This study investigated the effects of the motivational factors over the employees’ performance in the workplace, and surveyed the relationship that might exist with the demographics items, and how these items affect the factors of motivation in the workforce, or not. Remember that the impact of motivation on work performance has been of interest to researchers and managers for many years, developing several theories about this topic, as the researcher exposed and explained in the literature review of this study. With this study we achieved a better understanding of the different factors of motivation, and might build a better workplace in this way, where the employees’ will feel motivated, committed, satisfying, and want to achieve a better performance. Getting more knowledge about how the employees perceive the different factors of motivation.
Therefore, a quantitative research method was used to survey employees’ motivation at Cervecería Hondureña in this study, conducted through a questionnaire survey that evaluated five different factors of motivation based on Maslow’s hierarchy of need, Herzberg’s theory, and other two theories. The targeted population was the employees working in the organization in the three different areas/ positions: the executives & management, staff members, and other employees. Of the total population four hundred and thirty-seven questionnaires were sent out and with a 99.08% responses returned. The data collections were interpreted by using descriptive statistics as percentage, and also made use of the one-way ANOVA to test the six hypotheses.
The study revealed through the six hypotheses testes and top ten factors, that there are strong relationships between motivational factors and demographic items, where we can see how the opinion or perception of the employees about motivation will be changed and regarded with the different demographics items, as gender, age, marital status, educational level, working area, and seniority in the company. The results launched a strong statistical significance in the relationship of these two topics. As well, other important results confirmed many statements of literature review, for example, which revealed that money is not enough to motivate employees in the workplace. According to the top ten factors, the factor that got the first position was the benefit factor followed by the organizational culture, next the HRD actualization, and lastly the monetary factor. And the result of this research supported the statement that the best system to motivate employees would be blended the monetary and non-monetary factors. This study makes important contributions to know more about how to motivate the employees in the workplace, as well as to get better results of these strives for the company, managers, and HRD department.
According to the general suggestions companies as a whole most try to make use of any system or plan to motivate their employees so as to know and survey deeply the dynamic and difference that exist among the employees of the company. They can gather their differences according to the demographics items because the employees needs will vary accordingly with these items, maybe everyone has the same basic needs, but the circumstance or situation are different to every human being and this will affect the perception of motivation of the employees. Another important suggestion was that the monetary factor alone was not enough to motivate employees, so the HRD department and managers most take into consideration this issue when they are trying to improve their employees’ motivation, satisfaction, and performance. Finally, companies around the world should keep in mind that the importance of motivating their employees because all the talent is meaningless unless the organization motivate their workforce to produce better results in the workplace.

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