THE PROBLEM AND ITS BACKGROUNDContext of the studyEach part of an organization has its importance. For the entire system to function properly, each employee must be able to receive remuneration commensurate with their work. Almost always, front-line employees or employees at the bottom of the hierarchy are the ones who come into direct contact with customers. According to Busscher (2012), owner of Piston Home Hardware in Ontario, Canada stated that they run an “Outstanding Employee” program. Every month, they reward their employees who have demonstrated outstanding performance. The entire program consists of different creative and fun ways to recognize employees. They publish their photo in their local newspaper and promote it on their Facebook page and website. This also includes a “meal out” with managers and even entry into the draw, the reward of which is a week of paid leave. The entire program not only made it fun for management and employees, but also for their customers. They were amazed at how much customers appreciated having their favorite employees recognized. From time to time, they have customers who come 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 in maintaining the functioning of its employees at a satisfactory level. It must be sensitive enough to detect even small changes in their employees' usual behavior towards work. To do this, management must stay in touch with subordinates and be “hands-on” as much as possible. Constant interaction between different levels of employees would be the star... middle of paper ...... hable because the time will come when they will outgrow their jobs and feel that they can always find opportunities workarounds to be able to get away from their work. small errors. Although in some situations it works side by side. But as a research topic, we will use the motivation used by the top management of the organization to improve the performance of its employees and the extent to which non-financial aspects of motivation translate into improved employee performance. Evaluate the performance motivation methods in the organization by arranging certain motivators like satisfaction and dissatisfaction 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 improved through effective leadership, which is the aim of this study.