Nueva Ecija University of Science and Technology: General Tinio Campus

Republic of the Philippines
NUEVA ECIJA UNIVERSITY OF SCIENCE AND

Cabanatuan City, Nueva Ecija, Philippines
TECHNOLOGY
ISO 9001:2015 CERTIFIED
GENERAL TINIO CAMPUS
THE ROLE OF MOTIVATION IN SUPERVISION

(DEM 323 – Supervision of Instruction)
Reporter: Allan Jason P. Sarmiento

Professor: Mark Clester A. Rufino, PhD.
A. DEFINITION OF MOTIVATION
Motivation is the process that initiates, guides, and maintains goal-oriented behaviors. It is
what causes you to act, whether it is getting a glass of water to reduce thirst or reading a book to
gain knowledge. It seems clear that the motivation serves as the steering and driving behavior to
achieve a purpose.
Motivation involves the biological, emotional, social, and cognitive forces that activate
behavior. In everyday usage, the term "motivation" is frequently used to describe why a person does
something. It is the driving force behind human actions.
Psychologists have proposed different theories of motivation including the humanistic

theory, such as Maslow’s hierarchy of needs. The reality is that there are many different forces that
guide and direct our motivations.
In education, motivation is one of the most important factors for improving the performance
of teachers in performing their duties so as to get maximum results and the achievement of a goal
expected.
Motivation is the human movement engine. A motivated person has creativity, symbolic
role and innovation, and creates the desire to drive himself and others, making the system dynamic,
he is an entrepreneur. Therefore, school managers with no motivation frustrate the objectives of
learning, decrease student's academic success and willingness to study, and eventually cause lack of
motivation in teachers
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There are some characteristics of people who have high motivation such as:
1. doing things as well as possible,
2. doing something to achieve success,
3. completing tasks that require effort and skills,
4. desire to be famous or to master a particular field,
5. doing a difficult job with satisfactory results,
6. doing something very meaningful, and
7. do something better than others.
B. THE TWO TYPES OF MOTIVATION
Motivation is power or energy from within itself (intrinsic) or from outside (extrinsic) in
maintaining, arousing and mobilizing efforts and behaviors to achieve goals or job satisfaction.
1. Extrinsic Motivations are those that arise from outside of the individual and often involve
rewards such as trophies, money, social recognition or praise, and communication with the
personnel in the work environment
2. Intrinsic Motivations consists of a sense of responsibility in doing the job, passion to

achieve job satisfaction; spirit in improving livelihoods, the behavior of self-development
C. MOTIVATION IN SUPERVISION
In supervision, supervisors, like other employees, can struggle to stay motivated, resulting
in lost productivity. Motivating and engaging supervisors begins with understanding and
addressing the wide range of motives influencing them. What motivates one may fail to motivate
another, and many organizations ignore the impact that different types of motivation have on a
supervisor’s job satisfaction and turnover.
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Supervisors who are externally motivated work hard for recognition, financial rewards, or
promotions or perhaps even to avoid sanctions or termination. A good compensation package,
along with opportunities for recognition and advancement, boosts external motivation.
Meanwhile, supervisors who are internally motivated are pursuing their own values, goals,
and interests. They are acting in accordance with who they really are, which varies for each
supervisor.
A supervisor has many duties. One of the most important ones is to motivate and inspire
employees. Only motivated staff members will perform at their best and be maximally productive.
Here are some ways supervisors can motivate their employees.
1. Praise. People want to know if they’ve done a good job. The positive assessment from a superior
position can be a powerful spur to productivity. While you shouldn’t tell a worker they did well
when they didn’t, honest praise is a valuable motivational tool. Positive feedback will make an
employee want to continue their success forward to their next project. Knowing your work is
valued will help to motivate anyone.
2. Encourage autonomy. People are happier and more motivated if they feel they are in charge of
their own destiny. Don’t be a micromanager or a control freak — an overbearing attitude will
destroy morale. If an employee can handle it, let them have a freer reign. You don’t need to be
staring over their shoulder on every project. Your workers will enjoy their jobs more (and do better
work) if they have more freedom.
3. Treat them with respect. Just treating your employees like they are intelligent adults can help.
Sadly, many corporate motivation campaigns are juvenile and insulting. Motivational posters have
never motivated anyone, and team-building exercises are often a waste of time. Simply acting as if
your workers are competent, sensible, and trustworthy can be a powerful motivator all on its own.
4. Allow honest criticism and complaints. Nothing’s more frustrating for a worker than feeling
they can’t openly express their opinion on a touchy subject. Your subordinates will be much
happier if you let them voice their complaints openly and plainly. Don’t bite an employee’s head
off if they come to you with criticism. Of course, you must preserve your position of power — but
you can allow plenty of leeway before your authority is compromised.
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5. Ensure a healthy work life balance. Your staff doesn’t want to be worked to the bone. While
riding your employees hard may boost productivity temporarily, the accompanying drop in
motivation will ultimately be more significant. Workers can only be happy and energetic in an
environment that respects the need to balance work and free time. So don’t demand overtime every
week, and let your employees take time off if they have good reason.
6. Be fair. A boss who has double standards for pet employees will destroy office morale. One
person receiving more than their fair share of credit (or money) devalues the efforts of everyone
else. Employees left out in the cold will feel depressed and unappreciated. Adjudicate any disputes
between employees in an impartial, even-handed way. While you’ll especially appreciate certain
workers, don’t give them perks they don’t deserve — managers need to motivate all their
subordinates.
D. EFFECTIVE FACTORS IN ENHANCING SCHOOL MANAGER'S JOB MOTIVATION
More views on the subject of motivation reflect on the philosophical aspects derived from
specific and pervasive patterns that solve the problems of education administrators and school
officials. Therefore, understanding motivation and the factors that drive the human resources is one
of the most complex areas of psychology, education, and management training
Naeli believes that the basis of motivation in education is in the emotional context of school
administrators. Henri Pestalozzi, a great Swiss trainer in education, believes that the basis of an
education in a system is due to the school's managers and principals and that managers with high
motivation interact with the learners based on mutual respect and affection and seek to understand
and satisfy the needs of learners, teachers and school staff.
Maslow and Herzberg suggest that high motivation of school managers and education
administrators result in job satisfaction and motivation of teachers, a more positive attitude of
teachers and increase in academic success of students.
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Patterson believes that factors affecting job motivation in the educational environment are
influenced by a successful leader.
Celikoz in his research on factors affecting job motivation in learning environments divided
them into internal and external levels. Factors affecting intrinsic motivation involved personal
reasons for selecting the job, priorities and expectations of the prospect of the job, ability to
promote and achieve higher qualifications and the rapid growth based on individual efforts; and
factors affecting the extrinsic motivation involved person's attitude toward the job, dignity and
social sanctity of the work, income, work environment and good conditions, good benefits, safety,
training and equipment efficiency.
Although factors such as payroll, modern and suitable physical environment, rewards,
entertainment, health, services, business opportunities, employment, adequate income and
employment benefits are effective in job motivation, they do not always have effective satisfactory
results. They may also cause dissatisfaction and the manager must ensure that salary and other
maintenance factors are sufficient to keep the staff motivated. However, job enrichment, changes in
job duties, delegation of responsibility, and increase in commitment, rapid impulses, responsibility,
innovation and creation in job are simulating and motivating factors that make purposeful
development and progress toward accountability, capacity and motivation in the job.
Noda points out that reward and punishment, work and career progression, external
expectations, cognitive interests, and educational opportunities are effective factors in job
motivation in educational environments.
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REFERENCE:
https://spectrumbusinessinsights.com/management/ways-managers-can-motivate-their-
employees/
https://www.td.org/insights/motivating-your-managers-to-want-to-do-what-they-need-to-do
Supervision, Leadership, and Working Motivation to Teachers’ Performance by Jaja Sudarjat,
Thamrin Abdulla , Widodo Sunaryo
https://www.verywellmind.com/what-is-motivation
Factors Associated to Teachers’ Motivation towards the Implementation of Learning Supervision
in Secondary School byAhmad Kamal Ariffin, Abd. Rahman Idris (PhD), Zuraidah Abdullah (PhD)
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Republic of the Philippines

NUEVA ECIJA UNIVERSITY OF SCIENCE AND

THE ROLE OF MOTIVATION IN SUPERVISION

Reporter: Allan Jason P. Sarmiento

Psychologists have proposed different theories of motivation including the humanistic

B. THE TWO TYPES OF MOTIVATION

2. Intrinsic Motivations consists of a sense of responsibility in doing the job, passion to

D. EFFECTIVE FACTORS IN ENHANCING SCHOOL MANAGER'S JOB MOTIVATION

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