FOREIGN LITERATURE

Morale is a state of mind and emotions which influence the willingness to work,

that successively affecting the individual and organizational objectives.

According to Jucius, morale affects the output, quality, costs, cooperation,

discipline, enthusiasm, initiative, and other factors of success.

Michael J. Jucious. Personnel Management. Illinois: Richard D. Irwin, Inc., 1959

The morale of a person is high if the person feels that about to reach his goals by

contributing to the organizational objectives.

Keith Davis. Human Behavior at Work, Human Relation and Organizational

Behavior 4th Ed., New York: McGrawhill Book Co., 1972

Flippo stated that morale is classified into high morale and low morale. High

morale if there are employee enthusiasm, voluntary conformance with

regulations and orders, cooperation to accomplish the organizations objectives.

Low morale if there are cases of subordination, discouragement and dislike of

job, company and assosciates.

Flippo, Edwin B. Personnel Management. Eight Edition. Chicago: McGraw Hill

Publishing Company, 1990.

According to Hilgert and Leonard, high morale is not a cause of good human

relations, it is the outcome of positive motivation, respect for people, effective

supervisory leadership, good communication, participation, counseling and

desirable human relation practices.

 The condition of employee morale indicates how efficient the supervisor is in

performing his or her managerial duty.

Hilgert, Raymond and L. Edwin C. Leonard, Jr. Supervision. Ohio: South-Western

College Publishing, 2001.

Educate. Helping your team improve their professional skills by providing on-site

coaching will help them boost their motivation in the workplace. This will also

help them learn how to overcome professional and personal problems on their

career paths.

Enjoy. You may schedule outings or team building to improve the team bonding

and happiness

Influence camaraderie. Productivity and morale will not be optimized if people in

your workplace dont have a good relationship with each other.

Communicate. It is better to communicate with them through a direct medium. In

this case, there will be a high comfort level of relationship with the team, fostering

trust, and will also help them boost their motivation and increase in productivity

1. Build a foundation. You may ask about their vision, expectations, career

goals, as well as how they can help the company expand in the near future.

4. Set smart goals. Having a goal in mind provides a real boost of motivation

each time you achieve it. To have a motivating outcome, it has to be specific,

measurable, attainable, relevant and trackable or SMART goal.

6. Give incentives. A motivational rule that nearly goes without saying is through

rewarding yourself for your hard work. Also, providing even smaller yet consistent

rewards is a great way to boost motivation in the workplace.

 13. Have a purpose. One of the vital factors to boost motivation in the workplace

is finding a purpose. Usually, employees are motivated by purposeful work. It is

knowing that the work youre doing makes a difference in some way

15. Set quality standards. Set standards and provide skills development. It is not

enough that you just mastered a skill needed to accomplish your current task

Mitch, M. 2017, 15 Tips to Increase Motivation in the Workplace.

6. Socialization enables employees to develop good working relationships and

to identify with their co-workers and the organization.

Hence, a supportive type of management style would be most appropriate in the

small firm.

Motivating your Employees (2016).

Hope is a powerful force that brings people together. It instills a sense of unity,

collective pride and strengthens optimism when people work together as one.

This is why teambuilding is so powerful. This explains why the most successful

companies have a strong workplace culture and why family-controlled firms

outperformed their public peers by 6% on company market value

Lopis, G. 2013, 5 Ways Leaders Keep Hope Alive In Difficult Times.

Ensure goals are aligned with the business mission.

Plan ahead, share those plans, and bring your employees into the decision-

making process wherever possible

Get out of the office.

Offer opportunities for development.

Green, A. (2014). Motivating Workers in Tough Times.

 Keep communication open. Communication is vital.

Help those in need first

Expect and plan for the long term.

Smith, G. P. (2008). Leading Your Workforce during an Economic Crisis: Ten

Action Steps to Take Now

Clarify expectations for employees. Leaders need to spend more effort in setting

correct employee expectations in times of crisis. Such clarification takes away

much uncertainty associated with the external turbulence.

Nothing makes humans feel more uncomfortable than the unknown. Thus, it is

important for managers to share plans with employees and keep communication

open. Information is an important source of energy that assists in motivating

employees and in keeping their trust in times of crisis.

Encourage employees to look for opportunities in negative events.

Organize economical corporate team building events to create team spirit. In

times of crisis, however, it is more important than ever that employees work well

together as a team and thus from time to time it is useful to have an economical

corporate team-building event.

Fey, C. (2009). How to Motivate Employees in Times of Crisis.

Offer time away from the office to do some good. Studer Group, a Gulf Breeze,

Fla.-based management consulting firm, gives its 114 employees four paid hours

a month to volunteer for a charitable initiative or organization of their choice.

Departments also take on volunteer projects as a group.

Erb, M. (2017). Seven Ways to Boost Employee Morale.

 Hope is a critical part of achieving a strategy when based on what is possible;

perhaps not highly probable, but possible. Hope is the belief that something is

possible and probable, and the recognition that the degree of each is not

necessarily equal. When hope is based on real-world experience, knowledge and

tangible and intangible data, it results in trust, which is necessary to

implementing any strategy.

Hope Is a Strategy (Well, Sort Of), Deborah Mills-Scofield

Seek buy-in. Involve staff in determining and seeing the big picture and the

goals needed to achieve it.

Help fulfil career goals. If the employee wants to take on more responsibility or

move into a different department, investigate the possibilities and get back to

them with options.

Encourage contributions. If an employee can regularly contribute ideas, and

suggestions, it makes them feel important and gives meaning to their jobs. Give

people responsibility and they often rise to the challenge. Allow them to unleash

their imagination, ingenuity and creativity and everybody wins.

Maintain workforce satisfaction. One way to generate sustained profits is to build

a work environment that attracts and keeps talented people who want to show up

and perform at a level of excellence.

Provide training. Being part of a learning culture is an important motivator for an

employee. Training can help fill the gap between lack of skills and better

productivity after training needs are assessed. Appropriate training should be

viewed as an investment rather than a liability.

Larson, B. (2014). 10 strategies to retain and motivate employees.

One method of focusing the attention of all employees on maximizing their

performance level is through providing incentive opportunities, at all levels of the

organization is, commensurate with the employees level of responsibility or

contribution.

Herman, Roger E. Keeping Good People: Strategies for Solving the #1 Problem

Facing Businesses Today. Oakhill Press, 1999

LOCAL LITERATURE

As stated by Ralph Currier Davis, the willingness cooperation, loyalty to the

organization and its leadership, good discipline, strong organization stamina,

high degree of interest in the job and the organization, organization initiative and

pride in the organization are the impact of morale.

As for Miranda, motivation basically related to what energizes Human Behavior,

directs or channels such behavior, and how this behavior is maintained or

sustained.

Gregorio J. Miranda. Supervisory Management. Metro Manila: National Bookstore

Inc.,

The morale level of supervisors and employees is in crucial significance.

Esdras T. Martinez, Supervisory Development Test and Cases, Manila: G/C

Enterprises and Co., 1974

Non work-related factors such as age, sex, and work values which influence the

attitude of an employee about the things around him.

Management practices or the qualitative aspects of the job. Good pay policies

generally create positive attitude towards the job. Supervisors who are fair,

considerate and competent generally create positive feelings of satisfaction with

supervision.

CORPUZ, CRSIPINA R. (2000) PERSONNEL AND HUMAN RESOURCE

MANAGEMENT. Manila: Rex Bookstore Inc.,

 Salary is not the main factor in employees motivation. No wonder, there are

some companies where some employees are repetitive absentees in spite of

their high salaries

An emotion is a motive power of life. It is a reinforcing agent which motivates

man to action during an emergency.

Andres, Thomas (2001) .Enhancing Organizational Performance and Productivity:

Management Tools and Techniques. New Day Publisher.

FOREIGN STUDY

The process of motivation started with the needs of the people that will create a

hole in them.

Chukwuma. Edwin Maduka and Dr Obiefuna Okafor. Effect of Motivation on

Employee Productivity: A Study of Manufacturing Companies in Nnewi. Retrieved

July 13, 2017 from https://www.arcjournals.org/pdfs/ijmsr/v2-i7/14.pdf

Employee morale has direct relationship with the employee motivation and job

satisfaction.

P.Kandhakumar and DR. J. Isaac Balasingh. (2016) Conceptual Frame Works on

Employee Morale and Satisfaction in work place. Retrieved July 14, 2017 from

http://ijariie.com/AdminUploadPdf/CONCEPTUAL_FRAME_WORKS_ON_EMPLOY

EE_MORALE_AND_SATISFACTION_IN_WORK_PLACE_c_1169.pdf

If motivation is present in the organization it will the gaps that is essential to

attain organizational goals.

Kola Jaahnavi. (April 2013) Impact of Non-monetary Motivation on Employees

with reference to Private Banks. Retrieved July 14, 2017 from

http://www.iracst.org/ijrmt/papers/vol3no22013/4vol3no2.pdf

One of the major problems facing most employers in both public and private

sector is how to motivate their employees in order to improve performance.

The general believed is that employees will not perform to the best of their ability

unless they are motivated to do so

Igbaekemem Goddy Osa. MONETARY INCENTIVES MOTIVATES EMPLOYEES ON

ORGANIZATIONAL PERFORMANCE. Retrieved July 18, 2017 from

http://www.eajournals.org/wp-content/uploads/Monetary-Incentives-Motivates-

Employee---s-On-Organizational-Performance..pdf

It is the strive to reach peak performance every day, to enjoy the continual

challenge of improving results, to genuinely care about their peers and their

company, and to maintain positive results (Evenson, 2003, p.21)

Evenson, R. (2003), Motivating to develop an all-star team, American Salesman, 48

(10) October, pp.2127.

Nafisa Rounok, Mosammod Mahamuda Parvin. Fostering Employee Performance:

A Literature Review. Retrieved July 18, 2017 from

https://www.researchgate.net/profile/Mosammod_Parvin/publication/265810193_F

ostering_Employee_Performance_A_Literature_Review/links/551c2b3e0cf20d5fbd

e35489/Fostering-Employee-Performance-A-Literature-Review.pdf

When one thinks about it, the success of any facet of the business can almost

be traced to motivated employees. This is especially true and important in today's

turbulent and often chaotic environment where commercial success depends on

employees using their full talents

The study of motivation is concerned basically with why people behave in a

certain way. In general it can be described as the direction and persistence of

action. It is concerned with why people choose a particular course of action in

 preference to others, and why they continue with chosen action, often over a long

period, and in the face of difficulties and problems (Mullins, 2005).

Mullins LJ (2005). Management and Organisational Behaviour. Prentice hall. UK 7th Ed.

88(431):1052-1058.

Osabiya, Babatunde Joseph. The effect of employees motivation on

organizational performance. Retrieved July 18, 2017 from

http://www.academicjournals.org/article/article1433502383_Osabiya.pdf

Employee engagement can be understood as both an emotional state and a

behavioral reaction to a given work environment. As an emotional state,

engagement represents ideas such as focus, motivation and passion for the task

at hand. As a behavioral reaction, engagement goes beyond feelings and

attitudes. An engaged employee can provide significantly more discretionary

effortdoing whatever it takes to complete work tasksultimately having a

positive impact on business results. In short, engaged employees say good

things about working at an organization, they plan to stay at that organization and

they strive to give extra effort.

Aon Hewitt.Managing Employee Engagement During Times of Change. June 2013.

Retrieved July 18,2017 from http://www.aon.com/attachments/human-capital-

consulting/2013_Managing_Engagement_During_Times_of_Change_White_Paper

.pdf
 As described earlier, motivation can be separated in intrinsic and extrinsic

motivation. Amabile (1993) explains this as follows: Individuals are intrinsically

motivated when they seek enjoyment, interest, satisfaction of curiosity, self-

expression, or personal challenge in the work. Individuals are extrinsically

motivated when they engage in the work in order to obtain some goal that is

apart from the work itself.

Amabile, T. M. (1993). Motivational synergy: toward new conceptualizations of intrinsic

and extrinsic motivation in the workplace. Human Resource Management Review, 3 (3),

185-201.

Brent Keijzers (2010) Bachelor Thesis: Employee Motivation and Performance.

Retrived July 18, 2017 from http://arno.uvt.nl/show.cgi?fid=121057

The most common problem areas were pay, work relations, especially stress

and bullying and workload (for around a third of the sample) and job security and

working hours (for a quarter or more). Most workers experienced multiple

problems. The three most common specific problems within each problem area

were: stress (24 per cent of all respondents), being given too much work without

enough time (20 per cent of respondents) and management taking advantage

and bullying me (18.8 per cent of the sample)

Anna Pollert & Andy Charlwood (2008).The Unorganised Worker: Problems at

Work, Routes to Support and Views on Representation. Retrieved July 18, 2017

from

https://www.google.com.ph/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&ved=
0ahUKEwiJiqXp05HVAhWJf7wKHeVJDOMQFggnMAE&url=http%3A%2F%2Fwww

2.uwe.ac.uk%2Ffaculties%2FBBS%2FBUS%2FResearch%2FCESR%2FCESRWP1

1.pdf&usg=AFQjCNFJ82EhBIwMjOYDY_YBRpcwC_hRug&cad=rja

People are more likely to be motivated if they work in an environment in which

they are valued for what they are and what they do. This means paying attention

to the basic need for recognition Encourage the development of performance

management process which provide opportunities to agree expectations and give

positive feedback an accomplishments Develop reward systems which provide

opportunities for both financial and non-financial rewards to recognize

achievements.

Shagufta Ashraf, Ghulam Mustafa Azam, Waqar Ashraf (2015). Impact of

Motivational Strategies on Employee Motivational Level: A Case Study of National

Bank of Pakistan in Azad Jammu and Kashmir. Journal of Investment and

Management.Vol.4, No. 5, pp. 191-195. Retrieved, July 14, 2017, from

http://article.sciencepublishinggroup.com/html/10.11648.j.jim.20150405.18.html

When employees have positive attitude towards their job, they feel committed

with the organization and get engaged in the work and results will be effective

output. And employee feels committed when they receive intrinsic rewards, which

also increases job satisfaction and motivate employees.

Neelam Bari , Uzma Arif , Almas Shoaib (2013). Impact of Non-Financial Rewards

on Employee Attitude &Performance in the workplace A case study of Business

Institutes of Karachi. Retrieved June 26, 2017 from

https://www.ijser.org/researchpaper/Impact-of-Non-Financial-Rewards-on-
Employee-Attitude-Performance-in-the-workplace-A-case-study-of-Business-

Institutes-of-Karachi.pdf
LOCAL STUDY

Motivation is an important factor in management. With it, the level of employees

performance will increased, their morale will raise and the goals and objectives of

a certain office are achieved.

If the morale is low the result of productivity is low. Therefore, high productivity is

the impact of high morale.

Ramon G. Talahiban (March 2001) Factors Associated to the Level of Morale of

the Department Heads, Assistances and Rank and File Employees in the Local

Government Unit of Calbayog City

Morale is composed of emotions and attitudes. Morale affects the productiveness

of the employee and therefore affects the individual and organizational objectives

If the employees morale is high they will do what is expected for them to do but if

it is low the opposite tends to happen

The result of the study of the factor that affects the morale of employee of Toyota

Cebu states that Probability of success is the number factor that affects their

morale.

Tan, Erlyn V. (October 2002) Employee Morale in Relation to Employee

Performance in Toyota Cebu Inc.: Basis for a Proposed Intervention

Interest in the concept of job satisfaction, the idea that the way people feel about

their jobs has a relationship to job performance, is a 20th century phenomenon.

Malows hierarchy of needs model essentially says that people have needs that

they wish to satisfy, and gratified needs are not as strongly motivating as unmet
 needs. That is, employees are more enthusiastically motivated by what they are

seeking than by what they already have.

Rose Mary A. Buag (1996) A SURVEY ON THE JOB SATISFACTION IN A

REINSURANCE COMPANY.

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.

Umali; Dagdagan; De Torres; Felipe; Maranan, C.; Maranan, D. III (2013)

INCENTIVES AND MOTIVATION OF EMPLOYEES IN SELECTED FAST FOOD

CHAINS IN LIPA CITY, PHILIPPINES. Retrieved June 26, 2017 from

http://research.lpubatangas.edu.ph/wp-content/uploads/2014/05/ERInt-

INCENTIVES-AND-MOTIVATION-OF-EMPLOYEES-IN-SELECTED-FAST-FOOD.pdf
BIBLIOGRAPHY

Foreign Literature

1. Michael J. Jucious. Personnel Management. Illinois: Richard D. Irwin, Inc., 1959

2. Keith Davis. Human Behavior at Work, Human Relation and Organizational

Behavior 4th Ed., New York: McGrawhill Book Co., 1972

3. Flippo, Edwin B. Personnel Management. Eight Edition. Chicago: McGraw Hill

Publishing Company, 1990.

4. Hilgert, Raymond and L. Edwin C. Leonard, Jr. Supervision. Ohio: South-

Western College Publishing, 2001.

5. Mitch, M. (2017). 15 Tips to Increase Motivation in the Workplace. Retrieved,

July 14, 2017, from http://businesstips.ph/tips-to-increase-motivation-in-the-

workplace/

6. Motivating your Employees (2016). Retrieved, July 14, 2017,from

http://philippines.smetoolkit.org/philippine/en/content/en/6461/Motivating-your-

Employees

7. Lopis, G. (2013). 5 Ways Leaders Keep Hope Alive In Difficult Times.

Forbes.com. Retreived, July 14, 2017, from

https://www.forbes.com/sites/glennllopis/2013/08/19/5-ways-leaders-keep-hope-

alive-in-difficult-times/3/#248fe94ca654

8. Green, A. (2014). Motivating Workers in Tough Times. Employee Engagement

Net Article. Retrieved, July, 14, 2017, from

https://blogs.oracle.com/oraclehcm/motivating-workers-in-tough-times
9. Smith, G. P. (2008). Leading Your Workforce During an Economic Crisis: Ten

Action Steps to Take Now. WorldSweeper.com. Retrieved, July 14, 2017, from

https://www.worldsweeper.com/EmployeeManagement/ActionsInaCrisis.html

10. Fey, C. (2009). How to Motivate Employees in Times of Crisis. Taken from

Leadership and Crisis, Introduction; first edition. Ward Howell Talent Equity

Newsletter. Retrieved, July 14, 2017, from

http://wardhowell.com/en/teinstitute/magazine_1/motivatsia_sotrudnikov_vo_vre

mya_krizisa/

11. Erb, M. (2017). Seven Ways to Boost Employee Morale. Entrepreneur Media,

Inc. Retrieved, July 14, 2017, from https://www.entrepreneur.com/article/220000

12. Larsen, Brad (2014). 10 strategies to retain and motivate employees. Retrieved,

July 14, 2017, from the link http://www.standard.net/Success-

Strategies/2014/09/24/10-strategies-to-help-retain-and-motivate-employees.

13. Dudovskiy, J. (2013). A Brief Literature Review on Employee Motivation.

Retrieved, July 14, 2017, from http://research-methodology.net/a-brief-literature-

review-on-employee-motivation/

14. Jian, Z., Qian, Y., Z. Fei (2006). A Study on the Motivational Mechanism of

Creative Situations, vol. 8, art. 2. University of Science & Technology Beijing,

China.

15. Hyland, M. E. Motivation and placebos: do different mechanisms occur in

different contexts? Philosophical Transactions of the Royal Society B. Biological

Science. Retreived, May, 14, 2017, from

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3130400/
 16. Herman, Roger E. Keeping Good People: Strategies for Solving the #1 Problem

Facing Businesses Today. Oakhill Press, 1999

Foreign Study

1. Chukwuma. Edwin Maduka and Dr Obiefuna Okafor. Effect of Motivation on

Employee Productivity: A Study of Manufacturing Companies in Nnewi. Retrieved

July 13, 2017 from https://www.arcjournals.org/pdfs/ijmsr/v2-i7/14.pdf

2. P.Kandhakumar and DR. J. Isaac Balasingh. (2016) Conceptual Frame Works on

Employee Morale and Satisfaction in work place. Retrieved July 14, 2017 from

http://ijariie.com/AdminUploadPdf/CONCEPTUAL_FRAME_WORKS_ON_EMPL

OYEE_MORALE_AND_SATISFACTION_IN_WORK_PLACE_c_1169.pdf

3. Kola Jaahnavi. (April 2013) Impact of Non-monetary Motivation on Employees

with reference to Private Banks. Retrieved July 14, 2017 from

http://www.iracst.org/ijrmt/papers/vol3no22013/4vol3no2.pdf

4. Igbaekemem Goddy Osa. MONETARY INCENTIVES MOTIVATES

EMPLOYEES ON ORGANIZATIONAL PERFORMANCE. Retrieved July 18,

2017 from http://www.eajournals.org/wp-content/uploads/Monetary-Incentives-

Motivates-Employee---s-On-Organizational-Performance..pdf

5. Nafisa Rounok, Mosammod Mahamuda Parvin. Fostering Employee

Performance: A Literature Review. Retrieved July 18, 2017 from

https://www.researchgate.net/profile/Mosammod_Parvin/publication/265810193_

Fostering_Employee_Performance_A_Literature_Review/links/551c2b3e0cf20d5

fbde35489/Fostering-Employee-Performance-A-Literature-Review.pdf
6. Osabiya, Babatunde Joseph. The effect of employees motivation on

organizational performance. Retrieved July 18, 2017 from

http://www.academicjournals.org/article/article1433502383_Osabiya.pdf

7. Aon Hewitt.Managing Employee Engagement During Times of Change. June

2013. Retrieved July 18,2017 from http://www.aon.com/attachments/human-

capital-

consulting/2013_Managing_Engagement_During_Times_of_Change_White_Pap

er.pdf

8. Brent Keijzers (2010) Bachelor Thesis: Employee Motivation and Performance.

Retrived July 18, 2017 from http://arno.uvt.nl/show.cgi?fid=121057

9. Anna Pollert & Andy Charlwood (2008).The Unorganised Worker: Problems at

Work, Routes to Support and Views on Representation. Retrieved July 18, 2017

from

https://www.google.com.ph/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&ved=

0ahUKEwiJiqXp05HVAhWJf7wKHeVJDOMQFggnMAE&url=http%3A%2F%2Fw

ww2.uwe.ac.uk%2Ffaculties%2FBBS%2FBUS%2FResearch%2FCESR%2FCES

RWP11.pdf&usg=AFQjCNFJ82EhBIwMjOYDY_YBRpcwC_hRug&cad=rja

10. Shagufta Ashraf, Ghulam Mustafa Azam, Waqar Ashraf (2015). Impact of

Motivational Strategies on Employee Motivational Level: A Case Study of

National Bank of Pakistan in Azad Jammu and Kashmir. Journal of Investment

and Management.Vol.4, No. 5, pp. 191-195. Retrieved, July 14, 2017, from

http://article.sciencepublishinggroup.com/html/10.11648.j.jim.20150405.18.html
 11. Neelam Bari , Uzma Arif , Almas Shoaib (2013). Impact of Non-Financial

Rewards on Employee Attitude &Performance in the workplace A case study of

Business Institutes of Karachi. Retrieved June 26, 2017 from

https://www.ijser.org/researchpaper/Impact-of-Non-Financial-Rewards-on-

Employee-Attitude-Performance-in-the-workplace-A-case-study-of-Business-

Institutes-of-Karachi.pdf

Local Literature

1. Gregorio J. Miranda. Supervisory Management. Metro Manila: National

Bookstore Inc.,

2. Esdras T. Martinez, Supervisory Development Test and Cases, Manila: G/C

Enterprises and Co., 1974

3. CORPUZ, CRSIPINA R. (2000) PERSONNEL AND HUMAN RESOURCE

MANAGEMENT. Manila: Rex Bookstore Inc.,

4. Andres, Thomas (2001) .Enhancing Organizational Performance and

Productivity: Management Tools and Techniques. New Day Publisher.

Local Study

1. Ramon G. Talahiban (March 2001) Factors Associated to the Level of Morale of

the Department Heads, Assistances and Rank and File Employees in the Local

Government Unit of Calbayog City

2. Tan, Erlyn V. (October 2002) Employee Morale in Relation to Employee

Performance in Toyota Cebu Inc.: Basis for a Proposed Intervention

3. Rose Mary A. Buag (1996) A SURVEY ON THE JOB SATISFACTION IN A

REINSURANCE COMPANY.

4. Umali; Dagdagan; De Torres; Felipe; Maranan, C.; Maranan, D. III (2013)

INCENTIVES AND MOTIVATION OF EMPLOYEES IN SELECTED FAST

FOOD CHAINS IN LIPA CITY, PHILIPPINES. Retrieved June 26, 2017 from

http://research.lpubatangas.edu.ph/wp-content/uploads/2014/05/ERInt-

INCENTIVES-AND-MOTIVATION-OF-EMPLOYEES-IN-SELECTED-FAST-

FOOD.pdf