The document discusses incentives and motivation of employees in selected fast food chains in Lipa City, Philippines. It finds that incentives play a great role in motivating employees and improving work performance. Respondents agreed that incentives can reduce labor turnover, increase loyalty to the organization, and lead to greater job satisfaction. However, respondents indicated that incentives have the smallest impact on increasing work productivity.
The document discusses incentives and motivation of employees in selected fast food chains in Lipa City, Philippines. It finds that incentives play a great role in motivating employees and improving work performance. Respondents agreed that incentives can reduce labor turnover, increase loyalty to the organization, and lead to greater job satisfaction. However, respondents indicated that incentives have the smallest impact on increasing work productivity.
The document discusses incentives and motivation of employees in selected fast food chains in Lipa City, Philippines. It finds that incentives play a great role in motivating employees and improving work performance. Respondents agreed that incentives can reduce labor turnover, increase loyalty to the organization, and lead to greater job satisfaction. However, respondents indicated that incentives have the smallest impact on increasing work productivity.
The document discusses incentives and motivation of employees in selected fast food chains in Lipa City, Philippines. It finds that incentives play a great role in motivating employees and improving work performance. Respondents agreed that incentives can reduce labor turnover, increase loyalty to the organization, and lead to greater job satisfaction. However, respondents indicated that incentives have the smallest impact on increasing work productivity.
Download as DOCX, PDF, TXT or read online from Scribd
Download as docx, pdf, or txt
You are on page 1/ 1
ISSN-L: 2307-3713, ISSN: 2307-3721 Vol. 2 No.
1 August 2013 Educational Research International
INCENTIVES AND MOTIVATION OF EMPLOYEES IN SELECTED FAST FOOD CHAINS IN LIPA CITY, PHILIPPINES
Kymberle Felnecah M. Umali , Carren Joy B. Dagdagan , Arlene F. De Torres , Mario Lemuel K. Felipe , Christine Joy G. Maranan , Dionisio III M. Maranan
College of International Tourism and Hospitality Management, Lyceum of the Philippines University PHILIPPINES.
Incentives play a great role in motivating employees to perform well. Most of the employees strongly agreed that incentives can greatly improve their work performance.
The respondents agreed that incentives have a great impact to the employee. The respondents strongly agreed that improving performance is the great impact of the incentives. The respondents agreed that incentives can reduce labor turnover, loyalty to organization and can lead to job satisfaction. As shown from the results, the least impact of incentive is it can increase work productivity.
LPU- Laguna Business and Accountancy Journal Vol. 1 No.2 September 2015
JOB SATISFACTION AND PERFORMANCE LEVEL OF EMPLOYEES OF AJINOMOTO PHILIPPINES CORPORATIONLUCENA
BRANCH
Angeles, Vhona-Nanette P., Saludo, Aimeren Krystelle M., Virtus, Ludy Mae R. and Win Maw Tun
Job satisfaction and performance refer to the gratification that an employee feels when he/she accomplished the job and appreciated by the superiors.
Social relationships and psychological factors are the main causes of job satisfaction and productivity in employees (Robbins, 2002). According to an article in small business written by Linda Ray, money is not always the main cause of job satisfaction. There are several causes of job satisfaction in a workplace such as culture, opportunities, job security, supervision and rewards. Employees will tend to be more motivated and satisfied at work when they receive incentives, use their talents, engage them in an exciting and challenging task and generate a friendly and relaxing environment.
The strongest tie between job satisfaction and behavior is found in the employee membership decision. If the evaluation is negative, employees tend to look elsewhere for employment when alternatives are available. When expectations of future security advancement are low, the organization does not compare favorably to alternative employment sources. When individuals experience strong negative affect and are consistently in a negative affect the state, they avoid coming to work (absenteeism) and look for ways to relieve themselves of this negative affective state by looking for other means of employment (negative reinforcement)
