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Chapter 1

The Problem

Introduction

Work pressures and complex environment in the society are bringing huge

changes in the behaviors and attitudes of people during their working hours. It is

always of high priority of every organization to increase the productivity and

efficiency with the help of high level performance. Satisfied work forces are the

only source through which high level of performance can be achieved by an

organization. They always try to bring increment in their job and improve their

performance more than needed. To accomplish the organizational objectives,

every organization struggles to give maximum satisfaction to its employees.

People work for wide variety of different reasons. Some people want money,

some want challenge, and some want power. What people in an organization

want from work and how they think they can achieve it, plays an instrumental role

in determining their motivation to work. Managers need to understand the nature

of individual motivation, especially as it applies to work situation. Managers within

organizations are primarily responsible to ensure the tasks or job is done through

employees in the right way. To achieve this, they must ensure that they have a

competent personnel department for the recruitment of the best employees that

are capable to do the job. To optimize employee’s performance there is need for

the employees to be sufficiently motivated. Certo (2016) describes motivation as

giving people incentives that cause them to act in desired ways. Motivation has
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also been described as the process of arousing and sustaining goal-directed

behavior (Nelson, 2013). Motivation is seen as one of the most important factors

in issues related to human resources management and organizational behavior

management (Nelson, 2013). Employee motivation affects productivity and

poorly motivated labor force will be costly to the organization in terms of lower

productivity and performance, excessive staff turnover, increased expenses,

frequent absenteeism and negative effort on the morale of colleagues (Jobber

and Lee, 2014). It is well known fact that the success of an organization largely

depends on the quality of its human resource, irrespective of the industry within

which it operates (Deci, 2013).

Some organizations have been known to experience a high staff turnover

despite offering above average salaries (Aguinis, 2012). This tells that money is

not the only way to motivate employees. Additionally, different people are

motivated by different factors. It is important for managers and supervisors to

understand what motivates individual employees, and not assume a one-size fits

all approach (George and Jones, 2013). Human Resources must put an effort to

contribute solution on the emerging dilemma in the workplace concerning the

employee’s performance because the success of the employee is the success of

the organization and vice versa. Proper motivation turns an employee into a loyal

asset and helps in maintaining the retention rate because well motivated

employees are an asset to the organization and they write the success of

organization. Theories of job performance offer that motivation is a key

determinant of performance. The role of motivation in the work context has been
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studied to understand what causes employees to try hard to do well, or more

specifically what causes the direction and persistence of voluntary actions that

are goal directed (Mitchell and Linden, 2012). It is therefore imperative that

managers understand what motivates employees and also how to motivate them

effectively (Deci, 2013).

In the Philippine setting, government employees are put into pressure to

ensures the continuous and efficient delivery of government programs and

services. The speed of achieving the goals and objectives of the organization will

depend not only on how the person work but also on the environment and

conditions in which they work. The classical Hawthorne studies and other similar

investigations in the field of industrial psychology have provided enough

evidence that workers work more for other factors than those considered

important for them by the organization. Diversity at workplace has provided with

substantial magnitude of problems, the big difference between employees in

every organization means that there is no best way to deal with such problem.

What motivates some employee to perform very well may be discouraging to

other employee, therefore it poses a big challenge to present day. In this

situation it is much needed for any organization to give benefits as a motivation

factor to work harder. This will make them realize how much their potential is

important for the organization. Apart from human considerations, keeping the

workers reasonably satisfied on the job is the demand of expediency for the

smooth organizational functioning in the present day set up.

(Insert) EO regarding the contractualization in the government

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One of the most affected agencies in the government regarding the

executive order is the Department of Social Welfare and Development Field

Office V. The DSWD is responsible for the protection of the social welfare rights

of Filipinos and promote social development. It serves a thousand of

beneficiaries from different programs of the government being implemented by

the agency. The number of beneficiaries requires a big number of implementers,

because of this the agency allows the procurement of services. Aside from

permanent position, they hired employee on contractual status to ensure the

continuous and efficient delivery of government programs and services, such as

in the implementation of projects requiring personnel with skills or expertise not

available in the agency, or implementation of time-bound projects or tasks which

renders the hiring of permanent employees impractical and more expensive.

(Explain the importance of employees in this situation, the contribution of

the employees on the emerging problem of the situation. What will be the effect

to the contractual employee and also the side of the permanent employees)

In this study, the researcher looked into the relationship between

employee’s motivation and job performance among DSWD Field Office V. In this

way the researcher will able to determine the problem and drawn a possible

conclusion and use to facilitate the organizational development. It would enable

the management in decision making through careful analysis of the research

output for the benefit of the organization and bring out a positive change.
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Statement of The Problem

This study aims to determine the relationship between employee

motivation and job performance among contractual and permanent employees of

DSWD Field Office V. It specifically sought to answer the following questions:

1. What motivational factors have been availed (are being experienced by) of by

the Contractual and Permanent Employees of DSWD FO V in terms of: (if “in

terms of “ it should be categorized. Example: A) Rewards A.1 Tangible Gifts, A.

2. Recognition

a. Compensation

b. Rewards

c. Recognition

d. Workplace Conditions

e. Words of Affirmation

f. Acts of Service

g. Tangible Gifts

h. Quality Time

i. Physical Touch (other terms)

2. What is the performance of the Contractual and Permanent employees of

DSWD FO V?

3. What is the magnitude of relationship between motivation factors and Job

Performance?
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4. Is there a difference in the motivational factors of Contractual and Permanent

employees?

5. Is there a difference in the job performance of Contractual and Permanent

employees?

Scope and Delimitation

This study is limited to the contractual and permanent employees

both from administrative and operations division of Department of Social Welfare

and Development Field Office V with complete data such as performance rating

form their Individual Performance Contract and Review (IPCR) last 2018. A total

of 331 employees was the total target population of the study, each of them were

given a questionnaire to answer and some are sent through to their e-mails but

unfortunately due to some urgency of service of other employees and also the

time constraints, they won’t be able to send back the questionnaire at a given

period of time. Hence, the researcher concentrates on the retrieve questionnaires

from other employees. Out of 331 target population, the researcher focus on the

196 employees as the total number of respondents of the study.

This study assessed the job performance and explores the employee’s

motivation such as compensation, rewards, recognition, working condition and

employee’s language of appreciation such as words of affirmation, act of service,

tangible gifts, quality time and physical touch. In particular, a questionnaire was

given to the employees and documentary analysis was also conducted to the

Human Resource Management Division.

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Significance of The Study

The study will prove beneficial to the employees and administration in

addressing the issue. The findings would bring awareness to them regarding on

the possible ways on enhancing the capabilities of the employee and

motivational strategies that may on some point may affect the performance of the

organization. Furthermore, this will also serve as a drive not only to the regional

office but to the entire bureaucracy in effective and efficient managing to the

following:

Contractual Employees. This will enhance their performance and work

effective and efficient. Thus, this may help boost their confidence to work and

improve their employee morale and career motivation. Also the result of this

study could help determine the employees on what kind of motivational factors

that can affect their performance in order to come up a possible way to improve

their performance and to eliminate the turnover rates.

Permanent Employees. This study will help to improve more on their

performance and career motivation and as a result of this study will determine

the possible and effective ways to create motivational factors to eliminate

employee burnouts.

Section and Division Heads The study will benefit to the different

section/division of the agency because they will be aware of what are the

motivating factors that affect to employee’s performance. Specifically, to the

section/division they are in.

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Department of Social Welfare and Development. The result of this

study help the agency in evaluating the performance of each employee in

implementing the program. This may also give additional information and

knowledge regarding their employment and most specially to know their status in

their workplace.

Field of Management. The result of this study may provide knowledge on

the aspect of human resource management on how the organization should treat

and accommodate the situation for the employees and how to motivate them to

improve and to enhance their capabilities in performing their job. This will also

help in forming a possible action on molding and enhancing the capabilities of

each employee.

Other Government Agencies and Institutions. The result of this study

would be used as reference to other agencies and institutions in performance

assessment and career motivation. In designing possible ways and programs to

help improve their overall performance as whole.

Master in Management major in Human Resource Management. The

result of this study may provide valuable insights that can be used in the

enhancement of the course Master in Management major n Human Resource

Management to better prepare the students in handling management issues

specifically on human resources.

Researcher The result of this study will help the researcher to gain

knowledge and understanding in employee motivation and performance. This

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may serve as a reference which may use for conduct of similar and future

studies.

References

Baron, H., Henley, S., McGibbon, A. & McCarthy, T. (2002). “Motivation

questionnaire manual and user’s guide”. Sussex: Saville and Holdsworth Limited.

Boamah Richard, B.A Social Sciences (Hons), The Effect of Motivation On

Employees’ Performance: Empirical Evidence from The Brong Ahafo Education
Directorate, Department of Managerial Science: School of Business, KNUST
College of Art and Social Sciences

Certo, S. C. (2016). Supervision Concepts and Skill-Building. New York, NY:

McGraw Hill.

Deci, E. L. (2013). Intrinsic Motivation. New York, NY: Plennum Press

Elizabeth Wairimu Waiyaki, Effect of Motivation On Employee Performance: A

Case of Pam Golding Properties Limited, Nairobi

Jobber, D. & Lee, R. (2014). A comparison of the perceptions of sales

management and salespeople towards salesforce motivation and demotivation.
Journal of Marketing Management, pg. 325-332.

Nelson, Q. (2013). Principles of Organizational Behavior. Boston, MA: Cengage

Learning.
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Chapter 2

Review of Related Literature and Past Studies

There are notable researches conducted and related studies from different

authorities (delete) that have (has) bearing in this recent (delete)study which is

collected by the researcher. Also, it contains the theoretical and conceptual

framework and definition of terms for further understanding.

Related Literature

A thorough research on both foreign and local literature was conducted to

provide valid and strong foundation of this study. The review provided the

research with adequate knowledge and concepts that are helpful in the conduct

of the research work.

Filipinos are well-known to give high regards to close family ties. They

ensure to land on high-paying, stable jobs and see to it that they attend to their

family’s needs with just enough left for themselves. What are the odds if the only

available job for them is terminus after several months? How could a contractual

worker ensure that he may be able to provide food on the table for next few

months after his contract expires? His employer may opt to renew his contract,

but what if they choose not to? What happens to him and his family after that?

Employment has always been a recurring issue in the Philippines. Whether a

new President or a new set of lawmakers have been elected or new leaders in

the Cabinet have been appointed, it is of no doubt that employment, be it

unemployment or underemployment, is a controversial issue. As a solution, the

government has been coming up with laws and programs on how to effectively
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deploy the unemployed while giving equal opportunities for the rest. One of which

was the concept of contractualization. The DOLE Department Order No. 174

signed last March 2017 is the latest amendment pertinent to this recurring issue,

specifically to that of the workers’ security of tenure. Although it is of no question

that the said Department Order seamlessly addresses the concerns

aforementioned (delete), However, it needs some of its particulars necessitate

(delete) more clarity and emphasis, especially its applicability to a number of

case-to-case bases.

The literature above shows the actual situation of the Philippines labor

market. Some people work for a minimum wage for a living just to provide for

their family’s needs. The government presented a policy that address to this

issue and presenting programs that will enable workers not only to have a job but

to have a permanent job. The policy which aim for a totally terminate ENDO or

the practice of contractual employment is a motivational factor for employees and

provide a picture of pro-employed rather that pro-employment.

Related Studies
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Synthesis of The State of the Art

Gap Bridged by the Study

Employee’s assessment has been studied and conducted for many years.

There are many tools presented in evaluating every employee, however this tools

in some manner only focuses on their performance not realizing the cause of it.

In Philippine setting, only the performance assessment is being conducted

to evaluate the employee’s annual performance. No specific tool was conducted

regarding employee’s year –end motivation assessment and how it affects

employee’s performance. A lot of work issues are kept hidden just to perform the

job and meet the target. Employment issues were discussed, analyzed and

identified by both foreign and local studies, it must be accommodated in crafting,

designing possible evaluation tools in the future and creating new program and

activities that may enhance and improve the performance of each employee.

These are the gaps the present study intended to bridge. Specifically, in DSWD

Field Office V- a government agency in the Philippines which is responsible for

implementing the program of the government on livelihood, community

rehabilitation and social welfare programs.

Theoretical Framework – (2 Framework for Employees Motivation and for

Employees Job Performance)

Conceptual Framework

The key to unlock and increase the productivity lies in the proper

management in workers with the concern of balancing their needs that may affect
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performance of the workers and the effect will be on the performance to the

organization. Department of Social Welfare and Development Field Office V has

employed employees under contractual status to continue and mobilized the

program of the agency accompanied by permanent employees of the regional

office. Contractual employees are the appointed position to a person whose

employment in the government which is limited to one year but maybe renewed

unlike the permanent employees are regular employees directly employed by the

agency and do not have a predetermined end of employment. During the start of

the year employees of the DSWD are mandated to provide the annual target

output and commitments per program considering the thrust and priorities of the

agency for the year. Set of targets must be achieve within the year. Considering

the motivational factors, the will improved the productivity and allow an

organization to achieve higher levels of output only if the employees are properly

motivated in their work of place. Motivation factors are conditions where

employee experiences a feeling of personal accomplishment and satisfaction to

perform their job. In order to produce a more productive performance from the

employees. Once the employee is motivated this will produce actions that

engage positive emotions. The feeling of self-driven and being confident will

create a positive response that produces effective performance which will reflect

to the agency’s overall performance.

TARGET
OUTPUT/
EMPLOYEE EMPLOYEE
COMMITMENTS MOTIVATION EFFORTS

CONTRACTUAL
COMPENSATION HIGH LEVEL
PERMANENT REWARD PERFORMANCE
RECOGNITION
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Figure 3. Conceptual Framework

Definition of Term

Reference:

 https://readingraphics.com/book-summary-the-5-languages-of-
appreciation-in-the-workplace/
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