THE IMPACT OF EMPLOYEE MOTIVATION

ON WORK PERFORMANCE
TOWARDS CRONASIA FOUNDATION COLLEGE
INC. EMPLOYEE
 
LEADER: JAMES KELLY C. CUADRA

MEMBERS: MC LAURENCE MENOR JR D. NORIO

CHAPTER I
 • STATEMENT OF THE PROBLEM
This study aims to investigate the impact of employee motivation on work performance among

Cronasia Foundation College Inc.  Specifically, this seeks answer the following questions;​
1. What is the level of Employee Motivation in terms of?
1.1 Task performance and;

1.2  Contextual performance?

2.What is the level of Work Performance in terms of?
2.1 Job Satisfaction;

2.2 Salary;

2.3 Working experience?

3.Is there a significant relationship between the level of Employee Motivation and the level of Work

Performance
 SCOPE AND DELIMINATIONS
The scope of the study will include an investigation of the factors that motivate employees to

perform their duties and responsibilities within the organization. This will involve exploring the

various motivational factors that may influence employee behavior and performance. Additionally,

this research will focus on identifying key performance indicators used by Cronasia Foundation

College Inc. to measure employee work performance. The research will be limited to 100 percent

full-time employees of Cronasia Foundation College Inc This study will be conducted over a

period of eight months, from January 2023 to August 2023.

 Significance of the study
The significance of the study lies in its ability to provide valuable insights into how employee motivation

impacts work performance for employees of Cronasia Foundation College Inc. This information is of great

importance to various groups, including administrators, teachers, students, and researchers, as it can guide

the development of strategies to enhance employee motivation and improve work performance.

For the administrator, this study can provide insights into how to improve employee motivation and,

consequently, work performance. This information can guide the development of strategies to enhance

employee motivation, such as offering incentives, rewards, and opportunities for career growth. By

improving work performance, the college can achieve its goals, objectives, and mission more efficiently and

effectively.

 
For the students, this study can contribute to their academic performance and overall learning

experience. Employee motivation can impact the quality of service and support they receive from

the college's employees, including teachers, administrative staff, and support personnel. By

improving employee motivation, the college can provide a more conducive learning environment

that can enhance student engagement, motivation, and academic achievement.

For the teachers, this study can help them understand how employee motivation affects their

performance, job satisfaction, and commitment. As educators, they play a crucial role in ensuring that

students receive a quality education, and their motivation and engagement significantly impact their

teaching quality. By identifying the factors that influence employee motivation, teachers can improve

their own motivation and engagement, which can lead to better teaching outcomes.
For the researchers, this study can provide empirical evidence on the relationship between employee

motivation and work performance in the context of Cronasia Foundation College Inc. This information can

contribute to the existing literature on employee motivation and work performance, particularly in the

education sector. By building on the findings of this study, researchers can explore other factors that

influence employee motivation and work performance and develop theories and models to guide future

research and practice.

CHAPTER II
 THEORETICAL FRAMEWORK
Employee motivation and work performance have been studied extensively in organizational psychology and management literature.

Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs Theory are two popular frameworks that explain the relationship

between motivation and performance.

Herzberg's Two-Factor Theory proposes that there are two sets of factors that impact employee motivation and job satisfaction:

hygiene factors and motivators. Hygiene factors are the basic requirements of a job, such as salary, working conditions, and job

security. Motivators, on the other hand, are factors that lead to job satisfaction and intrinsic motivation, such as achievement,

recognition, and the work itself. According to the theory, hygiene factors must be met to prevent dissatisfaction, but motivators are

necessary for job satisfaction and higher performance.

Maslow's Hierarchy of Needs Theory suggests that human needs can be arranged in a hierarchical order, with physiological needs at

the base and self-actualization at the top. Applying these theories to the context of Cronasia Foundation College Inc., it can be

hypothesized that employee motivation, as measured by factors such as job satisfaction, intrinsic motivation, and engagement, has a

positive impact on work performance. The fulfillment of basic needs, such as fair compensation, job security, and a supportive work

environment, is necessary but not sufficient for motivation and high performance. Motivational factors, such as recognition,

opportunities for growth and development, and meaningful work, are also important for employee motivation and performance.
 CONCEPTUAL FRAMEWORK
This conceptual framework of the study shows the relationship between the independent and
dependent variables in this research.

INDEPENDENT VARIABLE DEPENDENT VARIABLE

EMPLOYEE
PERFORMANCE
 
 
CHAPTER III
 METHODOLOGY
This chapter presents the research design, research instrument, the respondents, research
locale, data gathering procedure to be used, and statistical treatment of this study.

RESEARCH DESIGN

This study utilizes a quantitative research approach with a correlational research design to

examine the relationship between employee motivation and work performance at Cronasia

Foundation College. The primary focus of the research is to investigate the impact of employee

motivation on work performance.

 RESPONDENT OF THE STUDY
The participants in this study are exclusively 100 full-time employees of Cronasia

Foundation College Inc. They were selected through a Simple Random Sampling method.

RESPONDENTS NO. OF RESPONDENTS

FACULTIES 50

TEACHERS 50

TOTAL 100
RESEARCH LOCALE
The research will be conducted at Cronasia Foundation College, Inc. General Santos City

provides TVET courses in Technical Education and Skills Development Authority (TESDA).

Eight years later, the school began offering undergraduate degrees as recognized by the

Commission on Higher Education (CHED).

 RESEARCH INSTRUMENT

This study composes of two parts of the survey questionnaire, part I is demographic

profile of the respondent.

The part II of the survey questionnaire is an adapted questionnaire from the Challenges

and Opportunities for Improving the Community Are adopted from the study Goldrick-

Rab, S. (2010) and SCHEIN (1993). The survey questionnaires

 RESEARCH INSTRUMENT
The survey questionnaires are rated using the Likert scale.

The description is as follows:

RANGE SCALE DESCRIPTION

4.50 – 5.00 5 STRONGLY AGREE

3.50 – 4.49 4 AGREE

2.50 – 3. 49 3 NEUTRAL

1.50 – 2.49 2 DISAGREE

1.00 – 1.49 1 STRONGLY DISAGREE

 DATA GATHERING PROCEDURE
The researchers underwent some steps to fulfill this study.

First, the researcher asks permission from the Research Directress to conduct a survey. Second,

upon approval, the researcher will send a letter to Human Resources Department asking

permission to conduct a survey.

Third, the researchers, disseminate the adopted questionnaire through face to face.

The distribution of survey questionnaire will be given to respondent providing during their vacant

time.
After they finish answering the researcher gathered, analyze, and tally the data and apply the

appropriate statistical treatment.

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