Theoretical/Conceptual Framework

Maslow Theory of Motivation also known as Maslows Heirarchy of Needs

established an ordered heirarchy of needs made up of five levels: physiological,
safely, social, esteem, and self-actualization. Lower needs, physiological, indicate
low satisfaction and the highest ,self- actualization indicates to high level of
satisfaction.
According to Miranda as cited by Alcoy (2010), the opportunity for
advancement is considered to be fundamental towards success. In an organizational
setting, the employee attains job satisfaction when his continuum of needs is
achieved or realized. The behavior of the employee in an organizationdepends on
various intrinsic and extrinsic factors. When some of these needs are recieved or
realized, the employee tends to be satisfied in his job and consequently, attain high
morale, resulting to employee high productivity while when these needs are not met,
it will cause employeelow morale and may affect the performance of employee.
As the future unfolds, motivation will, if anything, become an even more
important managerial problem. Work motivation is not stable; organizational changes
can cause it to fluctuate enormously. Consider some current trends in organizations
that could have significant implications for the way people feel about their work, their
willingness to do their work, the level of effort they are likely to expand, and the
quality of their performance :
* As a result and as a concomitant of downsizing, reward and compensation
systems are changing; people can no longer assume that their career path within an
organization will involve a series of promotions and regular salaries increases.
( Baker, 1990 )

* Performance evaluation and feedback systems are evolving, to include such

innovations as 360 feedback ( comprehensive performance feedbcak from peers
and subordinates, as well as supervisors.
Hackman and Oldmans (1976) model of job enrichment suggests that jobs
can be made more motivating by increasing each of the following: skill variety ( the
number of different skills required by th job ), task identity ( the degree of which the
job produces something meaningful ), task significance ( the importance of job ),
autonomy ( the degree to which the individual has freedom in deciding how to carry
out the work ), and feedback ( the degree to which the individual obtains ongoing
competence feedbcak indicating success in the work, ideally from the outcomes of
the work itself ).
Recent studies on motivation (Nadler & Lawler 2004; Northouse 2007)
suggest that people make decisions about their own behavior in a group setting
based on three concepts:
Every behavior leads to a certain outcome reward or punishment or
"What happens if I do more, or less, than I'm expected to?"
The value of the outcome (worth, attractiveness), or "What's in it for me?"
The probability of success, or "How much can I really do?"
Based on these ideas, we can assume that our firefighters will decide how to
behave based on their perceptions or expectancies of the degree to which their
behavior will lead to desired outcomes.
Different firefighters have different needs and expectations. Effective
motivation comes from recognizing that all firefighters are not alike and that we must
be flexible in order to accommodate their differences. To influence firefighters work

behavior and performance, understanding the proper motivation and dynamics that
will influence them to perform well at work and work hard.
This is further support to the variables of the study which is the training,
promotion and higher education such that, if there is a promotion in the organization
and a fair salaries in order to support their trainings and education

it tends to

increase the sense of professionalization of fire officers.

The researchers utilized the Maslow Theory of Motivation or also known as
Maslows Hierachy of Needs beacuse it is related to self-actualization, social
esteem and social status of an individual fire officer in order to attain the
psychological needs. This level of need refers to what a person's full potential is and
the realization of that potential. It describes the level as the desire to accomplish
everything that one can, to become the most that one can be. It is also determine
that to understand this level of need, the person must not only achieve the previous
needs, but master them. This motivation refers to focusing on becoming the best
person that one can possibly strive for in the service of both the self and others.

The connection of Maslow theory of motivation in the study, it will develop in

an organization that meets personnel needs and encouraging increase level of
performance. The theory offers a basis for personnel development with high
motivation to achieve organizational goals and objectives.
The researchers arrived on this theory because Maslow theory of motivation
encourages personnel to reach their full potential, promoting self-motivation through
opportunities to satisfy higher level needs of professional development.