A Case Study

Presented to the

Faculty of the Department of Business Administration

School of Business and Economics

University of San Carlos

Cebu City, Philippines

_______________________________________________

In Partial Fulfillment

of the Requirements for the Course

Organizational Behavior

_______________________________________________

By

ALAS, SOFIA RUTH C.

BACAS, JOMEL L.
DAYAP, SHAIRA BETTELIN C.
ENRIQUEZ, KAYE ALYSSA T.
SARTO, JANELLA D.
TINGSON, LYNDON
VILLERO, MEGAN LOUISE B.
YBOA, KEVIN G.

OCTOBER 2017
 Table of Contents

INTRODUCTION ........................................................................................................................................ 3

COMPANY PROFILE ................................................................................................................................. 5

About the Company ....................................................................................................................... 5

Organizational Culture .................................................................................................................. 6

DATA COLLECTION AND ANALYSIS ................................................................................................... 8

Respondent’s Profile ..................................................................................................................... 8

Summary of Data ......................................................................................................................... 11

Analysis ....................................................................................................................................... 12

CONCLUSION ........................................................................................................................................... 13

REFERENCES ........................................................................................................................................... 14

ANNEXES .................................................................................................................................................. 15

A. Interview Questions ............................................................................................................ 15

B. Summary of Responses ....................................................................................................... 17

C. Documentation .................................................................................................................... 28
 INTRODUCTION

Organizational behavior (OB) is the study of human behavior in organizational settings,

how human behavior interacts with the organization, and the organization itself. Although we
can focus on any one of these three areas independently, we must remember that all three are
ultimately connected and necessary for a comprehensive understanding of organizational
behavior. Similarly, we can study an organization without focusing specifically on each
individual within it. But again, we are looking at only one piece of the puzzle. Eventually, we
must consider the other pieces to understand the whole.

The study of Organizational Behavior (OB) is very interesting and challenging too. It is
related to individuals, group of people working together in teams. The study becomes more
challenging when situational factors interact. The study of organizational behavior relates to the
expected behavior of an individual in the organization. No two individuals are likely to behave in
the same manner in a particular work situation. It is the predictability of a manager about the
expected behavior of an individual. There are no absolutes in human behavior. It is the human
factor that is contributory to the productivity hence the study of human behavior is important.
Great importance therefore must be attached to the study. Researchers, management
practitioners, psychologists, and social scientists must understand the very credentials of an
individual, his background, social framework, educational update, impact of social groups and
other situational factors on behavior. Managers under whom an individual is working should be
able to explain, predict, evaluate and modify human behavior that will largely depend upon
knowledge, skill and experience of the manager in handling large group of people in diverse
situations. Preemptive actions need to be taken for human behavior forecasting. The value
system, emotional intelligence, organizational culture, job design and the work environment are
important causal agents in determining human behavior. Cause and effect relationship plays an
important role in how an individual is likely to behave in a particular situation and its impact on
productivity. An appropriate organizational culture can modify individual behavior. Recent
trends exist in laying greater stress on organizational development and imbibing a favorable
organizational culture in each individual. It also involves fostering a team spirit and motivation
so that the organizational objectives are achieved. There is a need for commitment on the part of
the management that should be continuous and incremental in nature.
 The field of the organizational behavior does not depend upon deductions based on gut
feelings but attempts to gather information regarding an issue in a scientific manner under
controlled conditions. It uses information and interprets the findings so that the behavior of an
individual and group can be canalized as desired. Large number of psychologists, social
scientists and academicians have carried out research on various issues related to organization
behavior. Employee performance and job satisfaction are determinants of accomplishment of
individual and organizational goals.

Organizations have been set up to fulfill needs of the people. In today’s competitive
world, the organizations have to be growth-oriented. This is possible when productivity is
ensured with respect to quantity of product to be produced with zero error quality. Employee
absenteeism and turnover has a negative impact on productivity. Employee who absents
frequently cannot contribute towards productivity and growth of the organization. In the same
manner, employee turnover causes increased cost of production. Job satisfaction is a major factor
to analize performance of an individual towards his work. Satisfied workers are productive
workers who contribute towards building an appropriate work culture in an organization.
Organizations are composed of number of individuals working independently or collectively in
teams, and number of such teams makes a department and number of such departments makes an
organization. It is a formal structure and all departments have to function in a coordinated
manner to achieve the organizational objective. It is therefore important for all employees to
possess a positive attitude towards work. They need to function in congenial atmosphere and
accomplish assigned goals. It is also important for managers to develop an appropriate work
culture. Use of authority, delegation of certain powers to subordinates, division of labor, efficient
communication, benchmarking, re-engineering, job re-design and empowerment are some of the
important factors so that an organization can function as well-oiled machine. This is not only
applicable to manufacturing organizations but also to service and social organizations.
 COMPANY PROFILE

About the Company

Transwift Logistics Inc. is freight forwarding and logistics company that was organized
in 1980 and was founded by Claudio Amit, CPA who was a former Dean of Commerce in Xavier
University Ateneo de Cagayan, and former Professor in USC Main campus in Auditing and
Accounting. The company was originally founded as “Consolidated Freight Corporation” which
was a corporation operated by Claudio Amit’s 7 sons and 1st wife which originated in Manila.

The company started when Flying Cargo Freight Corporation, needed an agent to deliver
their cargoes in Cebu City. Claudio Amit was contacted by Fred Nasser which held a high
position in Flying Cargo Freight Corporation and instructed Mr. Amit to deliver his cargoes and
be the delivery agent for all Manila to Cebu shipments. After parting ways with his children and
1st wife, Mr. Amit decided to convert the company into a sole proprietorship and thus Amity
Swift Logistics Inc. was founded, which is now known as Transwift Logistics Company.

Transwift Logistics Inc. has a wide variety of prestigious customers like Virginia Foods
Inc., Pacifica Agrivet Inc., Intermed, Philippine Duplicators Inc., and even International brands
like BISF. Transwift Logistics Inc. has been in operations for 35 years and continues to serve its
clients with competitive service and at a reasonable rate.

Transwift Logistics Inc. is a full service freight forwarding operation with an established
network of national partners and agents. They offer “total transportation packages” that not only
eliminate the middlemen, but also provide door-to-door delivery. They process sea and airfreight
movements, which are fully integrated and offer a variety of supplemental services such as
logistics, distribution, and trucking.
Organizational Culture

Organizational culture consists of the values and assumptions shared within an

organization. It defines what is important and unimportant in the company and, consequently,
directs organizational culture as the company's DNA.

Employees bring diverse personal values to the organization, some of which might
conflict with the organization's espoused values.

Organizational culture is not defined by espoused values. Instead, it consists of shared

enacted values- the values that were portrayed the most by the company that we have used as a
number one factor for our company study.

These "values-in-use" were apparently visible just by watching the executives and other
employees in action, including their decisions, where they focused their attention and resources,
and how they behaved toward stakeholders.

Organizations differ in their cultural content, and so, this company was way different
among all other companies. Why? We will find out more of their management styles and
approaches to their employees as we dig in deeper into their everyday-workplace-scenario.

Here are some of the Organizational Culture Dimensions that were mentioned and
observed throughout our company study:

 Innovation
They have a goal-oriented environment, the manager incorporates force or full
authority into his employees, through his assertiveness.
 Respect for People

The management has the type of leader who has the capability to make himself
but at the same time, capable of relaying the points of improvement to his employees
whenever necessary.

 Team Orientation
The manager consults for suggestions from his employees from time to time.
Thus, he also considers his employees as a 100% asset to the company.
  Aggressiveness

Being assertive in the most possible way is the manager's way of leading his
subordinates. He scolds people taking note of his full authority or power over his
affiliates and employees yet only for the future benefit of his company.

 Attention to detail

The higher management notices when operations becomes slow, the manager
becomes more authoritative by giving more force and reminding the employees to work
more efficiently.

 Stability
The manager sees how stable encouragement is important, even when it is about
the smallest actions that come from the effort of his employees. Giving positive
feedback matters to the manager. He sees this as way to maintain the morale and overall
satisfaction in the workplace. His employees are motivated to work, according to him,
whenever he offers money as incentive.
 Outcome orientation

Strict implementation of rules was used by the management as a tool to drive the
company so that the employee’s goals were parallel to the company’s goals.

To summarize the organizational of the company, the language of the workplace speaks
volumes about the company's cultures. How employees talk to each other, describe customers,
express anger, and greet stakeholders are all verbal symbols of cultural values.

Artifacts are the observable symbols and signs of an organization's structure, such as the
way customers are greeted, the organization's physical layout, and how employees are rewarded.

Some of the artifacts that we have seemingly observed are the way employees and the
manager greeted each other as they commenced on their daily transactions. The employees
performed within their scope of duties and manager in return, appraised their value not only as
an employee, but also as an asset to the company.
 DATA COLLECTION AND ANALYSIS

Respondent’s Profile

Name: Adelfa Pepito Gender : Female

Position: Officer-in-charge Age: 43

Number of Years in the company: 8 years

Monthly Salary Range:

_______ P10,000 and below

_______ P10,001 – P20,000

_✓____ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Name: Leody Layan Gender: Male

Position: Operations Supervisor Age: 39

Number of Years in the company: 15 years

Monthly Salary Range:

_______ P10,000 and below

_______ P10,001 – P20,000

_✓____ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Name: Rene Adonil Gender : Male

Position: Cargo Driver Age: 43

Number of Years in the company: 17 years

Monthly Salary Range:

_✓_____ P10,000 and below

_______ P10,001 – P20,000

_______ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Name: Rubin Rabasol Gender: Male

Position: Helper Age: 23

Number of Years in the company: 2 years

Monthly Salary Range:

_✓_____ P10,000 and below

_______ P10,001 – P20,000

_______ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Name: Jimmy Joseph Gender : Male

Position: Cargo Driver Age: 46

Number of Years in the company: 20 years

Monthly Salary Range:

_✓_____ P10,000 and below

_______ P10,001 – P20,000

_______ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Summary of Data

Overall based on the responses of the employees, they perform within their scope of
duties and the higher-ups in return, appraise their value and recognize them as assets of the
company, which helps the employees recognize themselves as a team.

An aggressive method by the manager and supervisor is present based on the responses of
employees because of the strict implementation of rules used by the management. As described,
they are reprimanded if mistakes are made, a method supporting an assertive type of
management.

In cases where operations are slowing down, the manager applies more force or gives
negative feedback to remind the workers to work more efficiently and to improve their
performance.

Incentives are also present as stated in the employees’ responses. As they do good work,
they are given positive feedback and recognized for their excellent performance. The
management lets them reap rewards through monetary bonuses or promotion.

Employees in return are satisfied with their roles since they are positive about their pay,
their work, and they responded that they will continue their work in the long run as stated. They
have an orientation of speaking directly (face-to-face) to their supervisor if they have the need to
address any conflict.
Analysis

One of the key factors in running a good and progressive business is by constantly
conducting evaluations and thorough study on its performance. Just by evaluating the company's
performance and the employee-employer relationship, we have observed that they have tried to
maintain a harmonious relationship but only focusing under scope of work.

The employees were treated as a valuable asset to the company. Thus, the manager
ensures that the opinions or suggestions of his subordinates are being heard and treated
significantly. The values that were coherently observed were apparently portrayed by watching
the executives and other employees in action including their decisions where they focused their
attention and resources, and how they behave towards stakeholders.

However, we have carefully evaluated that the employees were thinking otherwise of
their worth and capabilities as an employee to the company. Moreover, lack of confidence and
determination to work were visible as they were sharing some of their thoughts and experiences
towards their everyday endeavors.

Nevertheless, the employees performed within their scope of duties and manager, in
return rewards them with incentives as they perform beyond their expected performance. Also,
the manager appraised their value not only as an employee, but also as an asset to the company.

Their way of innovation includes the following; they have a goal-oriented environment
yet incorporate full authority or force into his employees through assertiveness. Being assertive
in the most possible way is the manager's way of leading his subordinates. He often commands
and keeps on reminding them to take note of his authority as the manager who has the highest
position and power over his affiliates and employees. This are all for the future benefit and
betterment of their beloved company.

The management has the type of leader who consults suggestions from his employees
from time to time. Thus, we can observe that they are working harmoniously towards success.
The employees, in return, try to exceed the expectations that their manager is expecting from
them.
 CONCLUSION

The organizational study on Transwift Logistics Inc. proves that correct management

methods based on different contingencies is key of an organization’s success. As in the

company’s case, aggressive method of power by the authorities gives them the drive to run the

operations. Reward power is present to motivate the employees in the team to do good work for

incentives and promotions. Strict rules must be implemented for accurate outcomes and so that

the employees’ work are directed to the company’s goals. The respect of the employees to their

authorities and authorities’ respect to their employees is a factor for the team, relationships,

morale and the overall organizational culture.

In conclusion, we can also state that their organizational culture can somewhat differ

from the other companies; the language of the workplace speaks volume and depths about the

company's culture, how employees talk to each other, handle their costumers, express their

anger, and most specially, greet their stakeholders are all verbal symbols of cultural values that

were seemingly portrayed within their company, working as a whole.

 REFERENCES

George, J. M., & Jones, G. R. (2014). Understanding and Managing Organizational Behavior.

Boston: Prentice Hall.

McShane, S., & Von Glinow, M. (2012). Organizational Behavior (7th ed.). Boston: McGraw-

Hill.

Robbins, S. P. (2002). Organizational behavior: Concepts, controversies and applications.

Indianapolis: Prentice Hall.

 ANNEXES

A. Interview Questions
Questions for Employees:
1. What are factors that are important to you in your present job? Rank the following with 1 as
the highest.

_____ Time management _____ Employment security

_____ Freedom _____ Working in a team
_____ Challenging work _____ Empowerment
_____ Training _____ Benefits
_____ Physical conditions _____ Teambuilding Activity
_____ Use of skills _____ Customer Service
_____ Communication _____ Achievement of Company Goal
_____ Earnings
_____ Recognition _____ Others: Please specify:
_____ Advancement
_____ Cooperation

2. Do you consider yourself an asset to the company?

3. Are you aware of the vision, mission and goals of your company?

4. When there is disagreement and you need to present your own viewpoint, what do you do?

5. How often do you feel nervous or tense at work? How do you manage this?

6. How do you address conflict with your co-worker and/or your supervisor?

7. What make you stay in the company?

8. How long do you think you will continue working for this company?

9. Are you motivated by a sense of achievement or employment security?

10. How often does a company schedule a get-together or team-building activity?

11. Do you feel recognized with your performance? How does the management recognize your
performance?

12. Do you think you are paid enough?

13. If there is a better offer from other company, will you leave your present job?

14. Has there been an instance when you feel like leaving the company?
Questions for Employer/Manager:
1. What are factors that are important to you in your present job? Rank the following with 1 as
the highest.

_____ Time management _____ Employment security

_____ Freedom _____ Working in a team
_____ Challenging work _____ Empowerment
_____ Training _____ Benefits
_____ Physical conditions _____ Teambuilding Activity
_____ Use of skills _____ Customer Service
_____ Communication _____ Achievement of Company Goal
_____ Earnings
_____ Recognition _____ Others: Please specify:
_____ Advancement
_____ Cooperation

2. What is your management style?

3. How would you describe a good leader?

4. How do you motivate others to do well?

5. What approaches have been most effective for you in persuading others to see your own
point of view?

6. Give a situation where your employees were against an idea that you had. How did you
handle it?

7. What problems and successes have you experienced when delegating tasks to your team?

8. How important are the employees to the company?

9. What do you consider to be the best ways to encourage and reward your employees and
team members?

10. How do you know what is important for your team?

11. How do you enable your team to achieve your company’s objectives and goals?

12. How do you recognize employee misconduct and also their positive performance?
B. Summary of Responses

Name: Adelfa Pepito Gender : Female

Position: Officer-in-charge Age: 43

Number of Years in the company: 8 years

Monthly Salary Range:

_______ P10,000 and below

_______ P10,001 – P20,000

_✓____ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Questions:

13. What are factors that are important to you in your present job? Rank the following with 1 as the
highest.

12 Time management
9 Freedom
10 Challenging work
8 Training
7 Physical conditions
6 Use of skills
5 Communication
1 Earnings
11 Recognition
17 Advancement
13 Cooperation
2 Employment security
14 Working in a team
16 Empowerment
3 Benefits
15 Teambuilding Activity
4 Customer Service
14 Achievement of Company Goal

_____ Others: Please specify:

14. Do you consider yourself an asset to the company? Yes.

15. Are you aware of the vision, mission and goals of your company? Yes.

16. When there is disagreement and you need to present your own viewpoint, what do you do? I think
it's easier to agree than disagree. I try to listen when the people in the office do not see eye-to-eye.
You can learn a lot from conversations, so I try to talk rationally when presenting my own views.

17. How often do you feel nervous or tense at work? How do you manage this? Sometimes, I manage
myself by balancing my work and making sure I get enough rest when I get home.

18. How do you address conflict with your co-worker and/or your supervisor? I try to address the
issue as soon as it happens. This prevents it from becoming a bigger problem especially if the
problem actually turns out to be a misunderstanding or a relatively small issue.

19. What make you stay in the company?

- I think it is because they challenge me professionally and the work environment in the office
is pretty good.

20. How long do you think you will continue working for this company? For as long as I can.

21. Are you motivated by a sense of achievement or employment security? Yes.

22. How often does a company schedule a get-together or team-building activity? We only have
company outings every December.
23. Do you feel recognized with your performance? How does the management recognize your
performance? Yes. Since I started, I have been promoted twice in the company. They also give
positive feedback and the management personally congratulates me if I’m doing a good job.

24. Do you think you are paid enough? Yes

25. If there is a better offer from other company, will you leave your present job? I don’t think so.

26. Has there been an instance when you feel like leaving the company? No.
 RESPONDENTS’ PROFILE

Name: Leody Layan Gender: Male

Position: Operations Supervisor Age: 39

Number of Years in the company: 15 years

Monthly Salary Range:

_______ P10,000 and below

_______ P10,001 – P20,000

_✓____ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Questions:

1. What are factors that are important to you in your present job? Rank the following with 1 as the
highest.

3 Time management
9 Freedom
14 Challenging work
13 Training
15 Physical conditions
1 Use of skills
2 Communication
6 Earnings
10 Recognition
12 Advancement
8 Cooperation
11 Employment security
16 Working in a team
17 Empowerment
7 Benefits
18 Teambuilding Activity
4 Customer Service
5 Achievement of Company Goal

_____ Others: Please specify:

____________
2. Do you consider yourself an asset to the company? Yes

3. Are you aware of the vision, mission and goals of your company? Yes

4. When there is disagreement and you need to present your own viewpoint, what do you do?
Unfortunately, many of the workers are either shy to show our own viewpoint. But I would refer
to the majority and see to it if it can be good for the company

5. How often do you feel nervous or tense at work? How do you manage this?
- Sometimes, I manage myself by not totally doing everything. Not doing so many things in
work. Because you’re always pressured and by that you feel nervous or tense. If possible
delegate and let someone else get that task or project to done.

6. How do you address conflict with your co-worker and/or your supervisor? I like to discuss the
problem face-to-face. I don't let the problem last any longer than it has to, I try to schedule a
meeting in a private setting with my co-workers, and take time so that we can both express our
own views and resolve the conflict.

7. What make you stay in the company? I absolutely like the people I work with, and I love what I
do.

8. How long do you think you will continue working for this company? I don’t know. As long as I
can.

9. Are you motivated by a sense of achievement or employment security? Yes

10. How often does a company schedule a get-together or team-building activity? We don’t have
team building activities, but we do a company outing during the holiday season.

11. Do you feel recognized with your performance? How does the management recognize your
performance? Yes, I think they recognize me by showing their positive feedback like they doing
efforts and appreciation on my works.

12. Do you think you are paid enough? Yes.

13. If there is a better offer from other company, will you leave your present job? It depends on the
offer.

14. Has there been an instance when you feel like leaving the company?
- Sometimes when the amount of work is impossible to bear.
 RESPONDENTS’ PROFILE

Name: Rene Adonil Gender : Male

Position: Cargo Driver Age: 43

Number of Years in the company: 17 years

Monthly Salary Range:

_✓_____ P10,000 and below

_______ P10,001 – P20,000

_______ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Questions:

1. What are factors that are important to you in your present job? Rank the following with
1 as the highest.

11 Time management
9 Freedom
10 Challenging work
8 Training
7 Physical conditions
6 Use of skills
5 Communication
1 Earnings
12 Recognition
18 Advancement
13 Cooperation
2 Employment security
14 Working in a team
15 Empowerment
3 Benefits
16 Teambuilding Activity
4 Customer Service
17 Achievement of Company Goal

_____ Others: Please specify:

2. Do you consider yourself an asset to the company? Oo, uy.

3. Are you aware of the vision, mission and goals of your company? Oo kay gi ingnaan na
mi ana pag sugod namo.

4. When there is disagreement and you need to present your own viewpoint, what do you
do?

Ako gyud iingon ni sir kung usa ang akong nabati kay tingali mag mahay unya ko ana.

5. How often do you feel nervous or tense at work? How do you manage this?
Wala man pero kung kasab-an ko ni sir , unya akong sundon si sir.

6. How do you address conflict with your co-worker and/or your supervisor?
Madala ra man ug sturya kung naay di magkasinabot.

7. What make you stay in the company? Akong serbisyo.

8. How long do you think you will continue working for this company? Mga 20 pa ka tuig.

9. Are you motivated by a sense of achievement or employment security? Oo, kaayo.

10. How often does a company schedule a get-together or team-building activity?

Wala mi ana maam.

11. Do you feel recognized with your performance? How does the management recognize
your performance? Manghatag mana si sir ug bonus kung mayo akong serbisyo. Unya
kung naay sayop parehas anang naay malangay sa delivery, kasab-an sad mi ni sir.

12. Do you think you are paid enough? Oo.

13. If there is a better offer from other company, will you leave your present job? Tinggali.

14. Has there been an instance when you feel like leaving the company?
Wala pa man intawon.
 RESPONDENTS’ PROFILE

Name: Rubin Rabasol Gender: Male

Position: Helper Age: 23

Number of Years in the company: 2 years

Monthly Salary Range:

_✓_____ P10,000 and below

_______ P10,001 – P20,000

_______ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Questions:

1. What are factors that are important to you in your present job? Rank the following with
1 as the highest.

11 Time management
10 Freedom
18 Challenging work
13 Training
9 Physical conditions
8 Use of skills
3 Communication
2 Earnings
4 Recognition
12 Advancement
5 Cooperation
1 Employment security
14 Working in a team
6 Empowerment
7 Benefits
15 Teambuilding Activity
16 Customer Service
17 Achievement of Company Goal

_____ Others: Please specify:

2. Do you consider yourself an asset to the company? Wala ko kabalo, sir.

3. Are you aware of the vision, mission and goals of your company? Oo kay gi ingnaan na
mi ana.

4. When there is disagreement and you need to present your own viewpoint, what do you
do?

Wala ko masulti sir. Muhuwat ko kung ma sulbar na ang problema.

5. How often do you feel nervous or tense at work? How do you manage this?
Oo, kung tinggali masayop na sad ko sir.

6. How do you address conflict with your co-worker and/or your supervisor?
Sturyahon nko si sir ana kung naay problema.

7. What makes you stay in the company? Ang trabaho ug sweldo sir.

8. How long do you think you will continue working for this company? Mga 4 pa ka tuig.

9. Are you motivated by a sense of achievement or employment security? Dili kayo.

10. How often does a company schedule a get-together or team-building activity?

Wala mi ana sir.

11. Do you feel recognized with your performance? How does the management recognize
your performance? Kung naa reward si sir, kung maayo akong serbisyo. Kung kasab-an
kay naa koy sayop.

12. Do you think you are paid enough? Oo.

13. If there is a better offer from other company, will you leave your present job? Oo, kung
naa.

14. Has there been an instance when you feel like leaving the company?
Naa, pero dili kayo.
 RESPONDENTS’ PROFILE

Name: Jimmy Joseph Gender : Male

Position: Cargo Driver Age: 46

Number of Years in the company: 20 years

Monthly Salary Range:

_✓_____ P10,000 and below

_______ P10,001 – P20,000

_______ P20,001–P30,000

_______ P30,001 – P40,000

_______ P40,001 – P50,000

_______ beyond P50,000

Questions:

1. What are factors that are important to you in your present job? Rank the following with
1 as the highest.

9 Time management
8 Freedom
18 Challenging work
17 Training
4 Physical conditions
6 Use of skills
7 Communication
1 Earnings
11 Recognition
14 Advancement
13 Cooperation
2 Employment security
16 Working in a team
5 Empowerment
3 Benefits
15 Teambuilding Activity
10 Customer Service
12 Achievement of Company Goal

_____ Others: Please specify:

2. Do you consider yourself an asset to the company? Oo.

3. Are you aware of the vision, mission and goals of your company? Oo kay bago pako
kasulod gi-ingnan mi ana.

4. When there is disagreement and you need to present your own viewpoint, what do you
do? Para nako kay akong iingon sakong opinion, unya kung naa man mga botaron kay
didto kos kinadaghanan nya sa katong makapaayo sa kompanya.

5. How often do you feel nervous or tense at work? How do you manage this? Usahay basta
naa koy sayop sa akoang gibuhat. Mag amping nako sakong mga buhatunon.

6. How do you address conflict with your co-worker and/or your supervisor? Istoryaan ug
tarong unya tarongon ang mga bati na nabuhat.

7. What make you stay in the company? Siguro sa akong mga kinahanglanon sa akong
pamilya.

8. How long do you think you will continue working for this company? Mga lima (5) ka
tuig siguro.

9. Are you motivated by a sense of achievement or employment security? Dili kaayo.

10. How often does a company schedule a get-together or team-building activity? Wala man
mi ingon ana mam.

11. Do you feel recognized with your performance? How does the management recognize
your performance? Oo. Kung nindot akong serbisyo kay tagaan kog reward sa akong
boss. Unya kung naa koy mga sayop kay sturyaan ko ngano nahitabo to.

12. Do you think you are paid enough? Oo

13. If there is a better offer from other company, will you leave your present job? Siguro,
depend ra.

14. Has there been an instance when you feel like leaving the company? Wala pa sad sa
tanan nakong tuig ga trabaho diri.
C. Documentation