CHAPTER 4

PINOY NEEDS AND WANTS THE DRIVING FORCE

Let us look at PINOY working in the office as a clerk. He was hired by the company after
his graduation in college due to his good scholastic rating in accounting. He graduated among the
top ten in the class of 12 sections. Young as he was, he was full of ambitions and vitality for
learning new things in the organization. He was looking forward to a career that would alleviate
his financial condition and improve his social condition.
PINOY came from an ordinary family whose mother was a public school teacher and the
father was an ordinary office employee in a government office. He came from a sibling of four
where he was the eldest in the family of 2 boys and two girls. Being the eldest, he was expected
to help in the education of the three other children, one in first year college and two in the high
school.
PINOY and His Needs
PINOY, as an ordinary human being is like a machine in the production area. Machine
needs oil to function normally to produce good products. It needs maintenance and repair at
times. Its bolts and nuts have to be tightened to go on its normal operation. It needs to be shut
down once in a while. If machines need oil and maintenance, much more the working PINOY, as
he is human with feelings and needs.
PINOY Basic Needs
Basically Pinoy needs food, clothing and shelter. He needs to provide himself these basic
needs for his survival and health condition. The earth and his environment provide him abundant
supply of oxygen but he needs a good quality of air to keep him healthy as pollution will affect
his health He needs clean environment as to keep him safe from diseases and other ailments.
PINOY needs not only his physical security from harm but also security from employment
to keep his basic needs. He needs a good living condition for him to rest from work or other
physical activities. The home he lives in must be secured from the elements of nature or threats
of outside elements.
PINOY needs not only these basic necessities to enjoy his life. He is a social being and must
live with others. He works with his fellow workers and mingles with other people in the
organization. He cannot live alone as the saying goes that “No man is an island”. HINDI KA NAG-
IISA.
PINOY, being a social being, needs to join his peers in some kind of sports of his interest.
He needs to join some church organization based on his faith. He needs to attend social occasions
and enjoy the company of friends and co-workers. He needs to cooperate with his superiors in
the performance of his task in the office. He needs to communicate through social network and
other social media to satisfy his needs for belongingness. PINOY therefore is a social animal.
 PINOY does not stop on his basic physiological needs. He has emotional or psychological
needs that has to be satisfied for him to enjoy life. Pinoy has to be recognized on his job
accomplishment and given encouragement. He needs motivating factors to do his best in the
performance of his assigned task. He needs to move up to position of leadership both in the social
organization where he belongs and later to the office where he works with. In short, Pinoy needs
to satisfy his mental and psychological needs.
PINOY mental capacity is a dynamic force that keeps him moving in the world of social
system in the organization. In the course of his work and social relationships, he meets problems.
His capacity to solve these problems makes him stronger to live in the social organization.
Problems are the spices of life that may either make or break him. It makes him happy and
contented if he successfully solves the problem as it boosts his social and mental ego. It breaks
his emotional stability if he has failed to solve it. In some cases, Pinoy makes these as steps or
challenges for him to do better next time.
PINOY needs are not simple as he is more nebulous because these needs represent needs
of both body and spirit. Pinoy, as he matures in the organization, develops higher order needs of
the spirit and emotional satisfaction which are more than money and promotion.
The following needs of Pinoy as he goes higher in the structural system of the organization
are:
1. Self-esteem
2. Sense of Duty
3. Self-assertion
4. Giving and belonging
5. Loving and giving affections
These needs vary among many PINOY. One may need self-assertion and aggressiveness.
On the other hand, one may be submissive and yield to others’ aggression. This higher order of
needs also varies according to time and circumstances as individual feelings and perception are
not constant at all times.
PINOY secondary needs develop in a variety of motives. Analysis of his behavior would
point out that it is not a simple matter for leaders to come up with a single solution. Motive is
not a single factor that pr0pels the intensity of one’s behavior. Motives vary on different
occasions at different types and intensities that influence one another to accomplish a particular
motivation. In view of these, organizational management must therefore be looking on the right
“motive” to keep the desire for higher performance burning.
The secondary needs on the other hand have limits and vary from different persons. One
may like to be superstar in the basketball game or tennis tournament yet he lacks the skill to
perform the task. One may like to be the center of attraction in a social occasion being the
toastmaster, yet he may lack the wits and skills of communication. PINOY, who would like to
develop and gain satisfaction on the above areas, may be challenged to develop his skills and
develop difficult behavior.
PINOY secondary needs are hidden and these surface only when they become dissatisfied.
Dissatisfaction is the result of unfulfilled wants and desires. It is too nebulous that people react
to it only when their level of satisfaction is not attained. The following characteristics describe
the secondary needs:
1. These needs are conditioned by experience.
2. They vary in type and intensity among people.
3. They work in groups.
4. They are often hidden from conscious recognition.
5. They are intangible physical needs.
6. It is more of spiritual and mental needs that influence behavior.
Maslow’s Priority of Needs
The above discussions about PINOY primary and secondary needs are further simplified
by the priority of needs as expounded by ABRAHAM H. MASLOW. Needs according to Maslow
follow a certain pattern of priority. As the more basic needs are satisfied, the person seeks higher
order needs. Higher order needs are postponed until the basic needs are satisfied.
The Priority of Needs According to Maslow
1. The Basic Physiological Needs
2. Safety and Security Needs
3. Belonging and Social Needs
4. Esteem and Status
5. Self-actualization and Fulfilment
Accordingly, this hierarchy of needs is like a ladder that the basic needs have to be
satisfied before the second level predominates. The need for safety and security will predominate
only when the need for food, clothing and shelter has been satisfied. The next higher order needs
follow and so with the higher psychological needs.
This is the pyramid of needs according to Maslow.
 PINOY must work to satisfy his need for food, clothing and shelter. When this need is
satisfied to certain degree, he wishes that other needs are satisfied. In this connection, he would
wish that he works permanently to be assured that he gets his daily living. He would perform his
job to attain security of employment. He would construct a better house to be protected and be
safe from the elements of weather and the outside forces.
PINOY may wish to study further for him to be promoted to the higher position in office
or seek other employment that will satisfy his need for recognition and status. He may attend
training and seminars related to his job or take board examination to get higher status and social
recognition.
PINOY physiological needs are finite. It can be satisfied when he is assured of tomorrow’s
food, water and clothing, and so with the second level. The third level of needs is infinite and the
level of satisfaction comes differently at different intervals. These needs are more to the
satisfaction of his mental and emotional needs.
PINOY psychological needs are not only present or could be met at the working social
environment but also outside the sphere of the work area. Being a social being, he mingles with
other people after work and he may find satisfaction being elected as officer of his church and
community organization or his play activities.
He needs recognition in the community where he is in. He builds a better house in a higher
class subdivision to develop a better image of himself. He buys a brand new car. He stuffs it with
accessories that satisfy his ego and feel that he is different from the others in the community.
PINOY needs of self-actualization is the highest order need. It means becoming all in one
of becoming. It may not be present in all Pinoy but many aspire to attain it. It is a matter of
choosing one’s profession or calling that would satisfy his sense of accomplishment together with
the monetary value attached to it to satisfy his other needs.
With these needs go the power to command and be satisfied with the accomplishment
of his vision in life. It is the power to influence others and see them through the line. It is the will
power to overcome challenges and problems of daily living. It is the power to lead others and
attain success that is limitless. At times power corrupts PINOY.
What Pinoy Wants
Considering the present state of the county’s economic condition and being in the stage
of development, most of PINOY wants is the satisfaction of his material requirements in life for
him to enjoy the convenience of living. His wants are environmentally conditioned motivating
forces or drives toward a particular goal. PINOY’s deeper foundation of his motivational program
is always related to needs. It is the cause of action, but wants are the clues to the type of action
that is likely to take place.
 PINOY does not always choose the best solution to his wants but only to point of the
satisfactory level. His level of satisfaction may be low. He may be satisfied at first just to have a
mobile phone of the lowest category for he has none of it at the moment. He wants to text or
communicates with his associates. This makes PINOY the text capital of the world because of
wants for communication even on an unimportant matter, just to let somebody know he is
around.
PINOY levels of wants do not stop there, he later aspires to have a high-end mobile phone
to show to friends that he can send e-mail or pictures to far places. That is with his new mobile
phone. He could at the same time have radio or television all in one. The model changes so rapidly
that the level of wants goes higher as new models come into play.
PlNOY’s Level of Aspiration
PINOY unlimited wants at any given time is called his level of aspiration. The level of
aspiration is the long-run goals of the person. It varies among individuals. Pinoy, being a college
graduate, has different sense of values than ordinary JUAN who works in the production line,
whose level of education is only on the secondary level and refuses to go higher and is contented
only on his minimum wages.
PINOY success, opportunities, and the other prevailing environmental factors vary up and
down, and his level of aspiration changes to keep always ahead of actual achievement and spur
the value of Pinoy onward. It is a set beyond realistic opportunities, and one will be frustrated if
achievements become low. To some, it is a challenge, to others it is a drawback that changes the
course of life and finds new opportunities, or surrenders because it is beyond his capacity to
improve. Generally, matatag ang Pinoy at hindi siya madaling sumuko. LABAN PINOY ANG
TAGUMPAY AY NASA PAGSISIKAP.
PINOY Perception of His Social Environment
As PINOY lives in a social environment, his perception is conditioned by the past
experiences that he has in the course of his association with people and the workings in the
organizational system. Reaction to employment is filtered through one's perception. It is Pinoy
view of the world as he sees it as an organized framework that he has built out of his own
experiences and values. PINOY is a unique individual with problems, differences in interests, and
full of background experiences that controls his perceptions of each situation.
Personal value is strongly influenced by his perception of the happenings in his
environment. PINOY believes on the facts of life, and he behaves according to his perception. His
needs and wants are paramount and entirely different from others in the social system. The
experiences of PLNOY from the time he was born and the level of education make up his total
personal values.
Since perceptions are strongly influenced by personal values, organizational managers
who motivate Pinoy find it necessary to avoid excessive rationality. Pinoy is a human being and
not a machine that could be kept to its maximum capacity. Pinoy as rational being must be
motivated in his entire individuality. He can only be motivated based on his individual needs and
not the way others want it to be.
PINOY perception of the organization is conditioned by the first impression he gets from
the people he meets. Pinoy develops a perceptual set of values based on his observations of
people he works or associated with. This perceptual set makes his reaction as either favorable or
unfavorable depending on whom he believes in at the first meeting. DAMANGDAMA KO NA SA
UNANG PAGKIKITA PA LAMANG.
PINOY Motivational Factors
PINOY reaction to motivation is conditioned by his perception of what he can get from
the organization of which he works with or the group he is in. This could be found in the policies
and objectives of the organization as it is spelled out in its mission and vision. It could also be
reflective of the organizations policies and procedure at work. The more stringent the policies
are the more they are not attractive to Pinoy perceptions.
The following are considered as Motivational Factors:
1. Achievement at work and at his association.
PINOY as an individual human being is full of hope for achievement as he grows
older and matures in the organization or in his association. Achievements are incentives
that motivates his ego needs. His accomplishments are living decorations um he can be
proud of not only to his next of generation but also the community and company he works
with. PINOY Works to prove himself of his capability and capacity for excellence.

2. Recognition given by the people he works or associated with.

PINOY good works and achievements need recognition. It boosts his social and
ego needs. A pat on the shoulder for his good work may be enough to keep him going a
certain mile more than his ordinary job. A plague of recognition for his exemplary
accomplishment would make him more active and consistent in his job. A simple “thank
you” and “keep it up" will jump his ego needs and he will always be on the go.

3. Advancement at work or promotion in salary and position.

PINOY joins the organization in the hope that he will be promoted if he displays
his good performance. Recognition of his good work is equal to increase in salary or
promotion in the organizational ladder. He attends trainings and seminars or takes
advance studies in the hope that he will advance further. Pinoy needs to improve his living
condition, own a beautiful house and drive his own car.

4. The nature of the work itself.

 PINOY needs challenges in the work arena. The nature of the job must be based
on his interest and training. He must be able to maximize his mental and personal
potential to enjoy the work. The work must be interesting and must develop his talents
and creativity. PINOY potential is limitless if given all the opportunity to explore the work
horizon with minimum of supervision.

5. Strong possibility for growth and development.

One great motivational factor for Pinoy is to see himself growing with the
organization. If this opportunity is not given to him, his tendency is to look for the
company that will provide him the opportunity to grow and develop himself as a worthy
member of the organization. When the top positions are filled up by people who are only
close to the management because of special connections, Pinoy will surely find new
avenue to prove that he is capable of growth and development.

6. The responsibility attached to the position.

PINOY is generally responsible. He is endowed with values of honesty. He must be
motivated and given the chance to prove that he can be trusted. He must be put into a
test. Pinoy as responsible employee will enjoy his work under proper direction. Pinoy will
be happy in the work place if given a certain amount of responsibility that he could be
proud of in accomplishing the assigned task. Responsibility carries with it an equal amount
of authority.
PINOY Maintenance Factor in the Organization
Maintenance factors are conditions prevailing in the work environment. PINOY would
expect that the environment is conducive to his physical and mental health and his development
as a human being. This environment is mostly related to the working condition and the company
policies that are implemented by the organization.
Maintenance factors are job context that relates to the working relationship of people in
the organized system. When management is Theory X oriented in the supervision of the people
in the organization, the tendency is for PINOY to be put in stringent behavior of compliance and
obedience. An educated PINOY would not be happy under that situation and motivation at work
becomes minimal.
A happy PINOY is like a contented cow that is fed and nurtured in an environment that is
cold enough and is given the necessary nutrients everyday for it to produce more milk. The same
case is true to PINOY for him to produce the necessary output. His relations with his peers and
superiors must be an air of mutual trust and respect. The nutrients of good management must
be present in the work environment.
Good management is participative in nature. It respects the human dignity and capacity
to excel in the job itself. Good management provides the employee to relate with people in
activities and objectives of the organization. He is given elbow room to do his job with minimum
of supervision thereby develops his personal creativity.
PINOY needs to develop his total potential. This could only be possible under the
management that gives him the opportunity to excel in the work arena. Management has to
maintain this relationship to develop the maintenance factor of motivation for Pinoy to grow in
the job and develop him for the future of the organization. PINOY performs the work and the
management provides the supportive environment.
In the work arena, PINOY is directly motivated intrinsically by the internal rewards that
occur at the time of the performance of the job. Psychologically, this self-motivating factor in job
satisfaction boosts his ego thereby develops self-gratification which is more than money. This is
related to how management treats PINOY as a human being in the organization.
An example of this intrinsic motivating factor is the story of the manager author during
his employment in the industry. An employee who did a good report and performance was called
to his office to directly acknowledge the employee. In the course of the discussion, the manager
himself prepared the best coffee he had in the office. The coffee time and recognition are intrinsic
motivators as the employee is immediately given attention. Reward is not necessarily monetary
in nature. It is the immediate concern of management to good performance that counts as it
develops self-esteem. It is the propelling motive of the employees that develop self-direction and
self-discipline.
Another form of motivator is extrinsic in nature as it occurs after or away from the job.
The management gives retirement plans, extra vacation leave after so many years of service, or
health insurance. This is the paternalistic approach to keep the employees to work with them.
PINOY will look at the benefits that they will receive when they get sick. He takes extra time off
as he applies for the extra leave of absence. He will be working in an ordinary fashion waiting for
his retirement years. Extrinsic motivators are not job related and not very effective motivators in
the job performance.
Comparison of the Herzberg and Maslow Models