THE PROBLEM AND ITS SCOPEContext of the studyEvery single part of an organization has its importance. For the entire system to work properly, each employee should be able to receive compensation equivalent to their hard work. Almost always, the front-line or employees at the bottom of the hierarchy are the ones who make direct contact with customers. According to Busscher (2012), owner of Piston Home Hardware in Ontario Canada, said that they run an “Exceptional Employee” program. Every month they reward their employees who have shown notable performance. The entire program consists of several creative and fun ways to recognize employees. They publish their photo in the local newspaper and promote it on their Facebook page and website. It also includes an “eat out” with managers and even the chance to enter the draw where the reward is a week of paid leave. The entire program brought fun not only to the management and employees, but also to their customers. They were amazed when they realized how much customers appreciate it when their favorite employees are recognized. From time to time, they have customers who come by and thank them for recognizing some of their employees. He says it is truly an honorable experience. In many countries like the Philippines, top management plays an important role on how to keep their employees functioning at a satisfactory level. It must be sensitive enough to see even small changes in its employees' usual behavior towards work. To do this, management should stay in touch with its subordinates and be as “involved” as possible. Constant interaction between different levels of employees would be protagonist...... middle of paper ......difficult because the time will come when they will outgrow the job and feel that they could always find alternative solutions to be able escape their work small errors. Although in some situations it is handled side by side. But as a research topic, we will use the motivation used by top management to improve the performance of their employees and the extent to which non-financial aspects of motivation are aimed at improving employee performance. To evaluate the performance motivation methods in the organization in the organization, some motivational factors such as satisfies and dissatisfied will be used to evaluate how the performance of employees is improved. Motivation in project teams is therefore a topic that could benefit from further research and, more importantly, how it can be created and enhanced through effective leadership, which is the aim of this study.