Levels of Motivation of the Selected Non-teaching Personnel of General de Jesus College and Its Effects on Their Work Performance: A Qualitative Study

Abstract

Motivation is one of the most crucial elements in a workplace. It serves as a driving force to keep an employee working harder and meeting their organization's goals. On the other hand, Non-Teaching Personnel are often cited as the “invisible workforce” as most institutions do not focus on them, despite being an essential part of an organizational setting. Therefore, this study focused on the levels of motivation of the Non-Teaching Personnel of General De Jesus College and how it affects their work performance with the use of Abraham Maslow’s Hierarchy of Needs Theory to know how motivated they are and determine what are their met and unmet needs despite not being the focus of most organizations. A descriptive method was used in this study; the specifically phenomenological approach was used to gather data from ten (10) Non-Teaching Personnel that were selected through purposive sampling. In-Person surveys, Face-to-Face Interviews, Semi-Structured Interviews, and Audio Recordings are the tools used to collect data. Most Non-Teaching Personnel are aged 51-60, and most work for 1-30 years. The Non-teaching Personnel’s motivation to work is their family, as it inspires them, salary because it gives them the means to provide for their needs, and the welcoming workplace environment. Those motivations greatly affected their productivity and enthusiasm to work, driving them to improve themselves. They could also attain their needs at every level of the Hierarchy of Needs. Still, regarding Physiological Needs, the younger Non-Teaching staff are not satisfied with their salary and see the need to increase it to motivate them.

Moreover, a combination of older and young Non-Teaching staff were still aiming to improve themselves so they would reach their full potential, Self-Actualization. This study proposed a booklet to help address the needs and uplift the motivation levels of every staff according to Maslow's Hierarchy of Needs. It is concluded that the Non-Teaching Personnel are from the older demographic of 51-60 years old and are working for a long time in the institution. They were also able to reach all the levels in the Hierarchy of Needs, but the younger staff were still not satisfied with Physiological needs as they were not pleased with their salary. Both older and young Non-Teaching Personnel were still aiming to improve themselves to achieve their self-goals and full potential. Consequently, this study presented a booklet to help an institution address its personnel's needs and motivate them.