Little Quiapo

Little Quiapo, according to the owner, promotes camaraderie among its employees and shares healthy peer relationships with everyone, regardless of rank. They are able to do this through having company-wide events like outings, parties, drinking sessions, and the like. Another motivational tool that the company provides is through bonuses and incentives. The company provides up to a 15th month pay bonus at year-end to its employees. Other than that, they give bonuses for those who have performed exceptionally well. They also promote employees at times when they deserve it. The company stated that they promote employees according to their performance, the length of stay with the company, and their age.

The company believes that because of this, they are able to limit their employee turnover rate and to get their employees to work at their best, as evidenced by the customer satisfaction that they company has been receiving.

In motivating their employees, Little Quiapo makes sure that the human needs, composed of both primary and secondary, are given. Little Quiapo makes sure that employees get the basic rights that they legally deserve like food and water within their working hours. The company also provides secondary needs like social belonging and security, among others.

The company uses all of the drives generated by the research of Mr. David McClelland of Harvard University (p.111) which are (1) achievement motivation, (2) affiliation motivation, and (3) power motivation. The company drives their employees through achievement motivation by creating a reward system in which performing employees are given what they deserve. Also, if the company is profitable - which is a goal they emphasize frequently to the company - at year-end, they make sure to give each employee their corresponding profit shares. The company uses the affiliation motivation through creating a sense of camaraderie and family within the organization. The family owners promote healthy and peaceful relationships among its employees, as stated by the owners. Lastly, the family-owned business uses power motivation to delegate tasks to specific employees according to their talents and skills. This drives their employees to do what they are tasked to do. In order to make sure that orders are fulfilled, the owners also punish those who are unable to give reason as to why they are not able to perform well - worst case scenario, they can fire them.

However, after careful observation and years of experience, the owner believed that what really motivates their employees to perform better than usual is money. Because of this, the company's reward system is usually through the form of cash. As stated earlier they give monetary incentives to those who will be performing exceptionally. They also give bonuses to their employees at year-end for different kinds of reasons. The only other thing that the company appraises its employees is through acknowledging