Hi, im marvin camarce and right now, im going to discuss work motivation.

So pag-uusapan natin dito yung factors which motivates employees to work hard

So what do you mean by work motivation?

According to derresa, Motivation in the work context is expressed as an individual's degree of

willingness to exert and maintain an effort towards organizational [Link] normally, pag

motivated ang isang employee, mas nagiging productive sila and yung productivity na yun
nakakaapekto sa efficiency ng isang company at economic development ng isang bansa.

So, the desire to work differs across culture. Sa mga bansa na mas binibigyang halaga yung

material wealth, generally, mas malaki yung motivation ng employees sa pagtatrabaho. And
of course, nakakatulong to in promoting economic development. In fact, the higher level of

development that exists in some countries can be explained by the work of Max Weber who

suggested that self-discipline, hard work, honesty, and a belief in a just world foster work

motivation and, thus, economic growth. Typically, yung mga employees, mas ganado rin sila
magtrabaho pag may kapalit mataas na reward yung success nila. Example, may reward sila

makukuha pag maganda yung performance nila sa work. Also, mamemeasure rin natin yung

employees attitude towards work using the masculinity-femininity index. The degree to
which individuals are assertive, confrontational, and aggressive in their relationships with

others varies across borders. These attitudinal differences help explain why an international
company may encounter managers abroad who behave differently from what it expects or

prefers.

Next, hierarchy of needs theory

So dito sa hierarchy of needs theory, sinasabi dito na mas pinaprioritize ng mga tao na ifulfill

muna yung lower level needs bago yung sa higher level needs. So, makakatulong sa
managers yung pag unawa sa theory na to as they make decisions regarding reward
preferences of employees in different countries. For example, sa very poor or small countries,

namomotivate na yung employees pag yung compensation nila is sapat nara masatisfy yung
lower level or yung basic needs nila like foods. While sa other country naman, mas

namomotivate yung employees pag yung compensation naman nila ay kayang ifulfill yung

other needs or yung higher level needs. So, it differs among countries

Next, sa figures, makikita natin yung hierarchy of needs and need-hierarchy combinations. Sa

pyramid, makikita natin na nasa pinakababa yung physiological or yung basic needs like

foods and shelter na kailangan munang masatisfy before the security needs. Upon satisfying
our security needs, which is yung safe physical and emotional environment, dun naman
papasok yung level 3 which is yung social needs or yung motivational effect of affiliation,
such as peer acceptance. After that, mamomotivate na tayo to satisfy our esteem needs,

bolstering our self-image through recognition, attention, and appreciation. And lastly, The

highest-order need calls for self-actualization—self-fulfillment, or (to quote Robert Lewis

nagtatrabaho ang tao para masustain yung needs nila, which, once satisfied, diminishes in

value as a motivator.

So, The way in which these needs are ranked differs among countries. Kung makikita nyo

yung figure a and b , which for example represents the population of the country. Kung
mapapansin nyo, yung level 3 bar ni country b ay mas mahaba kaysa sa country a, so

makikita natin na mas priority sa country b yung level 3 needs. and, conversely, mas mahaba
naman yung bar sa level 5 need sa country a copared to country b. ). In other words, even if

we rank various needs in the same order (or hierarchy), the people in one country may

regard a given higher-order need as more important (wider) than do people in another

country.
Next is relationship preferences

So, Relationships preferences – and more specifically the interactions between bosses,
subordinates, and peers – also differ from country to country. So nagkakaiba pa rin base on

culture ng isang country. Meron tayong tinatawag na power distance which refers to the

general relationship between superiors and subordinates. When it is high, mas pineprefer ng

employees ang little consultation between superiors and subordinates. So hindi sila gaanong
nagtatanong. Additionally, when there is a high power distance, Employees usually prefer one

of two management styles. Yung management styles na na yun ay ang autocratic and

paternalistic. Dito sa autocratic style, yung mga boss ay may unlimited authority. They control
all the decisions in an organization. Sa paternalistic naman, parang inaasume ng leader dito,
na he has a fatherly function. So nireregulate nya yung conduct ng organization by supplying

its needs. Kapagka naman may low power distance, employees prefer consultative style.

Next, individualism vs collectivism. So ano ba ang pinagkaiba nila. So Individualism is

characterized by a preference for fulfilling leisure time and improving skills outside the
organization. It also implies a low preference for receiving compensation in the form of

benefits and a high preference for personal decision making and on-the-job challenges. So

they try to improve themselves individually, hindi sila nakadepende sa company. In contrast,
collectivism encourages dependence on the organization and a preference for thorough

training, satisfactory workplace conditions, and good benefits. So nakadepende naman sila sa
organization na pinagtatrabahuhan nila. So sa mga country na may high individualism, ang

prime motivator ng employees is yung fifth level sa hierarchy of needs o yung tinatawag na
self-actualization. Sa countries naman na may high collectivism, ang prime motivator naman

ng employees is fulfilling their security needs.

Next, lest discuss naman yung risk taking behaviors

How people approach risk also varies from country to country. So, again, nakadepende pa rin

sya sa culture ng isang bansa. So sa topic na to, Four types of risks are important, eto yung

uncertainty avoidance, trust, future orientation, and fatalism.

nila kahit na alam nila na company pa rin yung magsusffer sa di nila pagsunod. Yung reason

kasi dito is mas prefer nila mag stay sa certain position nila sa company kesa sa promotion or

humanap ng ibang work kasi ayaw nila sa uncertainties na kakaharapin nila pag nagbago sila
ng work. Similarly, yung mga consumers din sa country na may high uncertainty avoidance,

konti lang sa kanila yung hindi natatakot na mag try ng new products na sila palang yung

unang makakagamit.

Next is trust, so sa mga countries naman in which their culture where trust are high, mas
mababa lang yung cost of doing business kasi miniminimize na nung managers yung time

fussing over every possible contingency and monitoring every action for compliance with

certain business principles, dahil nga mataas na yung tiwala sa kanila.

Next is future orientation. So yung business decisions naiimpluwensyihan di sya ng culture’s

attitude toward the future and whether it’s worthwhile to delay gratification in order to invest
for the future.

And lastly is fatalism. So kapag ang employees ay naniniwala sa kakayanan nila at determined

sil, they may be willing to work hard to achieve goals and take responsibility for performance.
Kapagka naman fatalistic sila and believe every event in life is inevitable, they’re less likely to

accept the basic cause-and-effect relationship between work and reward.