MOTIVATING EMPLOYEES

In today's turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery. In part this is because individuals are motivated by different things and in different ways.

In addition, these are times when delayering and the flattening of hierarchies can create insecurity and lower staff morale. Moreover, more staff than ever before are working part time or on limited-term contracts, and these employees are often especially hard to motivate.

It is a painful reality that in Davao City National High School, monetary considerations are among the widely regarded motivating factor. Teachers and employees are more driven to work if there is monetary consideration is at stake in exchange for their work.

Awards and citations no longer bear substantial merit in the performance of teachers. It seems that working has become a routine; thus, quality of outputs is not a primary considerations for as long as their respective duties and responsibilities have been performed.

There are no real disadvantages to successfully motivating employees, but there are many barriers to overcome. Barriers may include unaware or absent managers, inadequate buildings, outdated equipment, and entrenched attitudes, for example:

·         "We don't get paid extra to work harder."

·         "We've always done it this way."

·         "Our bosses don't have a clue about what we do."

·         "It doesn't say that in my job description."

·         "I'm going to do as little as possible without getting fired."

Sometimes it hurts to be a part of an organization who considers money as a primary motivating factor, but that is a reality that we cannot afford to oversee.