REACTION PAPER

ON

Integrated Dynamics of
Motivation and
Performance in the
Workplace

Submitted by:
IRENE RENE A. RAMAYLA

Submitted to:
BEMIA SNOOKY A. BEBOSO, MBA, LPT
Motivation is very vital in everyone’s work. I, as an instructor in a certain college in our locality,
need to be well-motivated to influence my students with the enthusiasm that I should have. Aside
from family motivation, it is true enough as stated in the article that workplace could affect human
output. Good relationship with workmates and with yourself is needed to have a sound working
environment and a very satisfactory performance, aside from with good facilities in the office.

In our institution, performance is evaluated by many factors: peer evaluation, self-evaluation,

student-evaluation, admin evaluation and through observation. For us to be aware with our
performances, the Executive Vice President would call us for a one-on-one annual interview to
either scold us (if any mistakes or violations made), congratulate us (if promoted or had passed
any licensure exams), appreciate us or give suggestions. Through this, faculty and staffs could
improve and reflect.

With my two years of staying in this school, I realized that our organization is not perfect. Yes, we
are provided with enough salary, good facilities (although not enough), but somehow I feel being
neglected. Our rights were being silenced and somehow our dignity were being stained by some
of the officers in the organization. Which obviously, hold us off from working real hard. I had one
unforgettable experience when one of the officers in our school talked something degrading about
me. When I got to know about it, my self-esteem hides somewhere else even if I knew it was not
true. The point is, how could someone very professional do something unethical with the front
lines of the school wherein supposed to be we are in one Catholic School. I love the school but the
people around it are sometimes unlovable (sorry for the word).

The school always have this annual RnR (Retreat and Recreation) to some enchanted far places to
create greater bonds and deeper self-understanding and so we could understand the people around
us. But still, when we got back to our workplace, we go back to our different factions. It seems
that, nothing happened. No values were learned. We brought back with our pasalubong and the
pictures we took but not the real essence of the activity. The school had explicit cost and an implicit
loss. They spend almost millions for us but they gained nothing in return. I don’t know what’s the
core issue of our organization that divides us. I am very much worried for our administrators. How
did they handle such situations like this? Their employees would not stay for long for some I don’t
know reasons. And me? I won’t stay here for a lifetime but maybe longer.

I realized that our organization is not perfect but is trying to be one. An unreachable dream of an
organization. And so I come to think that to work is to live, and to live is to be faithful with your
core beliefs to keep ourselves MOTIVATED.
 REACTION PAPER
ON

When Team Members’

Values Differ: The
Moderating Role of
Team Leadership

Submitted by:
IRENE RENE A. RAMAYLA

Submitted to:
BEMIA SNOOKY A. BEBOSO, MBA, LPT
Every person is unique. We differ in many ways. We have different looks, we smile in a very
awesome different way, we have different voices, and of course we live in different families – the
major reason why we live in different values. Values that affects our principles in life. Principles
that tells what kind of leader we are.

Our Department (College of Business Administration) has only three full-time instructor including
me and our Dean. We are in the same room. Among the three of us, I am in the service for 2 years
while they’re in the institution for a year. Our Dean is a motherly-type with motherly values always
in concern for us. While my co-instructor is of the same age as mine. With this, I could tell that
everyone is made incomplete to complete the other piece of someone. As we have different values,
we also lead in a very different way but thanks God we always meet half way.

According to Jacque Fresco, “It takes a different values system if you wish to change the world.”
Being a leader doesn’t mean you have all the power to do the things as you wish to do. It means
that you have the power to understand the values lived by your subordinates, consolidate them and
act accordingly. The major role of a leader is to make changes and make things right. This major
role is not as easy as ABC. It requires dedication, commitment, perseverance and all the values
needed to build a path to changes or best, to success.

When team members’ starts to complain base on their own principles, leaders must not base his
response on his own principles, too.

In the classroom setting, I could tell that my leadership is not yet perfect because it is still hard for
me to cater all the values lived by my students. Sometimes my students don’t listen, don’t even
follow or don’t participate at all. It makes me think if I am still worthy to be called a teacher when
I cannot even teach them the right values to get them behave accordingly. But as the clock
continues to tick, I’ve come to realize that I cannot understand life better if not for the different
values and circumstances that I had encountered.

I will always bear in mind these magic words for me to happily continue life, “Every day is a
perfect new day to practice good leadership.”
 REACTION PAPER
ON

Are Committed
Employees More Service
Oriented?

Submitted by:
IRENE RENE A. RAMAYLA

Submitted to:
BEMIA SNOOKY A. BEBOSO, MBA, LPT
Committed employees are the ones who put love to the organization they are working. I believe
that, if you love the things that you do, you will also do the things that you love. Hence, love of
the organization affects the commitment and service of an employee.

Every employer knows the primary motivation of an employee that makes the employees stay for
good. If good performances are monetized, employees would work better. But aside from money,
there are also other aspects needed by an employee to make him put commitment to his work. If
these factors were absent in a certain organization, an employee would tend to lose the spirit of
doing. If the workplace is with a breeze of negative air, an employee would love to exit to breath
freshly. So, as much as the employer could provide a positive workplace, he must.

“Unless commitment is made, there are only promises and hopes but no plans,” according to a
management consultant (I forgot the name). If one lacks commitment, he lacks direction. It is one
of the most important spice of life to make it going with a sense.

For me, being motivated is almost the same with being committed because to be committed, one
must be motivated and to be motivated, one must possess commitment.

In our organization, we have few committed instructors and teachers who stayed in the school for
10 years, 15 years, 20 years and even 35 years. Considering that our salary is half behind the salary
offered by DepED (the reason why most of our money-oriented teachers were captivated that easy.
Sorry for the words.) Our Dean of Students’ Affairs is now at her 20th service in the school. When
I come to know her salary, it was really less than what she truly deserved, considering that she is
holding a doctorate degree. But I heard her saying, “Kung di pa nako love kani nga eskwelahan, I
will not stay here this long.” Her love for our school is indeed visible and immeasurable. She is
willing to work any days of the week without asking for additional professional fee. In fact, she is
now holding two titles/offices but receiving only one position pay. Could someone justify such
issue?

With her experience and love to our school, I realized that being contented is the key to become
motivated and love is the key to commitment.
 REACTION PAPER
ON

How Reward Satisfaction

Affects Employee
Turnover Intentions and
Performance: An
Individual Differences
Approach
Submitted by:
IRENE RENE A. RAMAYLA

Submitted to:
BEMIA SNOOKY A. BEBOSO, MBA, LPT
Satisfaction is one of the most important factor to an employee. Through this, employee would
love to stay and turnover would be of high and good performances. Monetary awards are of great
help as well as good emotional feedback. It makes employees thought that they are needed and are
vital in the organization they are in.

In the institution I am working in, I never experienced or even observed any monetary rewards
given to employees whenever they achieved something great or attained the highest performance
rating. Maybe this is one of the reasons why teachers just come and go after a year. People need
to be recognized in different ways to boost their self-confidence, of course, for self enhancement.

According to Jonas Salk, “The reward of a work well done is the opportunity to do more.” Reward
does not only refer to financial rewards; it must be paired up with genuine appreciation for
employees to work truly. By that, employee would have perfect turnover intentions.

For me, the way an employee think money as his number one motivation at work is an incorrect
mindset. It could only bring stress, the number one health killer in the world. It’s so absurd to think
that people are willing to compromise their health just for the sake of the work to earn higher
income and in the end, they spend their income for their health. Therefore, contentment is the key.

Nowadays, people’s effort is tagged with a price. Nothing is for free. Even in our place (home);
during Saturday (if no MBA class) or Sunday I do my laundry. Our main source of water is through
a water pump which is of a little distance from our house. So when we need water, we need to
fetch from there. There were many children in our neighborhood which I could ask to fetch for
me. And that fetching was not done for free! It made me think how business influenced the whole
world. HAHAHA!

To work is to live. My life is said to be incomplete without a job. I love teaching. As for now, I
am contented with what I have. Needing not much but having enough. Even if I received less
rewards from our institution, I am yet happy with my job. Happiness is a choice. And I don’t think
of it, I feel it.