The Factors Affecting the Productivity of the Employees Given the Intrinsic and Extrinsic

Motivation in Samonette Philippines Inc.

A Research Paper
Presented to the Faculty of the College of Liberal Arts and Communication
in General Sociology

In Partial Fulfilment
of the requirements for BESC102

By:

Jaira Micah P. Clavo

BSA16

February 16, 2016

Introduction

In today’s society and economy employees are well educated and relatively well
off. This fact strongly influences the mechanisms of motivation. Therefore, today’s
managers have to use a large variety of motivational instruments. This text presents the
most important mechanisms of motivation and their role at the modern workplace.
Manpower is considered as the most important factors in reaching the goals and
objectives of the firm or business. They are treated as the wealth of the firm and it is the
priority of the organization to provide their needs and to make sure that they do their
best in their job. From the article of Dr. Sullivan (2011), it was stated there that a certain
employer will be considered as a productive employer if he or she completed the work
at the given period of time and exerts effort to accomplish the task that was given to the
employer.

The research problem was all about how motivation really works to an employer
or labourer in the business. This research problem was chosen to know the different
factors of motivating people to do their job well. The reason why this research problem
was selected is to know and understand the factors of having a productive and
unproductive employees in the workplace. This problem is effective and relevant not
only to all the business firms and workplace but also in what organization or school do a
person belong. But this study was more focused about the business and workers. It is
important to know those classifications of motivation in order to discover it in ourselves
the factors why employees are doing well in the tasks given and what are the effects of
their productivity in the society.

This study specifically seeks to understand not only the reason behind the
productivity of an employee in the workplace and what motivates and employee to do
their job well but also the effects of their productivity in the society and economy. It is
important to know the product of having a productive employees.

Talking about the contribution of this study, it will make a difference. This study
will help us understand why there is motivation and how the Intrinsic and Extrinsic
motivation differ. It will help the readers to understand why the labourers need to do
their job well, what makes them make it. As an individual living in the society, we should
know the models, theories and types of motivation for the people to be aware of. The
society will also benefit from this in a way that they can use this as a tool to know what
is to be a good and productive employer.

Generally, this study has the objective of knowing the Intrinsic and Extrinsic
motivation of the employees and to understand how these two classifications differ. The
specific objectives of this study are;

 To know the basic factors affecting why there are productive and unproductive
employees.

The following questions that might fall under this objective are answerable by “YES” and
“NO” only.

1. Is there an essence of fairness when it comes to you and your co-workers and
boss
2. Are you happy with the profession you are in?
3. Do you have a good relationship between you and the other employees in the
company?
4. Do you love your job?

 To understand how motivation works in a person

The following questionnaires under this problem are answerable by “AGREE” and
“DISAGREE”.

1. Do you agree or disagree that it is your income that motivates you most in your
job?
2. Do you agree or disagree that it is the promotion you might achieve is the factor
that motivates you most in your job?
3. Do you agree or disagree that you were just wanting to be noticed in the
business organization you belong?
  To identify how the employees are being motivated to keep going and strive for
goal.

The questions that are answerable by “YES” or “NO” only.

1. Are you given that motivation even ore when you were being recognized brought
by what you have accomplished in your job?
2. Does the comfortable and complete facilities of the company helps you to do
your job easily?
3. Is there an evaluation in the company you belong?
4. Does the benefit you receive from the company is enough?
5. In you, yourself, can you now say that you are an example of a productive
employee?

The following objectives and questions above where about to use by the
researcher to gather data and in order to fulfil the said study. These questions are
closed questions.

According to Lahey (2012), Motivation refers to the internal state that activates
and gives direction to our thoughts, feelings and action. It is to where our mindset came
from. In the word motivation there are further models and theories and types that
explain and detail motivation. And for the questions “Why do we do the things we do?”
and “What is it the drives our behaviors?” There are a lot of theories and models that
suits and explains the two sample question but this study will only focus about the two
types of motivation. A brief background about these major two types arises from outside
(extrinsic) or inside (intrinsic) the individual. Extrinsic Motivation is a motivation that is
external to the activity and not an inherent part of it. An example for this type of
motivation is a rewards. An individual or an employee tend to work hard in her job to
gain income at the end of the month that he or she may use to sustain his or her needs
and also the family’s needs. And also the behavior is motivated by a desire to avoid an
adverse outcome. In contrast, people speak of Intrinsic Motivation when and employee
is motivated by the inherent nature of the activity, their pleasure of mastering something
new, or natural consequences of the activity. It also involves engaging in behavior
because it is personally rewarding; essentially performing an activity for its own sake
rather than the desire for some external reward. Example of which is an achievement, a
self-promotion. In order to satisfy the employee’s need to be the best, he or she should
be productive and manageable to.

At the same time, the increasing life standard largely influences human behavior,
and underlies all processes conducted in major organizations. Globalization, declining
birth rates in developed countries and other factors force managers to focus on the
actual process of motivating their employees, which has become indispensable in
achieving management performance. Motivation leads to self-realization of employees
as a way of his or her optimal development and personal fulfilment. According to Haucer
(2014), In early 2009, the Gallup Institute published a study on the motivation of
German companies. This study is the result of a survey on a total of 1,900 employees.
The survey was conducted in the months November and December 2008. These are
the results of the Gallup Study: Approximately 90% of employees surveyed do not
consider themselves as owing anything to their 240 employer and the work at their
workplace is strictly limited to following and performing the tasks defined by the
management. Only 13% of workers do their duty diligently and identify with the
company, 67% of staff are strictly limited to performing their necessary duties and avoid
further efforts and voluntary activities. 5% of all employees were found to be completely
demotivated. Worrying is the fact that up to date these results have remained stable,
with a negative impact on business. The main cause of employee motivation is desolate
situation of their management, explained by the lack of professional competence of
employees in positions of responsibility. This lack of qualification leads to inappropriate
use of the work potential of employees and promoting their professional skills, a
situation that leads to a clear result: DEMOTIVATION OF EMPLOYEES.

Given that the success of an organization depends largely on human capital and
its motivating factors, there is a need for an actual analysis on both motivating factors
applied, and on the possibility of taking them into the motivation system of employees in
the Philippines.
Methodology

This research is a Descriptive-Quantitative Method since it needs an

interpretation of data and results. The study will be conducted among 20 employees in
Samonette Philippines Inc. The sample employees will be chosen using a random
sampling technique. As regards the respondents, they will also be chosen using a
purposive sampling technique. The instrument that will be used in gathering data is
survey. The survey will be conducted through validated questionnaires that were
distributed by the researcher through online. The researcher will seek for the consent
from the employees of SPI regarding to their insights and opinion about motivation. A
total of 20 questionnaires will be given online to the chosen respondents. The data
gathered will be counted and analyse according to the total number of answers of the
respondents from the given survey questions online.

The researcher arise with the idea of having a topic about the inside (Intrinsic)
and outside (Extrinsic) motivation of employees to determine the factors of motivating
people in their job. Samonette Philippines Inc. is the chosen business organization of
the researcher to conducted survey and gather data because it is the accessible
business company for the researcher and also there are several employees employed
in that company. In order to fulfil the information needed, the researcher will also use
online databases of Aklatang Emilio Aguinaldo which is the EBSCO host. EBSCO host
is the most convenient way of getting full access genuine information. Through other
sources, aside from using online database EBSCO host, specifically in Archives and
Thesis Section and Periodical Section, the researchers can provide a major evidence
that will uphold the study. The last part to fulfil the study is to gather the results to be
discussed. To make it easy, the gathered data will be tallied separately before it will be
combined all in all to get the frequencies and percentage.
Results

This chapter of research paper represents the quantitative findings of data from
the respondents that serves as the subject of the researcher for this paper which are
presented in table.

Objective 1. To know the basic factors affecting why there are productive and
unproductive employees. The questions under this objective are the minimal reasons
why they did well in their job.

Questions YES Percentage NO Percentage

a. Is there an essence of fairness when 13 65% 7 35%

it comes to you and your co-workers
and boss?
b. Are you happy with the profession you 14 70% 6 30%
are in?
c. Do you have a good relationship
between you and the other employees
in the company? 16 80% 4 20%
d. Do you love your job? 15 75% 5 25%

PERCENTAGE 72.5% 27.5%

The first objective is to know the basic factors why there are productive. Majority
from the chosen respondents of Samonette Philippines Incorporation affirmed that there
is an essence of fairness when it comes to the employees and co-employees and boss.
It seems that the employees from that company are happy and built a good relationship
between each other. From the data gathered, the questions given by the researcher
gained a positive answers and somehow find out the factors why the employees are
productive.

Objective 2. To understand how motivation works in a person. The response of the

subjects will helped the readers discover how does

Questions AGREE -Percentage DISAGREE -Percentage

a. Do you agree or disagree that it is

your income that motivates you most
in your job? 14 70% 6 30%
b. Do you agree or disagree that it is
the promotion you might achieve is the
factor that motivates you most
in your job? 12 60% 8 40%
c. Do you agree or disagree that you
were just wanting to be noticed in the
business organization you belong? 9 45% 11 55%

PERCENTAGE 58.3% 41.7%

Majority of the employees agreed that it is income that motivates people even
more in their job. It is where our needs came from. They also agreed that promotion is
also the factor why they are motivated. And according to the gathered data it says that
from the respondents, they are not into how people in the organization are going to look
up to an employee. That’s why they disagreed that they just want to be noticed in the
business organization they belong.
Objective 3. To identify how the employees are being motivated to keep going and
strive for goal. Aside from the questions given above, the questions under this objective
will help us understand more the reason why they persevere in their job.

Questions YES Percentage NO Percentage

a. Are you given that motivation even

more when you were being recognized
brought by what you have accomplished
in your job? 14 70% 6 30%
b. Do you find your job enjoyable? 15 75% 5 25%
c. Is there an evaluation in the
company you belong? 0 0% 20 100%
d. Does the benefit you receive from the
company is enough? 11 55% 9 45%
e. In you, yourself, can you now say
that you are an example of a
productive employee? 11 55% 9 45%
PERCENTAGE 51% 49%

As what is indicated in the table, the employees that are often being recognized
by what goal or achievement they have done to make their job well really motivates and
helps them excel in whatever tasks they are about to accomplish. Some of them find
their work enjoyable that is why they are motivated to make it well. In the company
there’s no evaluation for the employees in the workplace the respondents belong. 60%
of the respondents are contented to what benefit they gain from the company, while
others somehow do not. They also consider themselves as a productive employees of
Samonette Philippine Incorporation. These gathered data from the respondents and the
questionnaires given are relevant to the given objective because with the help of these
questions we can know the inside part of the story on how they strive or the possible
factors on how they achieve their goals in job in the workplace.

Discussion

This chapter of the paper includes the analysis and interpretation if the gathered
data also its inference and justifications from the gathered literatures and studies.

Objective 1.

“It is given that the success of an organization depends largely on human capital
and its motivating factors,” – Laurentiu Hauser (2014). This is because the employees
play a big role in the production of labor in the business. They serves as an asset or
wealth of a company. Not only in their ability and capacity to do their job are being given
importance here but also their intellectual skills that is also an important recipe or tool in
making a new alternative or idea that will help in giving a company or a business a big
name and good credibility. Some of these are the reasons why we need to know factors
that affect the productivity of an employee in the workplace.

Equity is needed in the company. That’s why the employees felt the essence of
fairness in them. It is by having a fair judgement for the people inside the organization.
Employees are also happy with the profession therein because they were in the right
position in the business. Also having a good relationship with other co-employees also
helped them enjoy the work and help establish good satisfaction in each other. This is a
Positive Motivation that is based on amplification of personnel satisfaction from
participation in the labor process as a result of performing assigned tasks in the conditions
that the required level of tasks accomplishment is accessible to the most employees.
Negative motivation is based on threat of personnel with satisfactions reduction if they
don’t realize exactly the targets and tasks assigned, whose level is very high,
inaccessible, in the circumstances given, to a considerable part of employees (Lazăr et
al., 2006). From the data gathered by the researcher, it is shown that a positive
environment is a basic factor why employees are motivated to do their job well and helps
to have a healthy environment.
 According to Herzberg, a pioneer in motivation theory, there comes a dual-factor
theory people have two main sets of need. First is hygienic needs that is influenced by
physical and physiological conditions at the workplace, which cannot motivate employees
but can minimize dissatisfaction, and motivational needs, described by Herzberg as very
similar to the higher-order needs of Maslow's hierarchy theory. Hygienic needs are met
with hygiene factors or inhibitors: supervision, interpersonal relations, working conditions,
salary, company policy and administration, benefits and job security. They create
satisfaction by fulfilling individuals' needs for meaning and personal growth. When these
factors, tied to the context of work environment, are unsuitable, job dissatisfaction ensues.
Motivational needs are met by motivator factors or satisfiers: achievements, recognition,
work itself, responsibility and personal growth. They are tied to the nature of the work
itself. Factors leading toward job satisfaction are those that fulfil individual's need for self-
actualization at work. The high intensity of hygiene factors does not necessarily leads to
job satisfaction, but is instead related to a neutral state, characterized as neither
satisfaction nor dissatisfaction. In contrast, the high presence of motivator factors
normally leads to high job satisfaction. Results of Herzberg’s studies reviled specific
factors associated with job satisfaction and dissatisfaction. Since motivating factors
(achievement, recognition, the work itself, responsibility, personal growth and
advancement) did not overlap with hygienic factors (company policies, supervision,
relationship with supervisor and peers, work conditions, salary, status, security), he draw
two main conclusions. Satisfaction is not the opposite of dissatisfaction–instead, it only
means no job satisfaction as such. The same is true for job dissatisfaction (absence of it
does not immediately imply satisfaction). Only by eliminating dissatisfying job factors the
performance at work will not be enhanced. In fact, even with best treatment of the hygienic
factors, employees will be neither satisfied nor dissatisfied. It is only through boosting the
motivating factors that a company can realistically expect enhanced motivation of their
employees. Also, Herzberg’s results indicate that the effect to increased motivators lasts
far longer that for the hygienic factors on employees’ attitudes.

From the gathered data, the possible factors that affects the productivity of the
employees are the equality between the employees and the boss, the good relationship
between co-workers, their love for their job, that serves as a positive motivation and
establish a self-satisfaction in theirselves.

Objective 2.

When an individual is extrinsically motivated, he or she performs some act

because it has some instrumental value. For example, an extrinsically motivated
employee will perform his or her job, at least in part, because the work is a means of
obtaining an income. Although it is typically believed it is best for an individual to be
intrinsically motivated (Eccles 2005), the importance of extrinsic motivation should not be
neglected. Indeed, both intrinsic and extrinsic motivation has been shown to be important
with numerous variables ranging from performance to well-being (Ryan and Deci, 2000).
If importance to the current study is that attitudes (e.g. attitude towards technology) are
linked to employee motivation. More specifically, attitudes can result in the motivation of
an employee to behave in a certain fashion, though a specific attitude usually does not
relate to a specific motive on a one-to-one basis (Pinder 2008). However, extrinsic (Fagan
et al. 2008) and intrinsic motivation (Hwang and Yi 2002) have both been shown to
positively correlate with intentions to use computer-based technologies. Again, intentions
to use technology are the primary predictors of the use of technology (Bhattacherjee and
Sanford 2009). Accordingly, we posit that a positive attitude towards technology should
be linked to greater intrinsic and extrinsic employee motivation in the workplace.

(Ryan and Deci, 2000). Intrinsic motivation regarding the work activity comes from
the direct relationship between employee and task. Feelings of accomplishment,
fulfilment, challenge and competence in relation to work are examples of intrinsic
motivational factors. Sources of intrinsic motivation can be found in nature and
importance/utility of social work and in self-realization. Extrinsic motivation comes from
external work environment, motivational factors being represented by rewards and
sanctions. Operant theory argued that all 118 behaviors are motivated by rewards,
intrinsically motivated activities on it said to be those for which the reward is the activity
itself (Ryan and Deci, 2000). From what is shown in the data, that Income as an external
factor, and promotion as an internal factor why they do their job well. Getting noticed by
your co-workers was never related to motivating factors of the employees because having
that kind of environment does not show a healthy and positive vibes in the business. This
is related to Negative motivation. Again, as what is stated from the gathered data from
Objective 1, that employees in the Samonette Philippines Incorporation has a good
relationship with each other.

Objective 3.

According to Pinder (2008, p.11), “Work motivation is a set of energetic forces that
originate both within as well as beyond an individual's being, to initiate work related
behaviour, and to determine its form, direction, intensity, and duration”. Employees are
the one who do the labor in the business. They are also the reason why establishments
and businesses earn income. It is important to know the importance of the employees
and the advantages and benefits they can get from the company.

Pinder alludes to the belief that one's motivation can be either intrinsic or extrinsic,
a distinction popularised by Self Determination Theory (SDT; Deci and Ryan 1985).
According to Deci and Ryan's SDT, when an individual is intrinsically motivated, he or she
performs some act because it is inherently appealing and pleasurable. Again from the
data gathered from this objective many of them find their job enjoyable. It is from the Self
Determination Theory of Deci and Ryan. Most of them are intrinsically motivated to
perform his or her job well.

And as a company that involves a businessman/women, boss and any other

manager of the business and working environment, an employee of every organization
must be evaluated in order to monitor themselves and in order to know who really work
well. It is important to know the performance of the employees. Majority of the company
has an evaluation especially to huge business company example, De La Salle University,
Dasmañas. But Samonette Philippine Incorporation is not conducting an evaluation
because according to one of the managers of the company they only have a few number
of employees who worked there and there’s no need for such evaluation.

“Motivation is the art of getting people to do what you want them to do because
they want to do it.”—Dwight D. Eisenhower. It is important for the managers to know if
what really motivates an employee/s for them to work well. It is also important to consider
their needs in the workplace (Ferguson 1987, 149). And as employees, they are given
motivation to work and do their job well and to be productive if in return to it they will be
given a recognition because it will serves as a good reward for them.

As an individual, when being recognized, tends to do job well and work even more.
When an employee think that he or she do his or her best in the company, he or she
consider that he or she is an example of a productive employee. Being a productive
employee is when he or she accomplish the goal, using limited resources without a huge
amount of wastes and sees the effectivity of work being done in the workplace. And also
being a productive employee is when an individual enjoys what he or she is doing, getting
the right benefit of the employee and the recognition of what they have done in the
business.

Conclusion and Recommendation

This is the last part of the paper. It indicates the implications, final worth of the
study and the recommendation of the researcher for the readers of this paper.

Conclusion

Objective 1.

Based from the data gathered that the basic factors that motivates an employees
is simple having a positive environment in a workplace. Given those factors—having an
essence of fairness with co-employees and boss, being happy with what profession they
are in, having a good relationship with the people inside the workplace and have the love
of job.

Objective 2.

Intrinsic and Extrinsic Motivation has this major effect in making people motivated
and goal-driven in what they are doing. This two major types of motivation is really
relevant not only to the employees but to all people who are goal-oriented and goal-driven
person.
Objective 3.

Recognition from the head of the company, enjoyable and interesting job, and
benefit coming from the company are the other factors why there are productive
employees in the workplace. Having an evaluation and considering yourself as a
productive employee is also a factor.

In summary, all of the data given are the factors of having a productive employee.
There are a lot more theories and models about Motivation but this study is only focusing
on two basic types which is Intrinsic and Extrinsic Motivation.

Recommendation

This study conducted by the researcher is not only for the employees and students
who are studying related to business but also to everybody who want to know the basic
factors of having/being a productive employee. This study will also help people in the
society know the relationship between the boss and the employees in the workplace that
affects their performance in their job.

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