He came to this concept after he noticed that workers were soldiered where employees worked slowly in fear of losing their job or running out of work. Taylor suggested that jobs should be broken down into separate tasks. He believed that jobs will be performed best and that output was expected from the job. At that time, he suggested the piece-rate system for compensation to the working employees, where employees are paid a certain amount for each unit they produce. This theory only emphasized the pay aspect of how to motivate employees. This is a drawback because people work for other reasons than pay.

HAWTHORNE STUDIES

Later the Hawthorne studies were carried out. This theory was named after the plant where it was conducted and it determined the effect of work environment on employee productivity. Two experiments were done, one was by variance in lighting and the other studied the effectiveness of the piece-rate system. In the

first experiment, two groups were researched with reducing the light for one of the groups. The result was that productivity increased for both groups. The second experiment, researchers expected that productivity will increase because faster workers would put pressure on slower employees. The end result was that output remained constant. The Hawthorne studies concluded that the human factor caused the results of the two experiments. In the lighting experiment the sense of involvement increased productivity. This means that as workers were asked to join in the research they felt they were important. In the piece-rate experiment, each worker in the group informally set the acceptable rate of output of the group to gain or keep the social acceptance of the group. In the end, the final result of these studies showed that happy workers perform best because they are motivated. This proves that there are other ways because not everyone is pleased by the same means.

REINFORCEMENT THEORY

The Reinforcement theory is also considered to be one of the historical views on motivation. It is based on the idea that if behavior is rewarded, it is likely to be repeated, whereas behavior that is punished is less likely to occur again. This is because positive reaction by managers to any employees work strengthens the desired behavior, for example, through pay raise, recognition from superiors etc. On the other hand, negative reactions or punishments eliminate an undesirable task or situation.

RESEARCH PARADIGM

FIGURE 1. THE MOTIVATIONAL FACTORS IN RELATION TO EMPLOYEES PRODUCTIVITY OF PUREGOLD SAN.PEDRO

Motivational Factors

Employees Productivity More effective in terms

Attitudes towards productivity program.

of productivity because of good implications of motivating employees. Productivity increases

Benefits adopted by management.

but

more

on

fear,

frustrations because of improper indications. approach

Survey Questionnaire

Age Gender Employment status

Figure 1. Consist of input, process, output (IPO) of the motivational factors in relation to employees productivity. The input consists of motivational factors which affects more specially in terms of employees productivity. The output consists of the process use to achieve or desire output. STATEMENT OF THE PROBLEM This study primarily aims to determine the significant relationship between motivational factors and employees productivity of puregold Sn.Pedro. Specifically this seeks to answer the following questions:

1. What is the demographic profile of the respondents classified according to: 1.1 age 1.2 gender 1.3 employment status 2. To what extent do the respondents of the markets motivational factors that affect employees productivity in terms of: 2.1 attitude toward productivity improvement program

2.2 Employees benefits adopted by the management. 3. Is there a significant difference between the perception of contractual and regular employees in relation to productivity?

HYPOTHESIS OF THE STUDY: For a clearer understanding on how the problems were dealt with the researchers hereby presented the formulated null hypothesis: Ho: There is no significant difference between the perception of regular and contractual employees of puregold in terms of motivational factors affecting the level of productivity. SIGNIFICANCE OF THE STUDY: The researcher believed that the study would be helping the following entities: The manager - who could receive an idea or strategies on how to develop more their skills in managing their people in his supervision level.

The future researcher who could get some details and idea from this study and it serves as a guide for them in conducting research.

The students who may have an idea on how these motivational factors affects the level of performance and productivity. It gives information for them to aware in some factors when they already an employee. The researcher who could give some knowledge and information that serves as a reference in the connection for the study. The company which adjust or improve future programs that affects to the employees productivity.

SCOPE AND LIMITATIONS: This study focusing on how the employees of Puregold Supermarket adopted the motivational factors that used by the management that they belong. This research study is used to conduct the employees of production department who will the respondents of this research. This study was conducted in puregold supermarket at Sn.pedro Laguna City. This research is based on conceptual framework that includes input, process, and output variable. DEFINITION OF TERMS: Employee - a person who is hired to provide services to a company on a regular basis in exchange for compensation and who does not provide these services as part of an independent business.

Leadership - In its essence, leadership in an organizational role involves (1) establishing a clear vision, (2) sharing (communicating) that vision with others so that they will follow willingly, (3) providing the information, knowledge, and methods to realize that vision, and (4) coordinating and balancing the conflicting interests of all members or stakeholders. A leader comes to the forefront in case of crisis, and is able to think and act in creative ways in difficult situations. Unlike management, leadership flows from the core of a personality and cannot be taught, although it may be learnt and may be enhanced through coaching or mentoring. Management - Organization and coordination of the activities of an enterprise in accordance with certain policies and in achievement of clearly defined objectives. Management is often included as a factor of production along with machines, materials, and money. According to the management guru Peter Drucker (19092005), the basic task of a management is twofold: marketing and innovation. Practice of modern management owes its origin to the 16th century enquiry into low-efficiency and failures of certain enterprises, conducted by the English statesman Sir Thomas More (1478-1535). Motivation - Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2)

incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others.

Negative motivation - It is a threat to what one has or what he might achieve (loss of job, shift work) or motivation by the threat. This leads to a reduction in their own sense of values, lack of confidence in their own forces, defensive posture, creates frustration, depression is the cause of the conflict, rebellion, or cause to servility, excessive loyalism and laziness.

Organization - It is a threat to what one has or what he might achieve (loss of job, shift work) or motivation by the threat. This leads to a reduction in their own sense of values, lack of confidence in their own forces, defensive posture, creates frustration, depression is the cause of the conflict, rebellion, or cause to servility, excessive loyalism and laziness.

Productivity - Relative measure of the efficiency of a person, machine, factory, system, etc., in converting inputs into useful outputs. Computed by dividing average output per period by the total costs incurred or resources (capital, energy, material, personnel) consumed in that period, productivity is a critical determinant of cost efficiency.

CHAPTER 2:

REVIEW OF RELATED LITERATURE

This chapter contains a review of related literature and study both foreign and local, which have direct and indirect relation to the study. Different sources like books, published and unpublished thesis, internet and other references are used and able to have some relevant data. By the used of review related literature and study, the present and research get some important information that will help on how the positive and negative motivational factors affect in the relation of employees productivity.

RELATED LITERATURE

FOREIGN

Basics About Employee Motivation

By C. MacNemara (2001) - The topic of

motivating employees is extremely important to managers and supervisors. Despite the important of the topic, several myths persist -- especially among new managers and supervisors. Before looking at what management can do to support the motivation of employees, it's important first to clear up these common myths.

About Mission (in business and life)

By Ric Lobosco (2002) - With a clear

mission, values, vision and passion, one's efforts take on a whole new level of

effectiveness. The person pursuing their mission becomes fulfilled through their passion, creativity, love, motivation, and service. Others enthusiastically want to support and take part in it.

An American Crisis: Attracting, Retaining and Motivating Employees

By Don

Grimme (2001) - Good employees are hard to find... and keep! This article by leading employee retention expert Don Grimme uncovers the secret to attract, retain and motivate the best employees.

Are They Afraid of You?: Small Business Managing People - BusinessTown By NA (2001) - Ive often slipped a few questions into employee surveys to find out if they fear their managers. And guess what? They usually do. Distrust and fear are in fact the norm in traditional workplaces. The same workplaces where managers keep trying motivation programs, and keep complaining that the programs are no darn good

Help People Thrive at Work! By Susan M. Heathfield (2000) - How to recruit, retain, reward, and motivate staff currently tops your interest list. Doing these well is the most important strategic role of the Human Resources professional. In what other capacity can you contribute more to the success of your organization?

Reclaiming Our Resilient Spirit By Eileen McDargh (2002)- Has your spirit taken a beating? Eileen McDargh uses the acronym resilience to help you reclaim your resilient spirit.

Rethinking Motivation: Small Business Managing People - Business Town By NA (2001) - So please rethink your own behavior as a supervisor in order to ferret out any unintentional or intentional uses of threats. Threats dont motivate. Opportunities do. Move them toward the positive side of the motivation curve, not the negative side please! All threats do is create distrust and fear.

The Human Factor Is Vital In Rewarding Employees By Bob Nelson (2001)- How many business owners and managers, however, consider appreciating others to be a major function of their job today? At a time in which employees are being asked to do more than ever before, to make suggestions for continuous improvement, to handle complex problems quickly and to act independently in the best interests of the company, the resources and support for helping them is at an all-time low.

A Better Place to Work By Adolf Haasan(2002) - An AMA Management Briefing Book (short, for busy people, about 95 pages) is recommended for the quick course on worklife improvement and employee and staff motivating. Focuses on employees as the competitive advantage, and considers worker empowerment and autonomy, staff development and supportive work teams.

Bringing Out the Best in People By Aubrey Daniels (2002) - Probably one of the best selling books on the topic of motivating employees and written by well known psychologist and consultant, Aubrey Daniels. Because this is written by a psychologist, it is a good counter-balance to the pop psychology work of Alfie Kohn, whose work on rewards is very flawed.

Creating an 'Open Book' Organization By Thomas McCoy (2002) - An approach to business success that stresses the empowerment concept and creating employees who think like business partners. Practical, tool oriented to help overcome the us versus them mentality that separates management from employees.

Empowerment Takes More Than a Minute (One Minute Manager Series) By Ken Blanchard (2002) - Blanchard, probably one of the top ten authorities on management, takes on the issue of empowerment in the workplace. Since these days empowerment is seen as a solution to almost anything, it is an important book. Short, concise (as a number of Blanchard's books this goes on our recommended list. Suggested by folks like Stephen Covey and Harvey Mackay.

How to Recognize and Reward Employees(Worksmart Series)

By Donna

Deeprose (2002) - Another quick read book for the busy manager, supervisor, or human resources pro. Contains tend guidelines for developing formal recognition programs for employees, and a number of inexpensive ideas that can be implemented easily.

Rewarding and Recognizing Employees By Joan Klubnik (2002) - Another popular book on the subject of employee motivation, reward and recognition. As with several of the books on this page the motivation, reward and recognition ideas presented here are intended to be do-able without costing huge resources, or having to be a CEO.

LOCAL

By yahoo news MANILA, Philippines (2010)- Amid the scandals involving uniformed officers of the police and the military, Vice President Jejomar C. Binay on Saturday called on the alumni of the Philippine Military Academy (PMA) to rise to the challenge and teach discipline by example among their men. In a speech at the Philippine Military Academy Alumni Association, Inc. (PMAAAI) Annual General Membership Meeting at the Tent City of the historic landmark Manila Hotel, Binay noted that there is a need to reflect on and reassess the issue of military discipline in light of recent reports of crimes allegedly involving uniformed officers. The Vice President mentioned the reported cases of two Caloocan policemen using illegal drugs and another officer accused of raping a vendor. Both crimes were reportedly committed inside police stations. Binay also cited the plunder case against former Armed Forces of the Philippines (AFP) comptroller Carlos Garcia. "Bagaman iba-iba ang kalikasan ng mga kasong ito, nagkakapareho sila sa kanilang pinag-ugatan - ang kawalan ng disiplina (These cases may vary in nature, but they are rooted on a common problem - the lack of discipline)," Binay said. Binay added that lack of discipline among uniformed officers has made the public wary of their capability to protect and defend the nation. "If our protectors and defenders lack the very value that will guide them in carrying out the duties and responsibilities they were sworn to do, what then will happen to this country and the Filipino people?" he asked. Binay then urged the members of the PMAAAI to help inculcate and instill discipline in soldiers and police officers through personal example. He said PMAAAI members could serve

as "valuable instruments in propagating virtue in our people." "I have always admired the PMA for the kind of leaders it produces. The academy, as the premier leadership school in the Philippines, has always been a proud Alma Mater of well-rounded alumni instilled with discipline - the kind that does not just entail one soldier to obey his superiors and a particular code of conduct, but that would also be practiced in living up to the institution's ideals of integrity, courage, and loyalty," Binay said. "As PMA alumni and senior officials, you have the power to influence our young officers and cadets. They consider you as their mentors, who can serve as their motivation as they strive to become the respectable protectors and defenders that this country needs," he added. Binay cited the book titled "Principles of Leadership" which states that "good discipline depends on good leadership, not the other way round." "As PMA alumni and senior officials, you have the power to influence our young officers and cadets. They look up to you and hold you with great regard. They consider you as their mentors, who could serve as their motivation as they strive to become the respectable protectors and defenders that this country needs," Binay said. "As products of a premier leadership school, you can also be valuable instruments in propagating virtue in our people. Our society is laden with the cancers of greed, deceit, and contempt. You, who have been molded to uphold the ideals of integrity, courage and loyalty, can inspire them to follow your lead and be outstanding citizens that this country would be proud of," he stressed. The PMAAAI is composed of around 7,000 retired and active members of the AFP, the Philippine National Police, and the Philippine Coast Guard. During the

meeting, PMAAAI conferred Outstanding Achievement Awards to Defense Secretary Voltaire Gazmin, AFP Chief of Staff Gen. Ricardo David Jr., Philippine National Police Director-General Raul Bacalzo, former Philippine Navy chief Rear Admiral Danilo Cortez, AFP Vice Chief of Staff Lt. Gen. Reynaldo Mapagu, and Philippine Army Commanding General Lt. Gen. Arturo Ortiz. "May this award serve not just as additional feather on your cap, but also as a motivation to achieve more for the good of the Filipino people and the country," Binay urged the awardees.

RELATED STUDIES Internal recruitment in the hotel industry A thesis study of how internal recruiting affect employees motivation by Jakob Bjurgert and Johan Karlsson (2010) -Background and problem: Two years ago, we made a small case about the HotelScandic Rubinen. We became very impressed with the manager, who had worked his way from being a doorman to becoming the manager of the hotel. Learning about the ability to motivate others A thesis study Bachelors by Patrik Hansson and Sandra Borg (2010) - This thesis aims to clarify the discourse of motivation research in order to explain the design of leadership educations that are focused on motivation. It also seeks to examine

whether the educations clients perceive the program to be effective in improving their ability to motivate others.

Positive Reinforcement in e-Learning (2010) by Dan Eriksson - This thesis study on the effect on motivation when adding positive reinforcements, in the form of audiovisual rewards, to an e-learning application. Two e-learning applications (designed to teach Japanese Kanji) were created; one experimental version with audiovisual rewards (to act as positive reinforcements) and one control version without.

How stimuli by toys affect pigs growth, health and welfare by Carin Sdergren (2010) - Pigs do naturally have a high motivation to explore their environment. In a poor environment pigs still display this motivation and when there is no stimulation in the pen, pigs direct their behavior at pen-mates and pen components. Lack of stimulation can lead to decreased welfare and increased stress. Talents : The Key for Successful Organizations by Sara Ballesteros Rodriguez and Inmaculada de la Fuente Escobar (2010) - Taking into account the rapidly changing of the environment nowadays and the necessity of being different between organizations, this paper tries to show how to achieve a sustainable competitive advantage in companies, through talented people using talent management strategies. Here is included all theoretical framework where we will explain our understanding of talent management, talented people and the creativity as a talent.

Supporting the voice of students : Promoting self-determination in the classroom : an observational study of teacher motivational behavior by Bo Nurmi (2010) Motivation is an important factor when trying to understand human behavior and well-being (Ryan & Deci, 2002), especially for teachers since the occupation involves making students perform certain behaviors (Reeve, 2002). Building on

the Self-Determination Theory perspective of motivation the aim of this observational study was to describe and analyze the relation between teacher motivational behavior and student behaviors. How a merger in the operational combination stage affects employee motivation by Martin Malmstrm (2010) - This paper aims to examine how employee motivation is affected during the operational combination stage of a merger between two relatively small Swedish professional service firms. This is done through a quantitative study conducted by examining the relationship between employee motivation and three approaches; social identity, role conflict and acculturation. Students Motivation for Verbal Communication in the Classroom by Emelie Johansson (2010) - The purpose of this dissertation is to explore what underlying factors play into students motivation towards participating in verbal

communication in the classroom. The first aim is to find out what the students themselves express and believe motivates them to learn spoken English, and the

second aim is to find out what the students feel hinders them from engaging in verbal communication in the classroom. Effortful Control and Achievement Motivation of Institutionally and Family-Reared Primary School Children by Maryna Charnyshova (2010) - My primary objective in this study was to investigate the impact of the upbringing environment on the development of childrens effortful control and achievement motivation. Twentyfive SOS Childrens Village- and 33 family-raised children reported on achievement motivation, whereas SOS Village and family mothers assessed childrens effortful control along with emotion regulation as an additional variable. Reward System Motivating different generations. Thesis study of Volvo Car Corporation by Anna Axelsson and Sandra Bokedal (2009) - Background and research problem: In todays society it becomes increasingly more common to find different generations working side-by-side. Each

generation has its own characteristics and factors they are motivated by mainly based on experiences. Reward systems are often used to motivate employees to greater performance.

SYNTHESIS Based on the information gathered by some people in the books, thesis, and other reference, the employees productivity may be effective by fulfilling their human needs and wants, employees motivate in their work if theyre satisfy by the benefits they adopt. Treating in democratic style and encouraging employees. Expecting high performance for their employees serves as a key in the companies excellently. The proponents found out that if the company wants to achieve better productivity from their employees, they consider not only their own perceptions, self opinions, but also the employees too. It leads to a good feed back to the employees that encourage them to perform well, it helps also if the management treat them with respect and embraces them as a member of a team. The relevance of the presence study of the researchers to provide such information about the Motivational Factors Affecting the Employees Productivity of Puregold supermarket. It also serves as a key to the proponents to enlightened their mind in understanding on how to face some specific problems regarding their studies. It also gives additional information for the supermarket in managing and improving their skills in managerial supervision.