Neil Gabriel Lopez | James Distor | Matthew Westrup
This study identified the most significant factor affecting employee motivation towards work performance. These factors include recognition, achievement, meaningfulness of work, growth and advancement, and responsibility. Recommendations based on the analysis of the results were forwarded. Findings revealed that the employees working in the operations department gave the highest mean rating to loyalty award followed by perfect attendance award, under the factor recognition affecting motivation; the factor least affecting motivation for them was recognition award. Under achievement, the highest mean rating was given to achieving excellence in safety activities followed by winning the safety month competition while the lowest mean rating was given to winning the quality control circle competition. For the meaningfulness of work, the highest mean rating was on having a good sense of what makes their job meaningful; the least mean rating was on ‘their work helps them to make sense of the world around them’. Under growth and advancement, the highest mean rating was on promotion while the least mean rating was on job rotation. Under the factor responsibility, the highest mean rating was on giving the employees a group leader task/group head task while the lowest mean rating was on giving an employee simultaneous task. The most significant factor for the employees to motivate them to work efficiently was recognition while the least motivational factor for them was the meaningfulness of work. Because Toyota is into production work, the routine of factory work affects the employees’ enthusiasm to work efficiently. To overcome this, employers need to recognize and support their employees in their work because that is the best way to motivate them and to boost their enthusiasm in their work.
ISSN 1908-3866 (Print)
Philippine E-Journals
