Lecture on Morale and Motivation

MORALE AND MOTIVATION AT WORK

CHAPTER OUTLINE:

Morale And Job Satisfaction

Basic Factors Influencing Employee Morale

Performance Based Rewards

Factors Influencing Motivation

Suggestions for Motivating Employees

Things to Consider in Motivation

Two Approaches to Work Motivation

Rewards and Performance at Group Level


Morale and Job Satisfaction

Monitoring job satisfaction is important both to the supervisor and the HRD. The effects of many human resource strategies are examined with respect to their impact on job satisfaction. Morale is the mental attitude which makes the individual performs his work either willingly and enthusiastically or poorly and reluctantly. Employee morale is an attitude, a state of mind, cannot be seen but is manifested by the employee’s manner and reactions to his job, his work condition, the company policies and program, his colleagues, his immediate boss, his pay, and the like. Morale is present in varying degrees and is generally viewed as an important indications of how well things are going.

Individuals differ in how they respond to the conditions of work. While some employees may be highly satisfied with a particular job, other employees may find the same conditions extremely dissatisfying . An important issue surrounding every human resource activity is how it will influence the level of morale  of employees.

Will morale increase or decrease as a result of a different recruiting strategy, a better benefit package, a new training program, or some other changes in human resource practices?

Low morale contributes to labor problems, attempts to organize labor unions, excessive turnover, labor grievances, and organizational climate.

Grievances, absenteeism, and turnover are frequently used as indirect measures of employee morale.


Basic Factors Influencing Employee Morale

1.Non – work related factors – age, sex, and work value – influenced the attitude of an employee about things around him.

2.Management practices or the qualitative aspects of the job – supervisors who are fair, considerate, and competent generally create positive feelings of satisfaction with supervision.

3.Outside factors – the frustration and difficulties people face in their personal lives have contributed to the general decline in job satisfaction throughout the work force.

4.State of Communication – practicing upward, downward, and lateral communication encourage employees to participate and get involved thereby promoting  teamwork and harmony among all the employees.

Motivation for Performance

Motivation is defined as the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual needs. It is the feeling that prompts people to do what they need to do. The effort element is a measure of intensity or drive.

The task of management is to arouse and maintain the interests of its employees to work willingly and enthusiastically to achieve the company’s goals.

Performance – based Rewards

Specifically, organizations want employees to perform at relatively high levels and need to make it worth their efforts to do so. When rewards are associated with higher levels of performance, employees will presumably be motivated to work harder to achieve those awards.

Factors Influencing Motivation

Individual Differences – One employee may be motivated by money and go for a high – paying job while another may be motivated by security and accept a lower paying job that involves few risk of unemployment.

Job Characteristics – the aspects of the position that determine its limitations and challenge. These include: variety of skills required to do the job, degree to which the employee can do the entire task from start to finish, significance attributed to the job, autonomy, and the type and extent of performance feedback that an employee receives.

Organizational Practices – policies defining benefits and rewards can attract new employees and keep existing employees happy.

Suggestions for Motivating Employees

Recognize individual differences. Accept the different needs, attitudes, personality and other factors which affects employee’s level of motivation.

Match people to job. The jobs that are most attractive and motivating to employees  are the jobs with higher growth needs.

Use goals. Manager should ensure that employees have hard specific goals and feedback on how well they’re doing in pursuit of those goals.

Ensure that goals are perceived as attainable. Employee’s effort will be reduced if goals are not attainable.

Individualize rewards. Because employees have different needs, what acts as a reinforcer for one may not be for another.

Link rewards to performance. Key rewards such as pay increase and promotions should be given to serve as incentive to the employees to attain their specific goals.

Check the system for equity. This simply means that experience, ability, effort, and other obvious inputs should explain differences in pay, responsibility, and other outcomes.

Don’t ignore money. Allocation of performance – based wage increase, piecework bonuses, and other pay incentives is important in determining employee motivation.

Things to Consider in Motivation

1.Most managers think money is the top motivator but it is not. More than anything else, employees want to be valued for a job well done by those they hold in high esteem although one cannot ignore money.

2.Things that are the most motivating to employees tend to be relatively easy to do and cost the least. Personally recognizing employees’ accomplishments can be easy to do. (a personal thank you, public praise)

3.The greatest impact is using formal awards comes from their symbolic value. The recognition value, that is, the intangible, symbolic, and emotional value, of any award is by far the most motivating aspect for employees.

4.Recognizing performance will result in more of that behavior and that is also when it means the most to employees.

5.Managers do not tend to focus on employee motivation until it is lost. Managers are often busy focusing on what is urgent and forget about regularly motivating and recognizing employees. Regenerating poor morale is much more difficult than doing little things along the way to keep it high.

Two Approaches to Work Motivation

CONTENT APPROACH

Hierarchy of Needs Theory by Abraham Maslow – the best known theory of motivation. Maslow hypothesized that people have a complex set of five categories of needs which he arranged in order of primacy. He suggested that, as a person satisfies each level of needs, motivation shifts to satisfying the next higher level of needs.

Physiological Needs – food, clothing, shelter, and other physical requirements. This simply means that the primary motivation of a hungry person is to obtain food rather than gain recognition of achievements.

Security or safety needs – protection from physical and emotional harm. Workers express this desires in the form of having a stable job, with medical, unemployment, and retirement benefits.

Affiliation or Social Needs – the desire for affection, belongingness, acceptance, love, and friendship. Employees with high affiliation needs enjoy working closely with others.

Esteem needs – the desire for self respect, a sense of personal achievement, status, recognition, and attention from others. To satisfy these needs, people seek opportunities for achievement, prestige, promotion, and status to show their competence and worth.

Self – actualization needs – the desire for personal growth to achieve one’s potential and self – fulfillment. Traits commonly exhibited include initiative, spontaneity, and problem – solving ability.

This theory can be applied in organizations by taking note of the fact that unless an organization helps employees satisfy the two lower level needs, addressing the three higher level needs would not influence on-the-job behavior. Therefore, managers must continually re-evaluate what motivates their subordinates and how to motivate them.

Clay Alderfer ERG Model

Instead of five categories of needs, this model specifies a hierarchy of three needs categories

Existence Needs – desires for materials and physical well being (lowest level need)

Relatedness Needs – desires to establish and maintain interpersonal relationships with other people.

Growth Needs – desires to be creative, to make useful and productive contributions, and to have opportunities for personal development.

This theory can be applied by managers by knowing that when employees are frustrated in fulfilling their needs, managers should try to determine the cause of the frustration and if possible, work to remove blockages to need satisfaction. If blockages cannot be removed, managers should try to redirect the employees’ behavior toward satisfying a lower level need.

David McClelland’s Three Needs Theory

This theory proposed that there are three major motives or needs in work situations:

Need for Achievement – drive to excel, to achieve in relation to a set of standards or in competitive situations, to strive to succeed.

Need for Power – drive to influence and control others and the social environment.

Need for Affiliation – drive for friendly and close interpersonal relationships with others.

This theory can be applied in organizations by making an assessment of what drives the employee to work. Those who are achievement – oriented can succeed in an increasingly competitive business world while those who are affiliation motivated can easily work together in teams; self – managed teams, who must work together daily to produce a product.

Frederick Herzberg’s Motivation Hygiene Theory

This theory suggests that distinct kind of experience produce job satisfaction (motivators) and job dissatisfactions (hygiene factors)

Motivator Factors – the factors associated with positive feelings about the job and job characteristics such as challenge of the work itself, responsibility, recognition, achievement, advancement, and growth when present should create high levels of motivation.

Hygiene Factors – are the factors that eliminate dissatisfaction. There refer to characteristics of the work environment outside the work such as working condition, company policies, supervision, co-workers, salary, and job security, that when adequate, maintain a reasonable level of satisfaction but do not necessarily increase it.

This theory can be applied by not only focusing or relying on hygiene factors to motivate employees but on what Herzberg  calls the real motivators to solve human resource problems such as grievances, low productivity, and the like. This theory shows how important it is that managers understand differences between human beings when designing motivational approaches.

PROCESS APPROACH

Victor Vroom’s Expectancy Theory

This is based on the assumption that people choose among alternative behaviors because they anticipate that a particular behaviors will lead to one or more desired outcomes and that other behaviors will lead to undesirable outcomes.  This include three variable or relationship:

Expectancy or effort – performance linkage – probability perceived by the individual that exerting a given amount of effort would lead to a certain level of performance

Instrumentality or performance reward linkage – the degree to which the individual believes that performing at a particular level is instrumental in leading to the attainment of a desired outcome

Valence or attractiveness of reward – the importance that the individual places on the potential outcome or reward that can be achieved on the job.

This theory can be applied in organizations by determining the rewards that each employee value, clear identification of the desired level of performance, and making sure that it is attainable. Rewards should be linked to performance, and making sure that rewards are adequate.

John Stacey Adams Equity Theory

This theory is based on the assumption that a major factor in job satisfaction is the individual’s evaluation of the equity or fairness of the reward received.

Equity is defined as a ratio between the individual’s job inputs (such as effort or skill) and job rewards (such as pay and promotion). This means that individuals are motivated when they experience satisfaction with what they receive from an effort in proportion to the effort they apply and then comparing their rewards to the rewards others are receiving.

This theory can be applied by taking note the fact that inequities usually occur with respect to promotions, salary increases, perquisites and other human resource actions in organizations. Thus, managers must strive to treat all organization’s members fairly by effectively communicating with them.

B.F. Skinner’s Reinforcement Theory

This theory is based on the “law and effect”, the idea that behavior with positive consequences tends to be repeated, while behavior with negative consequences tends not to be repeated. This may expressed as follows:

Stimulus (Situation)    >>>> 

Response (Behavior)   >>>>  

Consequences (Rewards or Punishment)    >>>>  

Future Response                                                  

To illustrate, if one receives a reward (i.e. bonus, compliment, or a promotion) for superior performance, one is likely to continue performing well in anticipation of future rewards while if the consequences are unpleasant (i.e. management’s disapproval or demotion), one tends to modify the behavior.

This theory can be applied by using positive reinforcement to influence work behavior. This can be done through the use of the following guidelines:

1.Do not reward all individual equally.

2.Telling employees what they can do to receive reinforcement

3.Telling what they are doing wrong

4.Not punishing employees in front of others

5.Being fair to all

Edwin Locke’s Goal Setting Theory

This assumes that specific goals increase performance, and when difficult goals, when accepted, result in higher performance than easy goals. Individuals are motivated when they behave in ways that move them to certain clear goals that they accept and can reasonably expect to attain.

Christopher Early and Christine Shalley describe the goal setting process in terms of four phases of a person’s reasoning:

1.Establishment of standards to be attained

2.Evaluation of whether the standards can be achieved

3.Evaluation whether the standards match personal goals

4.The standards are accepted, the goal is thereby set, and behavior proceeds towards the goal

This theory can be applied by establishing goals that are specific and challenging, and by letting employees participate in setting goals. Employees need accurate feedback on their performance to help them adjust their work methods when necessary and to encourage them to persists in working toward goals.

Rewards and Performance a Group Level

Most people suggest that performance in an organization is determined by three things:ability to perform, the environmental context of performance, and themotivation to perform.

Ability to perform is handled primarily through the organization’s selection and training mechanisms. That is, the organization should ensure that it hires only people who have the ability to perform at the expected level.

 

Question for Discussion (Answer at least 1 question)

Please write your answer on the comment section.

1. Is the success of superior/colleagues a motivator or de-motivator? Discuss

2. Do you find that motivated people are more successful than unmotivated people?Defend your answer.

3. What role do teachers play in motivating students? What role do students play in motivating teachers?

 

About the Author:

Rebecca Mauhay Nunesca is a Professional Industrial Engineer, and an ASEAN Engineer currently connected at Batangas State University as Faculty Staff in the IE department. She is presently enrolled at Rizal Technological University taking MS Engineering Education, major in Industrial Engineering.

References:

Corpuz, Cristina Rafol, Ph.D. Human Resource Management (Revised Edition) Philippine Copyright, 2006 by Rex Book Store, Inc.

Medina, Roberto G., Engineering Management First Edition, Copyriight 1999, Rex Book Store Inc., Manila.

Subjects:

Comments

For me it was a motivation because I think it was associated with my positive feelings and I will also be happy for my superior/colleagues and I also have the willingness to exert high level of effort to reach not only my goal as well as the organization‘s goal. In the other part it can also motivate me because of the higher salary and more respected position. :-)

The success of the superior/ colleague may serve as a motivator. It may inspire people in the organization to reach greater goals. In that way, people will drive them to strive harder and to exert high level of effort in their work to be successful as their superior. Taking the success of others positively will help them to grow and achieve greater things as other can do since it will provide more possibilities that are given to them.

the success of superior/colleagues in an organization can be a motivator or de-motivator for the others. Why? because to others, it serves as the inspiration to them, for that they can be motivated to work hard, to be like them, to have the same respect of the others and be the others models and to also inspired the others. But also, there are always a bad side, the success of the others was the treats for another. Many of them give a wrong view, they treat those success as there failure. But for me, The success of them was serve as my inspiration to do dream the same and be success on my own way...

For me, the success of superior/colleagues can be a motivator. Motivator because it is a strong desire of an individual to achieve something. This is a determination for them to be motivated it is arises from hopeful aspirations to gain a worthy end result from what the person is doing. More often, motivation or the desire to do great things can also be inspired by support from other individuals or by giving them some incentives’ to be a successful or to do their job well. If one receives a reward for a great performance, they continue to performing well. So it is important to know the right factors on how they can motivate their employees.

Individuals differs in how they respond in a particular situation especially at work. A success of your superior / colleagues may be a motivator to a person and may be a de-motivator for others. As it is discuss in the article, it seems that employees have different needs to boost their morale. The success that your colleagues is experiencing may be a motivator to someone if it can inspire him to do the things he does in order to reach that good position. It can be a motivator,if that success will serve as a drive for him to perform his job much better than before. If it can arouse and maintain his interest to work enthusiastically and willingly to achieve his goals. However, other people will feel de-motivated by the success of his colleagues especially if that someone is close to him. It can decrease his morale knowing that they have the same sets of goals and task. If it can destruct his interest to perform the job well because He always thinks that He cannot do what those successful done. It can be a de-motivator especially when he feels envy and cannot concentrate on his task. And it is true sometimes, that even we are happy for other success, one cannot be happy doing his task well because of feeling envy and sorry for himself. Lastly, I can say that every individual have different sets of needs in order to improve one's morale.

The success of superior/colleagues a motivator. It is a motivator because they become an example to give high levels of effort to reach their goals and to be inspired others that we all know most of us are aiming for success. Others find a way to become successful. The success of superior also becomes a model to boast an individual perception. Through the success and effort of superior/colleagues others will be motivated to work hard and eagerly to attain or to get a reward that answer to their hardworking. At the end, the success of others are depends on how they accept the success of their superior/colleagues.

The success of superior/colleagues is a motivator since it will serve as an instrument to boost your motivation to do your job at your best. Also, it will serve as your driving force to exert more effort and meet the organizational objective. This article implies the different model and theory that the company should cater to sustain its organizational goals but not sacrificing the performance level and morale of the employee.

For me the success of the superior/ colleagues is a motivator. Motivator because it drives me to do more to achieve something what I want. The success of superior will become our motivation and inspiration and most especially guide us to maintain our goal oriented behaviors. And through this, we will be challenge and trying hard to do such things that are superior did. We all know that all of us want to have a successful career in a near future so we do all our best to make this happen.

The success of superior/colleagues is a motivator for me. We all want something to achieve as we strive hard. And as we saw our former colleagues and superior successful in their chosen career, it makes me feel to do my best and very eager to attain what my goal is. They serve as a model not only for me, but for those who are striving for something. They serve as an inspiration for everyone. Their learning and experience serve us our guide to do what is right us we conquer our path towards our goal. This can be one of my factor in motivating myself to boost my performance and become successful someday just like them. :)

The success of superior/colleagues may be a motivator and de-motivator. Motivator in the way that the superior/colleagues achieved success may be your inspiration or a model person that you want to be someday. It can give you hope and boost your confidence in all activities that we will be done. Our superior/colleagues can be the encouragement to work well, putting his/her entire effort into his work and, at times even to go beyond doing prescribed tasks. Being motivated will be the key to a happy and productive organization. De-motivator in a way that they will feel envy to their superior/colleagues success. Member can also feel unappreciated for his efforts. Employee who constantly cribs about work or other undesirable factors can quickly work on motivating others too.

For me the Success of a Superior/ Colleagues can be a motivator or de-motivator. Motivator because he/she will become an inspiration to his/her employees in order to achieve their goal which is to work hard. They are motivated to drive for an improvement in their respective field of work. In other hand, it is a de-motivator because if someone get his/her own achievements which is to become on top it will result to greediness. The option of being a motivated is only on the superior not on other employees which are need to have more improvement in their own job or career.

the success of a colleagues can be a motivator and also may be a de-motivator. motivator for it can inspire some other employees to do better. To be more determined to achieve their goal and work objectives. de-motivator for the employees who are stupid enough to think that each success is a failure of others. For example, on a workplace, one is recognize and you will think that you are not good enough that is why you are not recognize. That is the idea of a stupid and narrow minded person. But if you are an open minded person who will think of doing better, doing best to be like them. To exert more effort, to push hard so that your work/job will be good as them. Any success can be a motivator or de-motivator, it depends upon the person on what side he is going to take.

The success of the superior/ colleagues can be motivator and de- motivator. This can be a motivator to other people on how they handle the situation because to others if some of their colleagues/superior achieved some recognition to the company it motivated them to do their job seriously and all the best they can do. But in some cases this can be a de-motivator to others because we have different personality that affect on how we think to the recognition and achievement of our colleagues some people demotivated because they feel that they are much deserving to the recognition and achievement of his colleagues, for that instance they will feel insecurity and lack of confidence that they cannot do of what others can do.

Success of colleagues is a motivator if it can show the employees that through hardwork, an individual can be successful.If the co-workers of an employee was promoted because he is best in his craft/job, it can motivate the individual to do his job on the best way that he can. On the other hand, if the co-worker of an individual was promoted just because of his connection to top management, it will become demotivator for the invidual. He/she will not do the best he can in his job.

the success of a colleagues can be a motivator for it inspire the other to do better to attain their work goal and objectives. Motivator in a way that the colleagues achieved success may be your inspiration or a model person that you want to be someday. This can be a factor in motivating oneself to boost performance and become successful.

For me,the success of a colleague is a motivator. It will help you to be motivated of having a superior performance and exert high level of effort.It will inspire others to achieve their goals When someone is motivated,he or she will tries hard to be successful in his/her field.But sometimes,it can be a de-motivator also wherein a person creates jealousy that may affect not only themselves but also his/her colleagues.

It is true that every individual differs in the way they are motivated, that’s why it is very important to consider all the factors that influence employees’ morale Success of once colleagues would become a motivator and de-motivator and de-motivator. It is motivator if it can become an example that will inspire others. If it is happen to the person whom everyone know deserves to receive the success. It will inspire others to follow his steps in order to reach that same position. It is de-motivator if everyone know that the person does not really deserve that success. If it comes from wrong doing or cheating others might feel envy and disrespect the company and will do action to show their protest.

In my opinion the success of superior or colleagues set as a motivator to other employee to follow what they just attained. Everyone is encourage to do their job well as what their superior did, as we all know money is not the important motivator of what workers wanted to have a simple appreciation of their job really means a lot. The success of superior and colleagues may also be a de-motivator when one seen it in a negative way, for example when one was appreciated by their management while the other one was not. The employee that was not appreciated by the management may think that it is unfair because they are in the same rank and in the same job and still doesn’t appreciate. Through this that employee may de-motivate and it will lead to poor performances.

Success of superior/colleagues is a great motivator for employees in the organization which can create a self-fullfillment. Employees may appreciate the success of others that can aspire to build their foundation to success. This foundation can grow as he/she is being recognized from his/her works that can boost rhe morale in work. The success that can gain from work is a great achievement toward you that can also be a motivator to others.

Being motivated by our superior/ colleagues is one factor that helps us to be successful. Because they became our inspiration to achieve our goals in our life. And it helps to pursue ourselves to work hard and make our dreams come true

The success of superior/colleagues is a motivating factor. The achievement of others might lead as an another goal for another person. He will be inspired of what others have achieved and later he will be challenge to attain those achievements. The success of others will be one way to motivate his colleagues. A person may see himself in a place of his superiors that someday he will also get those achievements. This will enables him to work hard, be responsible and concentrates more to his job and goals for the future. It is a motivating factor that lead him to become challenged in a good way where he will used it to find himself to work towards the purpose of attaining what others have been and prove to himself that he could also do it.

. For me, the success of the superior/ colleague can be considered as a motivator. This kind of motivation will constitute others to do and perform their job better. In such a way that you will also be motivated and challenged to be like them. We are always on the positive note, that the success of others will be also your success. we are in one community and we must eliminate the old "crab mentality" behavior. we are different individual. but there must be a common goal of lifting each other, boost each morale and have a happy working environment. That every achievement is a treasure.

For me it depends on how the individual treat it, as a motivator or not. It can be a motivator on an individual who has a positive characteristic that he or she treats it as a motivation for him/ her. A motivation to become successful like his/ her superior/colleagues. Because of the success of others he/she will work hard just to be successful like them. It can be also a de-motivator if the person will just get insecure about the others he/she success.

in my opinion, the success of the superior or colleagues is a motivator. Everyone should take positively the achievements of others instead of being jealous on what they’ve got because it’ll only result further failure and disappointment to you. It will encourage and inspire an individual to work and strive harder if he would see that there is someone who succeed and being recognized already for doing a better performance. It will motivate me to pursue a higher position by showing and giving my all I can do.

Superior or colleagues success is different in someone’s perspective. It may bring the worst or best on someone. It can be a motivator in a way that it will be your goal to achieve or even exceeds it. Seeing them successful and improve can uplift your spirit to do more and do your best. On the other hand, it can also be a de-motivator because feeling of envious may arise in you making you uncomfortable and unhappy with what you are doing especially if you know that you deserve also the success he is experiencing. It can lead to self-destruction and suffering of morale. To end it up, there must be fair and justice in honoring someone’s work and don’t forget to recognize others contribution even little things because it will really motivate someone to do the best in him. But in my case, I will consider it as a motivator because it is not someone else’s fault if you were not successful, it is in your hands if you want to succeed or not. We must always look on the brighter side for us to be able to have a brighter future. Thank you! 

The success of our superior or colleagues is a motivator in which we can be inspired by their success. In the career success is a never ending stage and it is for us to achieve more. At first, the success of our colleagues may be a de-motivator because we may think that they are only the ones that the management see, but if you look deeper in the situation, it is a motivator that you should also achieve higher goal in order to be successful.

The success of our superior or colleagues is a motivator in which we can be inspired by their success. In the career, success is a never ending stage and it is for us to achieve more. At first, the success of our colleagues may be a de-motivator because we may think that they are only the ones that the management see, but if you look deeper in the situation, it is a motivator that you should also achieve higher goal in order to be successful.

The success of a colleague is both a motivator and demotivator. It is how the person act or behave in the certain matter. Individuals differ in how they respond on the condition of the work. It is a motivator if you see yourself in the same position, in success and it is a challenge to you. It is a demotivator if you see that condition as a competition and you are already a loser, and accept the fact that your extra efforts are not enough for the success.

The success of colleagues or superior is a motivator of other employee it become the driving force of other to be successful like their colleagues. Because, once your colleagues or superior had an achievement you are willing to force to add an extra effort to get what your colleagues/superior achievement and to improve yourself. But, all of us have different philosophy. Sometimes other people misinterpret the good things others do that's why it become demotivator to others.

The success of colleagues or superior is a motivator of other employee it become the driving force of other to be successful like their colleagues. Because, once your colleagues or superior had an achievement you are willing to force to add an extra effort to get what your colleagues/superior achievement and to improve yourself. But, all of us have different philosophy. Sometimes other people misinterpret the good things others do that's why it become demotivator to others.

its a motivator for me because it can boost my goal to be better than them.Saying that if they can do,so do I,I will follow their track as a successful industrial engineer too. We are in the same industry so I can do it too.

For me the success of the superior/colleagues is a motivator. It helps an individual to pursue better in their work. The success of an individual in an organization may affect the other employee to become more efficient and productive in an organization. The successful employee may become a role model in organization in such way they help their subordinates to strive hard to achieve their full potential in an organization. Superior has different approaches on how they will motivate their subordinate. It could be in a positive way in such they compliment their employee on the other hand they become strict on their employee to motivate to do better in an organization.

Its a motivator for me because it can boost my goal to be better than them.Saying that if they can do,so do I,I will follow their track as a successful industrial engineer too. We are in the same industry so I can do it too.

3. For a student like me , seeing my teacher to come in our class regularly is the thing that keeps me motivated. This is one of the reason that pushes me to exert extra effort with willingness on the subject. It also drives me to come in class regularly. For the teachers, they become more motivated if the students listen and give importance to the subject, show interest to the discussions inside the classroom.

On my opinion, motivated people tend to be more successful than those that are not, considering that both have equal skills and opportunities. Unmotivated people tend to work halfheartedly since they do not have the urge to work to the best of their ability, thus, commonly resulting to low production of quality goods or poor rendering of services. I think that no company, client or customer would support such activity and behavior. On the other hand, motivated people have a positive pressure to do well on their jobs. It does not mean that they need to carry all the work but rather they tend to be more effective and efficient with regards to the scope of their job. Usually, they set a certain goal and develop a plan to achieve it, thus having an organize approach to job execution and having a higher probability of success. :D

I believe motivated people are more successful than unmotivated people. It is because success is kept when people stay motivated. Becoming successful is a desire or a goal. And if we have the desire or the goal, this drives us to take action. The way we behave in setting our goals and achieving them shows how prompted we are towards its outcomes. These outcomes influence our motivations. When we get to achieve goals into valences or values we placed them, the more motivated we become to achieve other goals. And achieving new goals is a PLUS (+) to our success. Unlike unmotivated people, achievement is invaluable. It’s as if they just did the thing because they have to, and they don’t even bother achieving other things. Motivation is the one that drives us to success. So if it originates within the people himself/herself, together with his/her goals and desires, the more probable a good or a successful outcome will happen, or I say, a more successful person will be brought forth. :)

I think that motivated people are more successful than unmotivated people. It is because if one has no motivation, he tends not to work on the best of their abilities and therefore he will not succeed. Also motivated people develop plans and objectives that can help them to achieve a particular goal while people with lack of motivation do not set goals because they will feel no need for them to work on it. So, I think the one who has willingness to do his work and self-confidence will definitely become successful on everything that he will do. (problem 2)

#2 answer Most believed that there should be equality for each one of us. Many believe that its unfair because others are born to be rich others are poor, some succeed some do not. But how come people came to this situation. There may be some point of view for this. One is what we call motivation. People work because they have reasons. We will see here how people handle their lives, how they respond to their environment and the feedback from it. Some people need a motivation to pursue such thing. And people who work on with motivation have a higher percentage of being successful than those who don't have. They are eager enough to achieved what they want. They have all the reasons to continue and make it on top when they are motivated. Thus, success is their reward.

For a student like me, seeing my teacher to come in our class regularly is the thing that keeps me motivated. This is one of the reasons that that pushes ma to exert extra effort with willingness to the subject. It also drives me to come in class regularly.For the teachers, they become motivated if the students listen and give importance to the subject, show interest and participate to the class discussion inside the room.

as a teacher, students are motivated through effective teaching, like having the students feel comfortable while learning and making them feel that they belong and giving reasons why students should not miss classes. as a student, to motivate teachers to teach effectively, showing and making the class interesting will do. make teacher feels that the class he/she is teaching is not just a past-time..

Teachers do play a great role in motivating students to learn. It’s in the way how a teacher interacts with his or her students. Students will be motivated if their teacher presents his or her learning materials with eagerness and enthusiasm. In that way a student could see that their teacher really wants to impart knowledge to them. A teacher should also be aware of the strengths and weaknesses of his or her students. Giving positive compliments about their strengths and strengthening their weaknesses will make students feel that they are appreciated and there is someone who is willing to help them overcome those weaknesses. Allow students to participate in the discussion, this will give them opportunities to express themselves and give feedback regarding the topic that is being discussed. This will also help students in gaining confidence especially in their ability to learn and perform. Being just and fair towards each of the students will make them feel that they are not being left out in the class and will make them strive more to learn. In return, students have their own role in motivating their teachers. Students who show willingness to learn will help a teacher to be motivated. This will make a teacher feel that his or her effort in teaching them is not being ignored. Participating in the class will make the discussions more lively and will boost a teacher’s drive in developing the students’ capability to learn. Most importantly, respect that a teacher receives from his or her students is one of the greatest factors that motivate him or her.

Motivation is defined as the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual needs. It is the feeling that prompts people to do what they need to do. The effort element is a measure of intensity or drive. It is indeed that motivated people tend to be more successful than those people who aren't. It is because those people who are motivated to do their tasks or job, put more efforts and hardwork to be more productive and successful in achieving their goals. Those people have the drive to do more because they expect something in return which they will call "fruits of labor." Motivated people are courageous enough to accomplish the tasks given to them and doesn't show hesitance and ignorance to their duties. In return, motivated people become more successful and live happily and comfortably in the future.

3. From my point of view, the role of teachers in motivating students is by making the learning interesting and making the atmosphere conducive. It can be done (1) by improving the teacher-student relation, (2) by doing teaching strategies that will capture the attention of students and not pure lectures, e.g visual presentations like video clips related to the topic discussion, (3) by being just and considerate to students but in tolerable degree, (4) by recognizing and giving incentives to the good work done by students as this can boost the morale of students, and (5) by giving advises and tips which is beneficial to students. The teacher will serve as a good example and of course, a mentor to students. When it comes to the role of students in motivating the teacher, it is (1) by attending the class regularly as this will make the teachers feel that the students are willing to learn from the teacher, (2) by participating in activities regarding the topic discussion employed by the teacher as this will reflect the willingness of the students, (3) by being attentive to class as this will make the teachers feel that the students are exerting efforts to learn from him/her, (4) by being a friend to teachers but with respect, and (5) by passing the subject as this will boost the morale of the teacher as a professional teacher because this will prove that the students really learn from the teacher. The students will serve as a reflection of the teacher and his/her teachings.

as a teacher, students are motivated to study by giving them assurance that they will learn. making the students feel comfortable and giving reasons why they should not skip classes. as a student, to motivate teachers to teach effectively, showing and making the class interesting will do. giving time to study lessons regarding the subject and not just a past-time.

I think that motivated people are more successful than unmotivated people. It is because if one has no motivation, he tends not to work on the best of their abilities and therefore he will not succeed. Also motivated people develop plans and objectives that can help them to achieve a particular goal while people with lack of motivation do not set goals because they will feel no need for them to work on it. So, I think the one who has willingness to do his work and self-confidence will definitely become successful on everything that he will do.

2. Do you find that motivated people are more successful than unmotivated people?Defend your answer. For me, everyone is aiming for success but i'll find that motivated people are more successful than unmotivated people in a way that motivated ones can do something special to achieve what he/she really wants to have. If you are motivated you are inspired of doing what is good and what is right. You can perform better to make your supervisor be proud of you. Since you are motivated you will find a way to make your work become successful in a good way. Motivated people tends to be role models to others and serves as an encouragement cause to aim a better position or recognition in an organization. They act as a professional worker/employee since they didn't want to commit mistakes because they are abashed to others when they are doing wrong things. But before I end my comment I want to share this " Your attitude to work is more important than in your knowledge" because skills can be obtained but your attitude reflect your personality, what you are and who you are...thank you and god bless!!!

I believe that motivated people are more successful than unmotivated people. It is because motivation is one of the major factor to be successful in everything you do especially in achieving your full potential. If one has absolutely no motivation or unmotivated, they will feel that they have no need to work to the best of their ability . It can also be gleaned that people who work to their full potential tend to put out better products or ideas. Not only are the products produced in a better quality, but they are more efficiently created unlike those who has no drive to keep going and get things done. If the ideas or products one produces efficiently made and of high quality, they will be successful in distributing said product or ideas.

2. Do you find that motivated people are more successful than unmotivated people?Defend your answer. For me, everyone is aiming for success but i'll find that motivated people are more successful than unmotivated people in a way that motivated ones can do something special to achieve what he/she really wants to have. If you are motivated you are inspired of doing what is good and what is right. You can perform better to make your supervisor be proud of you. Since you are motivated you will find a way to make your work become successful in a good way. Motivated people tends to be role models to others and serves as an encouragement cause to aim a better position or recognition in an organization. They act as a professional worker/employee since they didn't want to commit mistakes because they are abashed to others when they are doing wrong things. But before I end my comment I want to share this " Your attitude to work is more important than in your knowledge" because skills can be obtained but your attitude reflect your personality, what you are and who you are...thank you and god bless!!!

Based on what I have learned and on my own experience in my 20 years of existence, I find that motivated people are most successful than unmotivated people. Motivated person are enjoying on what they are doing because they are inspired they have a strong desire to accomplish a certain work causing them to gain rewards and become more motivated while the unmotivated ones are just doing it without his willingness feeling that it was just like yesterday having bored that makes their lives a sad that causes their output a no good resulting to staying in a mud where you can’t escape. All successful person have their own motivation that give them now an eternal satisfaction. This motivation leads them to where they are now. If you are motivated, you will do always your best making it a good enough and making you a successful ones. In summary, motivated people are the persons that gain their passion for what they really want, achieving their goals, and living their lives.

Motivation of students in studying and learning plays a significant role on how a student will succeed on his profession or career someday. But being a motivated student is not easy. The process of achieving this kind of attitude is complicated and requires longer period especially if the student encounters numerous kinds of problems while studying. Here is where the significance of motivation takes place. Different factors are considered in motivating a student. Teachers are one of these determinant factors. The role of the teachers does not stop in four corners of the classroom where they introduce new lessons to the students. They also serve as a second mother, a counsel, and a guide who boost the motivation of students. In lieu of this, teachers prepare realistic, strategic and relevant challenges for the students toward effective and individual goal establishment. These goals motivate students to perform at their best which in turn develop their well-being. Moreover, guidance, love and affection a student receives from a teacher may also aid positive reinforcement of motivation. Likewise, students play a significant role in motivating teachers. Aside from their families, students are the life of every teacher. Students inspire teachers to practice excellence in the job in many ways. For example, when teachers see students’ appreciation of their hardwork and sacrifices, it increases their self-esteem. Along with this, they are motivated to perform at their finest. Learning is a continuous two-way process. As the teacher teaches students about life, students teach teachers life. When students impart their lives and stories, teachers are touched and learn various lessons in life. Subconsciously, it motivates them to help students achieve their goals which in turn gives them fulfillment and satisfaction.

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