A Case Study on the Relationship of Gandour Philippines’ Motivational Strategies in Retaining High-Performing and Valued Employees

Abstract

Gandour Philippines, Inc. serves as the organization under study. It is composed of 114 employees, 65 of whom are regular workers. However, only about fifteen percent (15%) of these employees, or exactly ten employees were named by the management of the company as high-performing and valuable for the company's current success. The main problem of the study is centered on the effectiveness of the motivational strategies employed in Gandour Philippines in retaining high-performing and valued employees in the company. Specifically, it aimed to meet the following objectives: 1. To identify the motivational strategies employed by Gandour Philippines Inc. to retain its high-performing and valued employees 2. To determine the relationship of these motivational strategies in influencing the employees' decision to remain in the company despite their perception more rewarding opportunities elsewhere; The conceptual framework of the study is comprised of motivational strategies that can act on specific job factors that can contribute to job satisfaction which, in turn. can influence the employees' decision to remain in the company despite their perception of more rewarding opportunities elsewhere. Most of the terms used in this research are motivational strategies, hygiene and motivator factors, employee retention, high performing and valued employees, and employee exodus. Library research, survey questionnaires, and short, informal interviews with the respondents and the personnel supervisor were the research tools utilized in the study. Findings of the study indicate that Gandour Philippines employs motivational strategies that act on the internal (motivator) and external (hygiene) aspects of an individual's job. Most of the respondents placed a high amount of importance on motivators as opposed to hygiene factors. However, the respondents felt that hygiene factors were more given by the company despite the fact that the employees give more importance to motivator factors. The findings also indicate that majority of the respondents would leave the company if they were able to find another company that can provide them a job that can give them more motivator factors. Likewise, majority of the respondents would leave the company if they were able to find a company that can provide them more hygiene factors such as higher pay and benefits, higher status, and an environment where they experience a more satisfying personal life. However, majority would opt to stay in the company if they were able to find another company that can provide them specific hygiene factors such as better working conditions and interpersonal relationships. Based on the findings, the strategies employed by the company appeared ineffective because most of the respondents would still leave Gandour Philippines if they were able to find more rewarding opportunities elsewhere. The reason for this is that the strategies generally do not focus on the aspects of the job that the employees place a high amount of importance on. Hygiene factors can influence the employees' decision to stay in the company but it is not enough to keep the employees in the company even if they are already substantially given. Simply because the employees enjoy great maintenance factors, it does not mean that they will remain in the company. However, it does mean that they are not unhappy with their workplace. Furthermore, the findings imply that it is possible that the employees would opt to remain in the organization if the company matches its motivation strategies to fit the facet of the job which these employees value more, which, in this case are motivator factors. It implies foresight on the management's part to avoid focusing resources and attention solely on hygiene factors to the point that essential job content considerations are neglected. In this regard, the study recommends that Gandour Philippines should sustain the current strategies that act on hygiene factors but it should also focus and enhance their strategies more on motivator factors because the valued employees of the company prefers these motivator factors more as opposed to hygiene factors.