INTRODUCTION

Employee motivation is the creativity, the energy levels, and the commitment that
the employees bring to their job. Even though employees’ motivation doesn’t directly
influence organization’s growth, it is like a necessary pre-condition as a result of lack of
motivation among the employees can have a harmful impact on their performance.
Motivation plays an important role to meet the company’s goals. In an Organization the
motivated employees can lead to increased productivity and allow to achieve higher
levels of output. Therefore, in today’s world each organization tries to manage their
human resource department to stay their employees motivated.

According to Webster's New Collegiate Dictionary, a motive is a desire that

causes a person to act. Motivate, in turn, suggests that "to provide with a motive," and
motivation is defined as "the act or process of motivating." Thus, motivation is the act or
process of providing a motive that causes someone to require some action. In most cases
motivation comes from want that results in the behaviour that results in some variety of
reward when the need is fulfilled. Motivation is the desire within an individual causing
the person to act. People typically act for one reason: to succeed in their goal. Thus,
motivation could be a goal directed drive, and it rarely occurs in a void. The words need,
want, desire, and drive all are same as motive, from which the word motivation comes.

Understanding motivation is very important as a result of Performance, reaction to

compensation, and other HR concerns are associated with motivation. Employee
motivation features that motivation is an act of managers, a continuous process, can be
positive or negative, goal oriented, complex in nature, system oriented and is different
from job satisfaction.

THE PROBLEM
Motivational problems can lead to performance issues that cost business
thousands of dollars in losses each year. A lack of motivation can lead to delays in the
employee's completion of work and simple but expensive mistakes. Unfortunately,
several issues may sap an employee’s motivation and leave him unproductive and a
minor contributor to the bottom line.

Low Self-Confidence

Confidence enhances an employee’s motivation; he believes that he can perform the tasks
necessary to achieve his goals. Confidence contributes to his willingness to persevere and
complete tasks. If the employee lacks confidence, he feels unworthy and is unable to
make decisions or remain motivated until an objective is accomplished. Lacking self-
confidence, the employee is unable to form good work relationships or assert himself,
both of which are important if the employee is to be successful in the workplace. In
addition, the employee will procrastinate or apply limited effort to ensure that these
issues, and not himself, are the reasons the employee fails.

Low Expectations for Success

Positive expectations of success enhance an employee’s motivation. If an employer has

high expectations for an employee, he likely will assign engaging work tasks to the
employee. In turn, the employee’s self-esteem increases as does his confidence and on-
the-job performance. Increased self-confidence contributes to the employee’s motivation
and willingness to accept future challenging assignments. In contrast, low expectations
ensure the employee will remain unmotivated and will not perform as well as the
employer expects. In addition, an employer who has low expectations in regards to an
employee is less likely to provide the tools and equipment necessary for the employee to
accomplish a work task, further diminishing the employee's motivation.

Lack of Interest in Subject Matter

An employee exhibits motivation as an interest or a driving force that persuades him to

take action. An interested employee will be curious about a task and attempt to perform it
well. Lack of interest can lead to decreased motivation and the failure to accomplish a
goal. If an employee is not interested in particular tasks, he will not fully engage in his
work.

Instead, he will focus his attention elsewhere, not fully participate in the activity at hand
and perform poorly.

Achievement Anxiety

Employees who experience achievement anxiety are sensitive to punishment, including

criticism or the loss of something they value. As a result, achievement anxiety can inhibit
employee behavior. Anxious employees may be less interested in tasks and less
motivated to achieve. For example, the employee may begin an activity but stop before
he completes the task, if he becomes anxious about potential negative feedback.

Fear of Failure

If an employee fears failure, he fears a lack of success and will avoid work that he lacks
the confidence to complete. The employee perceives a lack of success as a failure, which
he believes is confirmation that he is flawed in some way. The more the employee fears
failure, the less motivated he will be to perform work or attempt to accomplish goals
because it is easier to avoid tasks than experiencing shame due to his failure to complete
a task.

OUTLINE OF ALTERNATIVE COURSE

ACA ADVANTAGES DISADVANTAGES

1. Arrange a meeting A. The employees will be A. Effectiveness of this
with his subordinates compelled to display good action is dependent on
discussing the proper behavior in the plant. employees.
behavior that should B. Exercising the supervisors B. The employees might
be followed within the power to his subordinates. feel that they are being
plant and reminding C. The employees will be threatened by their leader.
the employees the reminded on proper treatment to
certain sanctions for their head.
every bad behavior
executed.
2. Perform an A. It will motivate and A. It will add on the
everyday work encourage the employees to expenses of the company.
evaluation and execute a high quality work B. It will be tiring for the
establish a beneficial performance. supervisor to have an
reward system (Gift B. It will get the heart and everyday evaluation for his
certificates, bonus establish the efficiency and subordinates.
allowances, additional improve the productivity of the C. It might encourage the
paid vacation leaves, employees. employees to have a
etc.) for the competition from one
employees. another with could result
into a bad environment in
the plant.
3. Set-up hard and A. The employees will be A. Employees may not
specific goals for the challenged to achieve goals participate and may even
employees to achieve making them more focused. be not interested.
to create a much better B. Goals may be set-up to B. Employees may see it as
workplace. influence more teamwork and a punishment instead of a
camaraderie among employees challenge.
and with their supervisor. C. Employees may
compare the goals of the
past supervisor to this new
supervisor.

4. Find time to A. Understanding the A. The cost may be

interact with employees outside the shouldered by the
employees outside of workplace may give better supervisor.
the workplace e.g., understanding to the negative B. This may cause faction
office dinner. behavior of the employees among employees if not all
which is according to the are able to come to the
attribution theory interaction.
B. Camaraderie may be built C. Employees may lose the
upon employees and the sense of respect they have
supervisor. for the supervisor because
of the outside interaction.

FINDINGS:
1. By this study we find that by empowerment the employee is motivated and
feels responsible in obtaining the organizational goals.
2. In this study we notice that motivating the employees in being creative leads
to new innovations in organization.
 3. By this study we understand that the employees are motivated by giving a
better quality of work life.
4. In this study we also observe that rewards play a crucial role in motivating
the employees.

SUGGESTIONS:
1. In this study I can suggest that the positive atmosphere in the organization will
motivate the employee in all the fields.
2. The organizations must try to support, encourage the new ideas of the
employees and sometimes they must implement the new ideas.

CONCLUSION:
A motivated employee is a valuable asset, who can deliver immense value to the
organization in maintaining and strengthening the business and revenue growth. This
paper concludes that the employee motivation is important to obtain organizational
success. If they’re not driven properly, a management cannot achieve their organizational
goal easily and effectively.

REFERENCES:
http://www.whatishumanresource.com/
https://www.tutorialspoint.com/employee_motivation/employee_motivation
https://www.questionpro.com/blog/employeemotivation
https://smallbusiness.chron.com
 Propter Mariam
ST. BENEDICT COLLEGE OF MAGUINDANAO, INC.
Graduate School
Parang, Maguindanao

CASE STUDY ON

EMPLOYEE MOTIVATION AT THE WORKPLACE

Submitted by:

ALFERNIE D BELTEJAR

Submitted to:

DR. CORAZON B FLORESCA

2023