Professional Documents
Culture Documents
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Introduction
includes the fast-food industry. The fast-food industry experiences one of the
highest turnover rates, this is one of the reasons why managers and owners in this
industry often search for ways to motivate their employees. Fast-food restaurant
staff often choose this as interim employment while they pursue education or
another job. By giving incentives and using other methods, they get employees
motivated to produce higher quality and more productive work results. The
employees satisfied, there must be good payment, checkup aid, and fringe benefits
Employees tend to produce good quality work and good customer services
when they are satisfied and motivated. Unsatisfied workers will result in a high
2007). Poor approval of workers may be because of poor working conditions, less
fringe benefits, autocratic management style, and etcetera. Such vices have
resource challenge in many organizations. Staff motivation has for a long time
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affecting the rate at which employees are retained within the organization.
benefits, (b) lack of training, (c) autonomy, (d) job opportunities, (e) lack of support
from management, (f) and from unfavorable working conditions (Batt et al.,
2014;Royle, 2005).
Jollibee Food Corporation has grown to be one of the most known and
highly favored brands in the Philippines. Now the market leader among fast-food
chains in the Philippines, requiring a market share that totals more than half of the
entire industry. It is the largest fast food chain in the Philippines, operating a
nationwide network of more than 750 stores. According to Leve (2010) ,having an
successful. They are the ones that ensure that the organizations' objectives are
met. It has for a long time continued affecting the rate at which employees are
retained within the workplace. It has a major role to play in the day-to-day running
them as a whole person – not just an employee – are more productive, more
enthusiastic performance. Lamptey, Boateng, and Antwi (2013) also concur that
motivated employees strive to produce at the highest possible level and exert
greater effort than employees who are not motivated (Schultz et al., 2003).
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This study was conducted to determine the factors that influence staff
City Cavite. This study gathered the information that could help in improving the
This study aims to determine the factors that influence staff motivation of
Food Corporation?
Objectives
The main objective of this study is to determine the factors that influence staff
Food Corporation ;
Conceptual Framework
Job satisfaction is an important factor in the business particularly the fast food
industry to ameliorate the negative attitudes of employees toward their work and
quality work and good customer service when they are satisfied and
motivated.Unsatisfied workers will result in high absence, low quality outputs and
Paradigm/Model
Factors
Motivation
Influencing Staff
Practices of
Structured one to
Motivation of
Jollibee one interview
Jollibee
Corporation
Data Interpretation Corporation
Figure 1 describes the conceptual framework of the study wherein the input
process that is being used is the structured one to one interview and data
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interpretation. Also, the researcher wanted to find out the factors influencing staff
This study focused and aimed to determine factors that influence staff
motivation of Jollibee Food Corporation In Trece Martires City Cavite. This study
Corporation in Trece Martires Cavite. The data are gathered from selected
The findings from this study will help to highlight those areas where there
are problems among staff and thus will be of great benefit to the management of
the sense that it would enable both the management and the labor union to
understand how the various incentive packages are exploited to inspire staff to
increase and sustain productivity. Furthermore, the findings from this study would
also help to highlight the likely problems of frustrations and how motivation be used
results from this study will help to emphasize the concept of group dynamics and
the chief executives official be broadened and this would put him/her in a better
motivating staff and thus producing better results by fully utilizing the human
Definition of terms
satisfied
motivates an employee.
conducted.
fast-food restaurants
METHODOLOGY
Research Design
Research Environment
The study was conducted with three chosen branches of Jollibee Food
Corporation in Trece Martires City, Cavite. The vicinity was near, and the
researchers agree that it’s the most appropriate setting for the study. It is believed
that the respondent in the chosen environment for the study can give important
Respondents
The respondents of the study were the 10 employees from three chosen
source of information.
The respondents were given the freedom to choose whether they want to
participate or not. The information of the individuals who have been involved in the
Sampling Procedure
element.
Research Instrument
related theories and studies. It was validated through consultation with the
research teacher.
After getting the approval of the research adviser, permission was sought
The interview questions were given in advance to allow the subjects and
study participants to prepare the answers. They were given a structured interview
for them to express their opinions more. Personally interviewed by the researchers
at their convenient time. They were given assurance regarding the confidentiality
of the data. The responses were transcribed as soon as possible and were then
data gathered. Thematic analysis by Braun and Clark (2006) was applied in
interpreting the data. All the responses were coded, categorized, and interpreted
accordingly.
employees.
employees in employees in
other. other.”
10
employer.”
work evaluation to
employees those
performance in
that month”
had an
11
outstanding
work
performance”
employees’ employees to
diligence compensate
commitment they
rendered”
Recognition A H. “Recognition
established acknowledge
to the employee
work.
significant as exceeds
performance expectations”.
training to keep
up to
managerial
duties”
utilized by the stated fast-food chain was needed. These encompasses all the
rewards that employees received in Jollibee. The most common responses being
regulation,(3)feedback,(4)promotion,(5)financialrewards,(6)recognition system,
(7) training.
into two groups, financial and non-financial rewards. The financial rewards are
also called extrinsic rewards and the non-financial rewards are called intrinsic
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rewards. Other researchers like Dailey & Kirk (1992), argued that, three types of
rewards existed and to which individuals are normally attracted to and seek
from their organization; these are extrinsic, intrinsic and social rewards. The
study of Gomez (1992) best illustrates the differences between extrinsic and
rewards that come from the content of the job itself and encompass motivational
characteristics of the job such as autonomy role clarity and training. Social
rewards as named by Mottaz (2004) arise from the interaction with other people
on the job and may include, having supportive relationships with managers,
enthusiastically and a
? bigger
salary.”
14
How?
productivity regulatio
ns,
employe
es
increase
productiv
ity”
rewards. performa
nce is the
better
rewards
that we
received”
15
feedback feedback
from
manager
s are not
good that
results in
job
dissatisfa
ction”
employees my
motivated. current
position
is my
goal that
keeps
me
motivate
d in
16
work.”
performance enough
to
provide
my basic
needs
that
result in
poor
performa
nce”
17
improved by the
performance manage
ment
helps me
to be
better in
servicing
customer
.”
promotion. results
on being
noticed
and put
on for
promotio
n or a
18
better
position.”
productive motivates
performance me to do
well, thus ,
resulting
in a good
performan
ce”
creates a good me to do
performance well to
have a
bigger
salary that
results in
19
having a
good
performan
ce.
and workforce constancy (Wang 2004). Kiviniemi et al. (2002) described that job
satisfaction of the employees’ increase by the rewards they receive from the
schemes are seen as more closely aligning the interests of workers and firms.
complete optimization by workers than is possible with time rates (Heywood and
Wei 2006).In addition, some types of performance pay may be part of a bundle of
(2001) and Bauer (2004) present evidence on the association between job
of employees?
me
working to
the best of
21
my
abilities”
employees. between
me and
managem
ent
have a
good
communic
ation and
relationshi
p.”
helps to
avoid
dispute
and
arguments
between
the
managem
ent and
employees
communication on
ation
among us”
enthusiastic. employees
to be
enthusiasti
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c.”
work
eagerly”
work to
the best of
their
abilities.”
happy. to keep
the
employees
happy.
(1) Employees working to the best of their abilities, (2) good communication, good
relationship, (3) avoids disputes and arguments , (4)helps keep employee happy.
organization. Communication is the human activity that links people together and
create relationship.
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Summary
The main purpose of this study is to assess the views of factors influencing
the effects of the factors influencing staff motivation, and to determine who
the participants, convenience sampling was used. The participants of the study
transcribed as soon as possible and were then coded and categorized for
interpretation.
Based on the gathered data, the following are the results of the study, first
guide and encourage; Rules and Regulations; Bonus Reward; Feedback; Praise;
Better job performance; Job satisfaction; Serves as a goal; Motivation and Poor
Good and productive performance; and the Relevance of motivation practice in the
and eager; Help keep employee happy. That is the Factors Influencing the Staff
Conclusion
Based on the findings of the study, the following conclusion were drawn:
motivation and having a good relationship with managers, supervisors, and co-
workers.
the employees implies that they are satisfied with the rewards they received
from the workplace and also motivated to work enthusiastically. However, bad
feedback from their employer and salary is causing job dissatisfaction and poor
performance.
arguments and disputes. This implies that rewards help employees to look for
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Recommendations
Jollibee Food Corporation, as the study showed that the motivational practices
greatly helps in staffs’ performance thus greatly improving the most important
staff motivation and practices, future studies must expand the number of
chains.
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REFERENCES
Baron RA. Behavior in organizations. New York: Allyn & Bacon, Inc. 1983;123.
Hatter, Kathryn. (n.d.). How to Motivate Fast Food Employees. Small Business -
Chron.com. Retrieved from
http://smallbusiness.chron.com/motivate-fast-food-employees-22316.html
Gleeson, B. 2016. The Best Ways to Motivate Employees and Get Results.
Accessed3.9.2017. Retrieved from
https://www.forbes.com/sites/brentgleeson/2016/11/30/the-bestways-to-
motivate-employees-and-get-results/2/#6eb685273035
3.9.2017. https://www.thebalance.com/what-people-want-from-work-
motivation1919051
Rizwan Qaiser Danish, Ali Usman. Impact of reward and recognition on job
Ukandu, Nnenna & Ukpere, Wilfred. (2011). Strategies to improve the level of
employee motivation in the fast food outlets in Cape Town, South Africa.
African journal of business management.
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APPENDICES
31
Name (Optional):
enthusiastically? How?
3.For you, as an employee, what do you think is the relevance of the rewards in
the management of employees?
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Warmest Greetings!
Miguel Gabriel, Jerome Jabon, Jerson Salomeo, Aiza Apolinario, Betty Mae
Cerro, Jasy Nupt Gillo, Patricia Gunio,Pauline Opana, and Allah Patricia
Pascual to conduct a survey outside the school. This is in view of our research
conduct the survey among staff in the three branches of Jollibee Food
Corporation.
anticipated risk to the participation in this study. All information provided will be
kept in utmost confidentiality and would be used only for academic purposes.
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Thank you in advance for your interest and assistance with this research.
Sincerely,
Research Leader
Approved by:
Maricris G. Petelo
Research Adviser
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Appendix 3: Documentations
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