CSAR

PAMANTASAN NG LUNGSOD NG MUNTINLUPA
College of Criminal Justice

University Road, Brgy. Poblacion, Muntinlupa City
On-the-Job Training and Community Immersion
A CASE STUDY ANALYSIS REPORT
“The Morale and Welfare of Philippine National Police Personnel in Muntinlupa City
Police Station.”
In Partial Fulfillment the Requirements leading to the Degree of Bachelor of

Science in Criminology
CMO Number 4 series 2018 dated April 24, 2018; Subject: Policies Standard and
Guidelines for Bachelor of Science in Criminology (BS Crim) Program
CMO Number 37 series 2010 dated November 20, 2010; Subject: Guidelines in the
Conduct of Practicum (On-the-Job Training and Community Immersion)
Requirement fo BS Criminology Students
PLMUN-CCJ, Muntinlupa City
April 30, 2019

(Date)
1
On the-Job Training and Community Immersion
2
(P r a c t i c u m)
CASE STUDY/ ANALYSIS REPORT
The Morale and Welfare of Philippine National Police Personnel in Muntinlupa City
Police Station
This Case Study Analysis Report is presented to the Dean/Faculty of College of

Criminal Justice, Pamantasan ng Lungsod ng Muntinlupa
In Partial Fulfillment of the Requirement for the Degree of Bachelor of Science in

Criminology
Submitted by:
Jahleen Jane D. Bautista

Chill Sauri D. Matocenio
Merrie Jelline B. Andes
Mayto Shiella F. Bedico
Jhon Matthew S. Vidal
.
Muntinlupa City Police Station Contingent

May 2019
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TABLE OF CONTENTS
Title Page 1- 3
Table of Contents 4
Acknowlegdement 5
I .Facts of the case (Narrative) 6–7
II.Period Covered 8
III. Statement of the Problem 8 – 15
IV. Methods use to analyze data /facts 15 – 17
V .Alternative Course Of Action 17 – 21
VI. Analysis of Course Action 21 – 26
VII. Final Choice of Action 26 – 28
VIII. Conclusion 29 – 30
IX. Recommendation 30 – 31
X. Action Plan 32
Bibliography 33
Curriculum Vitae 34 – 43
Approved Memo for Csar Title for Evaluation 44 – 46
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Acknowledgement
We take this opportunity to express my profound grati-

tude and deep regards to Our Father Almighty for all the blessings
that helps and gives us guidance time to time and carry us a long way
in the journey of life on which all of us were about to embark.
We also take this opportunity to express a deep sense of gratitude to

CESAR C. CALMADA, MACrim, for his support, exemplary guidance,
valuable monitoring and constant encouragement throughout the case
study analysis and all the information needed, which helped us in
completing this task through various stages.
Lastly we also give thanks to Professor Antonio D. Flores for

heading us for seminar regarding Case Study and specially to our be-
loved Dean Dr. Antonio C. Paulite II for his support and thank you to
all of our friends, families and all people who devoted their time and
effort for giving the valuable information needed.
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I .Facts of the Case
The PNP has a stand on the Basic Issues regarding the Morale
and Welfare of PNP Personnel at Muntinlupa City Police Station. The
PNP Image, Career Management, towards the key of Professionalism
and the Police Management Leadership. The PNP Image
Organization affects the espirit de’ Corps, Morale and welfare of the
members, and the sense of pride to the Organization. Thus, all
members of the PNP should act in a manner that would reflect best on
the PNP and live by the PNP Core Values. The proper Implementation
of the PNP’s Career Management will greatly enhance the Personnel
Professionalization process regard procurement, training, promotion,
assignment, placemen, awards and retirement the human resources
development system, compatible to equitable distribution of
procurement, fair promotion, nationalize approach in assignment, skill
development immediate grant of reward and award and decent living
upon retirement. And the effectiveness of Law Enforcement is the
reflective of the managerial capabilities and competent leadership of
the men and women who run the PNP Organization. These attributes
must therefore be one of the primary base for consideration in the
selection of personnel for employment and deployment purposes.
In this case the researchers would determine the Image of the

PNP Personnel at Muntinlupa City Police Station which located at
Muntinlupa City City Police Station, Centennial Avenue corner National
Road Barangay TunasanMuntinlupa City, therefore the PNP members
of MCPS shall adhere to high standards of morality and decency and
shall set good examples for the others to follow. The Judicious Use of
the Authority Personnel shall exercise proper and legitimate use of the
authority in Performance of their Duty.
In terms of their Equality of Service, there shall be judicious and

equitable distribution of opportunity to prove one’s worth in the Police
Service. The problem on inequity thru class orientation and factionism,
both real and perceived, premised on favoured assignment, inequitable
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opportunity of training, unfair granting of promotion, and untimely

awarding of achievements, will create an atmosphere of demoralization.
The result is ineffiency and lack of teamwork to detriment of the
organizaion. It behooves. therefore, on the PNP Leadership address the
situation. The civilian character of the organization requires adherence
to the rule on merit and fitness system and to dissociate the above pro-
cess from the class orientation and factionism. And we also noticed the
problem of the Muntinlupa City Police Station was the distribution of
task, were some of the Personnel experienced the low morale by itself
and it result to losing of confidence.
The observation with the period of time to stay in area at

Muntinlupa City Police Station, their organization has set up of all Police
force and its function and responsibilities, to include the type Police
Patrol, strategies and techniques. Personnel supervision and its function
relationships with the Community. To form the Police service that
directly attempts to elimate the corruption, abuses and the opportunity to
commit misconduct.
First they often deal with their clients as adverseries. second they
are frequently under pressure to service incompatible ends. We all
ready noted the latter point in relation to the functions of law
enforcement and other maintenance: the public can make up its mind
what it wants from the Police Personnel to alleviate the Police Morale
problem, therefore, some consensus must be reached as to what it
expected of the Police , Community by Community. It basically the role
question again.
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II.Period Covered
The period of the study was conducted at Muntinlupa City Police

Station at Centennial Avenue National Road Barangay Tunasan
Muntinlupa City From February 11, 2019 to April 15, 2019. The study
and research was limited to Muntinlupa City Police Station where we
deploy as Criminology Interns in become the temporary part of the
Police Personnel at Muntinlupa City Police Station.
III.Statement of the Problem
The Morale and Welfare concerned on the Performance of every

Police Personnel at Muntinlupa City Police Station, there are some to be
considered to be most problem of every PNP Personnel in terms of :
1.PNP Image of Muntinlupa City Police Station

2. Camaraderie among PNP Personnel of Muntinlupa City Police Station
3.Leadership Failure in the Muntinlupa City Police Station
PNP Image of Muntinlupa City Police Station
Police Officers play a vital role in the Law enforcement system.

Their first order of business is to serve and Protect. They should monitor
and investigate criminal acivities like detectives; take part in surveillance
of communities which include drug prevention , education and road
safety ; respond to emergency calls; and make arrests. They should
help create better rapport between law enforcement agencies and
citizens. Why can’t the Philippine National Police shake off the negative
image that has been hounding it so long? no matter what it does, the
image of this Organization seems to be getting worse every year. So to
eliminate these crimes, vices and other illegal actions by varied bad el-
ements and negative effects the to Society. The Researchers would
search the different ways to help enhance different activities or
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programs that will help uplift the Moral of the PNP in Muntinlupa City
Police Station. The researcher conducted an interview to some of the
constituents of Muntinlupa City specifically at Barangay Tunasan using
the following specific questions:
1.1 What is the level of the PNP images related to the community
relations in Barangay Tunasan Constituents City of
Muntinlupa?
Table 1
Distribution of the Level of PNP Images Related
to Community Relations
LEVEL of PNP Images FREQUENCY PERCENTAGE

Excellent/Outstanding/Very High 10 11.11%
Very Satisfactory/High 15 16.67%
Satisfactory/Moderate 40 44.44%
Needs Improvement/Fair 16 17.78%
Poor 9 10%
TOTAL 90 100%
Mean Weighted Average 3.01= Satisfactory/Moderate
Table 1 above, presents the distribution of the level of PNP

Images related to community relations in Barangay Tunasan, City of
Muntinlupa. Out of 90 respondents interviewed and answered the
administered questionnaires, 10 or 11.11 percent fall at
Excellent/Outstanding or Very High level of images followed by 15 or
16.67 percent answered that the PNP images is Very Satisfactory or
High, 40 or 44.44 percent were said Satisfactory or Moderate, 16 or
17.78 percent
fall on Needs Improvement of Fair category level and 9 or 10

percent fall on a descriptive rating of Poor category respectively. Using a
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Five-Point Likert Scale the mean weighted average is 3.01 which still
fall on Satisfactory or Moderate Level category. This value manifested
that most of the respondent who are constituents of Barangay Tunasan
pictured out/perceived that PNP images is Satisfactory or Moderate in
terms of community relations. This may be due to some/few PNP
Officers/Members engagement in some drugs related activities, vices
and other forms of illegal activities or mal-practices.
In addition, based from the answers of the 3 respondents that

was interviewed, this is what they replied from our questions stated:
1. Paano mo tinitingnan ang imahe ng ating mga PNP

officers and members sa kanilang relasyon sa komunidad?
Respondent 1. Ayon sa aking obserbasyon, marami parin ang

mga PNP Officers and members na gumagawa ng tama ayon sa si-
numpaan nilang tungkulin at maganda and kanilang imahe sa
komunidad, ngunit dahil sa
mga iilan na gumagawa ng hindi kanais-nais at hindi ayon sa

batas maraming mga matitinong Pulis ang nadadamay.
Respondent 2. Nakakalungkot isipin dahil sa mga iilang Pulis na

gugawa ng masama nadadamay ang karamihan na gumagawa ng tama.
At napakahirap ibalik and tiwala at respeto sa mga Kapulisan na
maybahid ng katiwalian.
Respondent 3. Sa akin lamang, pinaghihirapan ng mga PNP

Officers and members kung ano man ang nararating nila sa ngayon sa-
na huwag silang papagamit sa iilang tiwali ng hindi mabahiran ang ka-
nilang integridad sa walang kwentang mga mal-practices nayan ng
mapanatili nila ang mataas na antas ng kanilang imahe sa komunidad at
huwag pasisilaw sa panandaliang salapi.
All statement above was shared by the respondent during the

interview initiated by the researchers.
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Camaraderie among PNP Personnel at Muntinlupa City Police Station
In terms of Unity most of the personnel must needed to enhance

their camaderie , most of the time at Muntinlupa City Police Station
lacks of deep of commitment and concern for each other , therefore the
PNP must need more enchancement to binding of their spirit to
improves teamwork and to developed confident that enchance the unity
and cooperation in the Police Organization , that extending to the people
they serve., in manifested by the PNP members. In addition , our society
are now getting worst in the involvement of some Police Officers in
different crimes in the Community.
In terms of Unity,most of the personnel must need to enhance

their camaraderie most of the time at Muntinlupa City Police Station.
In this regard the researchers seek/sought to answer the following

specific questions:
2.1To what degree is the camaraderie developed/established

by PNP in Muntinlupa city.
Table 2
Degree of Camaraderie Developed/Established
By the PNP in Muntinlupa City
Degree of CAMARADERIE FREQUENCY PERCENTAGE

Excellent/Outstanding/Very High 25 27.78%
Very Satisfactory/High 47 52.22%
Satisfactory/Moderate 10 11.11%
Needs Improvement/Fair 6 6.67%
Poor 2 2.22%
TOTAL 90 100%
MEAN WEIGHTED AVERAGE 3.97 Very Satisfactory/High
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Table 2 above revealed the degree of camaraderie

developed/established by PNP in the City of Muntinlupa.Out of 90
respondent 25 or 27.78 fall on a descriptive rating of
Excellent/Outstanding or Very High level followed by 47 or 52.22
percent fall on Very satisfactory or High category, 10 or 11.11 percent
responded Satisfactory or Moderate category, 6 or 6.67 percent
answered Needs Improvement or fair and 2 or 2.22 percent replied Poor
level respectively. The mean weighted average obtained in this area is
3.97 which fall on a descriptive rate of Very Satisfactory or High Level
category. This value indicated that the camaraderie level
developed/established by the PNP officers and members is Very
Satisfactory/ High in relation to community. This value further
manifested that even though there are some or few PNP Officers and
Members engaged in the different mal-practices but still most of them
really established very satisfactory or high relations with the
constituents of Muntinlupa City. This may be because of most of them
established respect, good relationship and friendly environment in
dealing with other people doing their task as PNP and in the
performance of their duty.
In addition, the researchers interviewed 3 respondents to prove and to

find ways on how the camaraderie developed/established by PNP in
Muntinlupa City.
1. Papaano nga po ba naipamalas o naipapatupad ng mga PNP

Offricers and Members ang magandang samahan ditto sa
Lungsod ng Muntinlupa.
Respondent 1. Basi sa aking pananaw, naipamalas o naipapatupad ng

mga PNP Officers at Members ang mataas na antas ng magandang
samahan dito sa Lungsod ng Muntinlupa sa pamamagitan ng kanilang
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seryosong pag papatupad ng batas at sa kanilang dedekasyon sa

trabahoo. Hindi lingid sa ating kaalaman na may mga iilan and natukso
at gumawa ng katiwalian at labag sa batas pero marami parin ang
matitinong Pulis at may pagpapahalaga sa kanilang pamilya at
integridad at karapat-dapat na tularan at hangaan.
Respondent 2. Sa nakikita kung kalakaran, naipamalas o naipapatupad

ng PNP Officers and Members and mataas na antas ng Camaraderie sa
pamamagitan ng pagsisilbing modelo ng mga mamamayan sa tamang
ugali, prinsipyo, sa salita at lalo na sa gawa. Kung naipapakita ng mga
Pulis and pagsunod sa batas ng may pantay-pantay na tingin sa kapwa
walang dahilan na hindi sila irespeto at igalang.
Respondent 3.Since some of them lacks of deep of commitment and

concern for each other, therefore the PNP must need to work more to
bind of their spirit to improves teamwork and to developed confidence
that will boost the morale and the unity and cooperation in the Police
Organization, that extending to the people they serve., in manifested by
the PNP members. Unity in terms of bonding with other PNP Officers
and members are significant in doing the job/work of a PNP. The unity
and cooperation extended by each members of the PNP is the real
capital in an organization. From unity, it will create good relationship and
cooperation to achieve the target or goal in an organization. This
camaraderie will also create good ambiance and friendly relationship.
At the end of good relationships it will produce teamwork. When
teamwork is evident in a group there is trust, confidence extended to
each members and there is one target implemented. And that, respect
to anyone is develop that will produced an organizational output or
achievement.
Camaraderie is the binding of spirirt that enchance the teamwork

and cooperationin theP olice Organization , extending to the people they
serve , manifested by the PNP members deep commitment and conern
for one another.
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Leadership Failure at Muntinlupa City Police Station
The PNP through the Directoratefor Personnel and Records

Management and the Directoratefor Investigation and Detective
Management enforced disciplinary policies and programs to the fullest ,
to eradicate the involvement of the PNP Personnel in criminal and
administrative crimes. disciplinary policies. But where is the chief? Why
can’t he speak up and show us a will of ‘force’? If a leader cannot face
up to problem , then that is even bigger problem . A leader should not
hide or run away from issues or concerns affecting his men and the
institutions he heads. This is one of the reason why some of PNP
Personnel suffers form low morale and low feeling of self worth which
is a deadly combinations. A leader must face up to the people. As they
saying goes, “no guts no glory” . he must not create suspicion amongst
the public. The truthfulness is essential to the force and to the senior
officers lest they been seen unfit to the exercise his responsibilities as
a chief.
Attentiveness
Responsibilities
Competence
Responsiveness
Integrity of care
Socially and
Techinally
responsible
Morale and
Welfare
Solution
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Morale and welfare care depicted as aprism that integrates the four
elements of care into the resulting fo a good leadership. For a sharp
focus , the proportion of attentiveness , responsibility , competence,
and assessment ( responsiveness) represented by the rays and
angles of incidence, has to be accurate.
IV. Methods used to the Facts SWOT Analysis (Strength, Weakness,

Opportunity, Threats)
STRENGHTS
The PNP has its all opportunity to do their job/work mandated by

the PNP Organization that they are all boundd by the law.Police Officers
must always give a professional impression to the public they must be
well-groomed , polite and courteous.Aside from physical courage, an
officer must have moral courage too. This means strength of character,
to be able to make difficult or unpopular decisions. He must stand by the
principles of the force and must be impartial in executing his duties. He
must change that mentality of serving his families and friends. He must
avoid being influenced by the generals (senators, congressmen, cabinet
officials, mayors ortheir wives) in the conduct of his duties.
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WEAKNESS
The Researchers find that this study are correlated with the
performance of the Personnel of Muntinlupa City Police Station,
therefore this study pertains that there are some of Personnel losing of
their confident in terms of teamwork , leadership and their decreasing
the good Image of the PNP Image in Community Relation in other
words, the effect of their work and Commitment to service which is the
result of the depleted Morale and Welfare of every Police Personnel. So
it is more difficult to determine the cause and effect the of the problem.
The Researchers do this in study so that to know how to utilize the
Variable are all in the same related can be resourceful Information.
OPPORTUNITY
PNP Officer has all its opportunity to do their job/work mandated by

the PNP. They are bounded by all the law. That the Personnel not using
their term of service in Philippine National Purpose for their own Personal
necessity.The Personnel as an Organization requires participation
amongst its members , their Stakeholders and the Community as a whole
to maintain peace and order , tranquillity and eventually crime
prevention. To satisfy the community needs and wants , individual and
social groupings establish and maintain with each others between the
PNP Personnel and the Community . these relationship require varying
degrees of interaction and interdependence and , therefore , different lev-
el of social , political and economic exchanges. Even though these has
been always the case, modern society consists of increasingly
inter-independent , complex and often conflict-laden relationship.
Conducting some seminars regarding the PNP Morale and Welfare with
the academic procedures to develop their awareness of the low morality
and depleting confidence of many PNP Personnel.
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THREATS
The Researchers conclude all the data that had been gathered
even if it will affect the limits of limitation. The problem is some of the
Personnel having a diversity and diversion among the ranks issue, that
they had some problem in terms in the Leader that they not recognized
the Perseverance and Humility of some Personnel the reason of
favoritism in Muntinlupa City Police Station which will affect the Morale
of every Police Officers which will affects the trust and confidence
among people in Muntinlupa City in terms of Community Relation.
Ensuring the compliance of some PNP Personnel for the Morale and
Welfare enhancements which contains some confidential Information ,
Organizational change can be a major cost of challenge in
Organizational Regulations of the PNP.
V. Alternative course of action
Morale is important for several reasons, but most importantly, it

builds efficiency, it creates discipline that is voluntary and enthusiastic
rather than enforced.morale aims to stimulate and assist the weak,
direct the strong, correct the erring, educate the uninformed, and further
encourage the successful. It brings enjoyment to work and pride in
accomplishment. When morale is high, there is a buy-in to the goals
and the overall mission of the department. High morale helps officers
cope with the day-to-day demands, the ups and downs of the job, and
with issues and discouragement that often coincide with police work.
factor reducing morale is the sense of helplessness felt juggling

tradition - the way things have always been done - with knowing
changes are needed in a world that is changing around them. What
this seems to be adding up to is a general culture of anger and
resentment in the workplace which is going to create low morale.
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In order to avoid being overwhelmed and increase the likelihood

of successfully turning around morale from bad to good in their own
world, this is the possible solutions to do.
THINK MICRO BEFORE MACRO
The first challenge we give participants is to take a micro,

instead of a macro, approach to combating low morale. Most officers'
answer to low morale is to begin naming all the ways the agency or
administration needs to change. A proactive response is one that
empowers an individual to take charge of how they choose to
behave, think, and feel. see this routinely with domestic violence
victims. They will tell everything that is wrong in their relationship,
demand something be done to make it better, but rarely take the
initiative to make any changes that empower themselves or change
their destiny. Again, the first challenge we ask for the PNP Personnel
at Muntinlupa City Police Station is to focus on what they have the
power to directly change now.Rather than obsess over those things
they have no power over, focus first on the small world that they do
sit on top of, and determine where do have power.
When we think about our goals in work and how we’re going to
accomplish them, we can take a look a things in to ways. We can
take back and a look at the big picture or we can take a magnifying
glasss to the task and hand focus is on all nitty- gritty details. It both
gives us surprisingly different perspective of the same goals and in
turn , can be useful in many different ways.
Every Personnel of Muntinlupa City Police Station must take a

moment to reflect upon our mindset as you set your goals and head
into the practice room. Are they constantly setting their sights on a
bigger picture and the end result of their works or they focused on
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the specific details that will them to achieving their goals? Maybe
they do the little of each, maybe they never even though about it all ?
The answer to these question are important than they think

and if they have been trouble realizing the goals, the culprit may lie
with their mental approach. Even though both approaches are
essential for your improvement, there specific time and place for
each one, and knowing how to use them can determine the success.
PERSONAL RESPONSIBILITY
We put out there is for them to take a look at their own morale.
While the initial idea behind the training was to encourage
supervisors to consider the impact of morale on those under them
and to take responsibility for leading in a way that builds morale, it
quickly became obvious that the supervisors we were meeting were
often wrestling with their own low morale.
To find what boosts their morale and what brings it down, and to
determine what they have the power to change or control and what
they must accept as out of their control.
EMBRACE CHANGE
Change is going to happen and how we adapt to meet its

challenges will largely determine our future personal and
professional satisfaction. Unfortunately, a lot of people - and cops
are no exception - resist the inevitability of change and become
anxious or resentful, instead of excited and open. Anxiety and anger
are key ingredients of low morale.
Whether the changes you face are those dictated by new

and tightening budgetary constraints, legal decisions affecting how
you do your job, evolving policies and procedures, or any other
factors associated with the job, it does little good to remain stuck
in the way things used (orought) tobe when the currents have
already swept us downstream from that point. Instead, look to how
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best to do the job in the present future. You may just find new and
better opportunities for policing.
BE CREATIVE
Creativity combats boredom, another common contributor to

low morale. Whether you are a supervisor or line officer/detective,
keeping things fresh for yourself or your direct reports is one of the
surest ways to keep policing fun.
Creativity is bounded only by the limits of your own imagination, and

the of pool ideas with others those boundaries can be expanded.
Look for ways to break out of ruts that lead to diminished morale by
asking yourself (or those under you) What would make the job more
fun? Then find ways to apply whatever answers you come up with.
Low morale is an age old problem; however, the solutions start with
the individual not the agency. So if you were to take on the problem
of low morale, where would you start?
MOTIVATE THE PNP PERSONNEL
Many factors can negatively affect productivity, morale and

welfare of Police officers casue officers become complacent , doing
the bare minimum necessary. The difficult nature of crime fighting
can cause officers to become cynical toward the population as aw
whole and develop an “us versus them” A negative attitude in Police
work can lead to feelings of inconsequently toward law enforcement
goals and either slow or stop motivation.
The research exists addressing motivation that can help

administrators facilitate increased the morale and welfare of the PNP
Officers at Muntinlupa City Police Station like extrinsic reward,
educational and longetivity pay. Extrinsic Rewards, such as providing
a safe community and reducing crime, can motivate police officers
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more than pay arises or promotions. generating increased

productivity and stimulating individual motivation are constant pro-
cesses that leaders in any career field always can improved.
VI. Analysis of the course of action
The Police service is a noble profession which demands from

its memembers specialized knowledge and skills, as well as high
standards of their ethics and morality . hence. The member the
Muntinlupa City Police Officers Member must sustain their high
standard of moral values manifested.
In the study. The researches should utilize qualitative methods

or approaches, such as life history interviews , that will explore the
dynamism of moral values process. Life history interviews provide
rich data that otherwise will not be obtained if the more qualitative
methods research of the study used. A phenomenological method of
the study also brings the respondents to life by revealing their
thoughts , feelings, aspirations and values.
Improving ethics and governance in policing is often

considered an institutional function that police agencies do as
‘experts’ institutions. Participation by other stakeholders may be
welcome so as police are able to control the processes and
mechanisms of participation. This paper, based on research done
with the Muntinlupa City Police Personnel, argues that collaborative
inquiry could be an effective critical systematic approach to
participation the wider society in police reform. This could enable
both police and non police stakeholders to work together towards
mutual understanding and cooperation as equals towards better
policing. This participatory approach is not meant to replace the
institutional mechanism that the police use for their own reform effort
, but it is suppost to complement them. The research on which this
paper is based was an attempt to design a model for collaborative
inquiry at the local municipal level of policing in the Muntinlupa City
Police Station. The results of the study suggest that is possible to
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establish such as mechanism and make it work organization at the

lowest level of operational policing.
The Micro thinking on the contrary , is focused on the specific

details of the task at hand. That already identified the big goals , so
here that zeroing in on the daily task and skilles that will eventually
get the goals. With the micro thinking is not concerning about the
biger picture , instead it have small , well defined task that focus on
intently and strive to master. With the micro thinking , it breaks those
big goals apart, separate them into manageable pieces , and identify
the individuals skills that are required . this is the type of mindset to
use the approach of every Police Personnel’s daily routine ;that they
have a limited amount of time , that they are dealing with the small
units of information , and that have specific goals to achieve at the
end of session.
PERSONAL RESPONSIBILITY
Every Police Personnel at Muntinlupa City Police Station had

their own Responsibilities so the best to take a more attention to the
PNP Core Values and PNP 15 Do’s an Dont’s which is applicable to
every Personnel.
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EMBRACE CHANGE
The surely gain opportunities by facing change in the workplace ,

it is common that humans have the character to the battle change. It is
to be understood thaht unwillingness to accept changes can derail
career progress. Hence, in order to become a valuable asset for the
PNP Organization at Muntinlupa City Police Station , it’s important to
embrace change in the workplace.
In PNP Organization at Muntinlupa City Police Station , changes

are this mandatory and happen for the well being of the Organization.
Opportunities are open in every Personnel and the workplace is
enhanced as they face the competition nin the real industry. Changes in
the Police Organization are thus important and required in an
organization to enhance its standard. Every Personnel must have
enthusiasm and battle nature to handle changes in the organization .
the changes also enhances the knowledge of every Police Personnel
takes them to the higher level.
BE CREATIVE
Think outside the box, generates excitement , passion and

creativity . additionaly, teamwork is oftentimes essential when coming up
with outsanding ideas and solutions, as two are better that open . we
perform better when we collaborate and when we look at the number
one human need that activates the heart, it is connection.
When you look at it from a decision-making perspective, imagine

how many ideas and decisions you can collect from putting together a
creative environment where people actually encouraged to think on their
own two feet. Treat the every one of the team as members like the
creative human beings they are, listen to their point of view and support
them in developing their imaginations. Feed creativity by asking
questions and build your ideas with the help of insight form others. To
create big ideas, you have to create the space and encourage that sort
25
of behavior and culture . if you want your teams to think creatively. They
need to motivate them with some form of reward.
MOTIVATE THE PNP PERSONNEL
Enhancing the motivation and become productive of the Police

Officers is a difficult, yet achievable, objective . when the administrators ,
supervisors, and officers are educated about the many ways this can be
achieved, they consistently can work together for the common goal.
Administrators and managers in law enforcement agencies must remain
cognizant of the many factors that can influence individual motivation
and productivity of police officers. The nature of the job can result in
officer burnout, followed by a decrease in the motivation to perform. a
strong desire to change the world and who possess a great ethical
desire to serve the noble cause easily can be swayed toward mediocrity
by the contagiousness of other jaded officers at Muntinlupa City Police
Station. Although some officers who realize a decline in motivation can
self-motivate by seeking out interdepartmental transfers or changes in
duty assignments, many police agencies do not have such opportunities.
In these smaller organizations, supervisors must work harder to discover
other ways to improve an officer’s performance.
VII. Final course of action
The researchers believed that the result of this study will lead
in understanding about the Relevance of the PNP Policy; The
Morale and Welfare of the Police Personnel for the effectivetiness
of the performances of the PNP Police Personnel at Muntinlupa City
Police Station , by giving some possible solutions such as conduct
seminars about the Moral and welfare of the PNP personnel ,
Improving Leadership the word of “iba ang tinitignan at tinititigan”
26
and give more attention to the 15 do’s and dont’s of Muntinlupa City
Police Station which is must focus by the SESPO of the Muntinlupa
City Police Station (MCPS). So there will be huge possible change
and everyone must adjust to it and it will build and boosts the
confidence of all PNP Personnel literaly at Community Relation in
terms of Negative Images of our Police Force and it also requisites
a Good outcome from the Organization. And both of the ideas share
their own promising outcome and the result yet also has their own
advantage and disadvantages can be a reflection to identify and
visualized could be the better ideas to lessen all the negative
concern about PNP Organization.
Morale and welfare care depicted as aprism that integrates the four
elements of care into the resulting micro and macro product. For a
sharp focus , the proportion of attentiveness , responsibility , com-
petence, and assessment ( responsiveness) represented by the
rays and angles of incidence, has to be accurate.
Ethic of care- one integrative framework

“ a species activity that include everything that we do to maintain,
continue and repair our ‘world’ so that we can live in its as well as
possible. That would include our bodies , our selves , and our
environment, all of which we seek to interweave in a comlex , life
sustaining web.”
-Joan Tronto and Berenice Fisher
Each type of thinking serves a specific purpose and has its

own particular benefits . for Researchers we need to these both
mindsets in order to establish goals and continually progress.
However , each mental approach must be applied at the correct
time and in the right way to be effective.
27
First set the overall goal and make a plan of action, then get
to work on the details, lay a foundation of skills to achieve your
objective, and finally progress step by step until the original goal is
accomplished. Whether you’re building a good images of PNP
Personnel of Muntinlupa City Police Station, developing good
Camaraderie, or developing a good Leadership you need to plan a
course of action and then follow through by mastering the details
every step of the way.
Keep in mind that getting lost in the big picture is not the only
path astray. We start focusing on the good example of PNP
prospects and Camaraderie progressions between Police Officers
and people of Muntinlupa or begin obsessing over the good ethics of
PNP. Eventually we carry this mentality over to the Community and
pretty soon, forget that all negatives of every Personnel at Muntinlu-
pa City Police Station.
The main difference between a macro perspective and micro

perspective is that in a macro view you are always stepping back for
a big picture. Not concerned with the details of how things are being
done , but instead , trying to figure out how is the Organization or
career is working on the major areas that determine success or
failure .
In contrast , a micro view is always going to be focused on

the small details that can give an answers about big picture. In micro
perspective, details are essential, and the ability to measure
performance through the use of metrics is the hallmark of success of
this perspective.then put, a macro perspective tells you where your
career is any time given , and micro perspective tells why is career
in the position. In order for claim true success the Personnel should
adopt a balance taht utilizes both perspective.
28
VIII. Conclusion
The researchers conclude that the Muntinlupa City Police

Satation must retain some cognizant of many factors that can
influence individual motivation and productivity of PNP Personnel in
terms of Morale and Welfare of Muntinlupa City Police Station. The
nature of work can result of a officer burnout, followed by decreased
in morality to perform. With the final course of action that we
suggest that if we mixing up the two mindsets the micro and macro
thinking. A concept such as this one seems simple enough,
however , its not always as easy to keep in the mind on the possible
motivation as we might think. One of the areas in practicing
enhance the Morale and Welfare of Muntinlupa City Police Station,
when things can go awry is when we inadvertly apply macro
approach when we should be using the micro approach. Either way
, it is necessary to emply both a macro and micro approach as
improving the Personnel’s Morale . always relying on the bigger
picture or immersing themself in details can have its drawbacks and
it the end. They will be missing the a vital aspect of improvements.
Using these two ideas can create balanced approach to a short
term and long terms goals that will give a best shot at becoming the
good example of righteous Police Officer that they wanted to be.
 The Personnel of Muntinlupa City Police Station

must recognized their job by a leaders , or
recognized the individuals on group to whom
received agood feedback from the leaders to
motivated them. In other word the organization
need to provide periodic “spot surprises “ to
highlight achievements that are above and
beyond.
 In Muntinlupa City Police Station problems , there
must be a ways to help the Personnel to improved
their performances. This is also help to identify the
performances of Police Officers of their duties and
responsibilities.
29
 This study also aims to improves the attitudes of

the Police Officers towards their duties and
responsibilities in protecting the welfare of the
citizen that the police to be responsive to measure
to new information and work with the researchers
“measure what matters to their continuents.
 This may provide the Personnel of Muntinlupa City
Police Station the opportunity to improve its past
and current image by becoming more more God
fearing , good Leaders , and servoice oriented
institutions.
 This study may help the law enforcement to to
enhance their role and functions by achieving
peace and order . this study may also provide
suggestions that wil the Muntinlupa City Police
Station to help them fulfil their duties for the
betterment of the community of Muntinlupa.
 Community the group of people who reside in one
locality and are subject to the same law, have
same interests, in this paper , it is one of the ben-
eficiaries of the service of the Police Officers in
their performance that comprises the Public , civil
society and stakeholders.
IX. Recommendation
The following were the recommendations used on the findings

of the study. And we believe that our recommendations can be
used for possible changes for the Morale and welfare of the PNP
Personnel at Muntinlupa City Police Station to right was is wrong
and to enhance their capabilities and to resolved some
inconsistencies. The researchers recommendations can be
effective throughtout the Muntinlupa City Police Station; however
there are some possible aspects in the research study that will
30
improved the research and yield more accurate and strong data and
conclusions. Where the facts of this study indicate possible
violations of existing laws and regulations, which is appropriate
agency of Philippine National Police it should be intensified to
pursue the Morale and Welfare of PNP Personnel at Muntinlupa
City Police Station.
1. The officers should pay attention regarding the

enact policies , have vision and know where the
organization headed and be able to articulate
Personnels well as a leader deligate effectively.
2. The MCPS should conduct some seminars

regarding improvements of their more productive,
dedication of leadership and how to lessen the
negative images of PNP Personnel in Police
Community Relation.
3. The researches recommend the special award

and incentives for the them to enhance the
morality of PNP Organization.
4. The researchers recommend that MCPS give some

attention to the special promotions and PNP
Comprehensive Educational Assistance Program.
5. The Muntinlupa City Police Station must give some

confirmation of service credits due awards.
6. The Muntinlupa City Police Station must give

attention for issuance of Orders of Confinement and
termination of Hospitalization.
31
DATE OF PERSONS ACTION PLAN OBJECTIVES STRATEGY
COM- RESPONSI- GOAL
X.
PLETION BLE
Enhancement of The main The Researchers To enhance the

POLICE EXEC- Morale and objectives of this sould suggest to relation of police
APRIL 30, UTIVE MASTER Welfare projects study was to less- Muntinlupa City and community
2019 SERGEANT
like conducting en/ decreased the Police Station for that can help to
DANTE
ACTION PLAN
MARQUEZ JR. Seminars , negative imag- conduc some prevent and

(SESPO) giving Special es of all Police effective seminars control crimes, in
Promotions and Personnel in the regarding the hereof the nega-
recognized Community. And Police ethics, tive impression of
Awards. With when it is happens reminding of PNP the community to
government it will boosts the do’s and Dont’s PNP
taking care of Police Confidence and how to organization. To
our personnel by so that the Per- enhance the boost the
way of equi- sonnel of Morale and Welfare confidence of
page, training, Muntinlupa City by recognizing the every Police
shelter, Police Station will potential and giving Personnel re-

promotion and had the key of awards of PNP garding
other benefits Professionalism in Personnel at community
that could en- the career man- Muntinlupa City relation.

hance the agement. Most Police Station.
morale and Important is to
welfare of police enhance the their
personnel. Morale and
Welfare.
32
BIBLIOGRAPHY
https://www.jazzadvice.com/thinking-macro-vs-micro-in-practicing-
improvisation/
https://pnp-dprm.com/index.php/divisions-and-their-services/morale-and-
welfare-divison-mwd
https://content.wisestep.com/embracing-change-workplace-best-strategies/
https://proarmm.pnp.gov.ph/downloads/EthicalDoctrine.pdf
https://startupnation.com/trending/creativity-innovation-workplace/
https://leb.fbi.gov/articles/featured-articles/improving-motivation-and-
productivity-of-police-officers
Muntinlupa City Police Station
33
XI. CURRICULUM VITAE OF THE RESEARCHERS
BAUTISTA, JAHLEEN JANE D.
Email: Piangarcia111@gmail.com
Mobile Number: 09999395878
Blk 10-A Purok 1 BayananMuntinlupa City
GENERAL INFORMATION:
 Age : 22 years old
 Height : 4’11
 Weight : 38 kgs.
 Nationality : Filipino
 Religion : Roman Catholic
 Birthday : April 8,1997
 Mother’s Name : Emelita d. Bautista
 Father’s Name : Victor T. Bautista
 Gender : Female
 Marital Status : Single
 Place of Birth :Bacoor Cavite
34
EDUCATIONAL ATTAINMENT:
 Primary : St. Francis Institute Learning
And Business High School
 Secondary :Tugatog National High School
 Tertiary :Pamantasan ng Lungsod ng Muntinlupa
 Course : Bachelor of Science in Criminology
CHARACTER REFERENCE
 DR. Emelita D. Bautista Supervisor /09287727669
 Nesie Mariano Admin Aid/09278779721
 Rachelle B. Sabalza Professor/09452056877
35
ANDES, MERRIE JELLINE B.
Address:Futurahomes San Pedro Laguna
 Height : 5’3
 Weight :55 kgs.
 Birthday : March 8,1999
 Mother’s Name : Fe Andes
 Father’s Name : Benjamin Andes
 Gender : Female
 Place of Birth :DaragaAlbay
36
 Primary : Anislag Elementary school
 Secondary :Anislag National High School
CHARACTER REFERENCE
 Babylyn Magallon Teller/09298987092
 Sonia Bajamundi Teller/09186586913
 Beatrice Bernando Cashier/09501809624
37
MATOCENIO, CHILL SAURI D.
Address:Soldiers Hills Village
putatanMuntinlupa City
 Height : 5’4
 Birthday :December 5,1997
 Mother’s Name : Rosanna D. Matocenio
 Father’s Name : Lerzon G. Matocenio
 Gender : Female
 Marital Status :Single
 Place of Birth :Muntinlupa City
38
 Primary : Soldiers Hills Elementary school
 Secondary :Muntinlupa National High School (main)
CHARACTER REFERENCE
 Rosanna D. Matocenio OFW/09074470167
 Lerzon G. Matocenio Osmun Guard/09303974522
 Louise Ann D. Matocenio N/A/09976003520
39
BEDICO, MAYTO SHIELLA F.
Phase 1 Block 59 Lot 32 Southville 3,
PoblacionMuntinlupa City
 Height : 5’1
 Religion : Jehovah’s Witnesses
 Birthday : October 14, 1998
 Mother’s Name : Gina F. Bedico
 Father’s Name : Jepty A. Bedico
 Gender : Female
40
 Primary : Itaas Elementary school
 Secondary :Muntinlupa National High School-Annex
 Course :BSCriminology
CHARACTER REFERENCE
 Mrs. Arsenia P. Roxas Teacher/09061432275
 Marian Padilla TRU Office/09362432275
 Sherlyn F. Sisnorio Treasury asst./09494624022
41
JHON MATTHEW S. VIDAL
Email Add:Jhonmatthewvidal@gmail.com
#761 CupangMuntinlupa City
 Height : 5’7
 Weight : 160 kls.
 Birthday : April 26,1998
 Mother’s Name : Francilita Santiago
 Father’s Name : Michael Vidal
 Gender : Male
42
 Primary : Buli Elementary School
 Secondary :Muntinlupa Business High School
 Course : BSCriminology
CHARACTER REFERENCE
 Richie Smith Professor /09556815390
 Stephen Tapiru Student/ 09352316793
 Nilda Gimoto Manager/09177522856
43
XII. APPROVED MEMO FOR CSAR’s TITLE
44
45
46

CSAR

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PAMANTASAN NG LUNGSOD NG MUNTINLUPA

College of Criminal Justice

On-the-Job Training and Community Immersion

A CASE STUDY ANALYSIS REPORT

In Partial Fulfillment the Requirements leading to the Degree of Bachelor of

PLMUN-CCJ, Muntinlupa City

April 30, 2019

On the-Job Training and Community Immersion

CASE STUDY/ ANALYSIS REPORT

This Case Study Analysis Report is presented to the Dean/Faculty of College of

In Partial Fulfillment of the Requirement for the Degree of Bachelor of Science in

Jahleen Jane D. Bautista

Muntinlupa City Police Station Contingent

I .Facts of the case (Narrative) 6–7

III. Statement of the Problem 8 – 15

IV. Methods use to analyze data /facts 15 – 17

V .Alternative Course Of Action 17 – 21

VI. Analysis of Course Action 21 – 26

VII. Final Choice of Action 26 – 28

Approved Memo for Csar Title for Evaluation 44 – 46

We take this opportunity to express my profound grati-

We also take this opportunity to express a deep sense of gratitude to

Lastly we also give thanks to Professor Antonio D. Flores for

I .Facts of the Case

In this case the researchers would determine the Image of the

In terms of their Equality of Service, there shall be judicious and

opportunity of training, unfair granting of promotion, and untimely

The observation with the period of time to stay in area at

The period of the study was conducted at Muntinlupa City Police

III.Statement of the Problem

The Morale and Welfare concerned on the Performance of every

1.PNP Image of Muntinlupa City Police Station

PNP Image of Muntinlupa City Police Station

Police Officers play a vital role in the Law enforcement system.

LEVEL of PNP Images FREQUENCY PERCENTAGE

Table 1 above, presents the distribution of the level of PNP

fall on Needs Improvement of Fair category level and 9 or 10

In addition, based from the answers of the 3 respondents that

1. Paano mo tinitingnan ang imahe ng ating mga PNP

Respondent 1. Ayon sa aking obserbasyon, marami parin ang

mga iilan na gumagawa ng hindi kanais-nais at hindi ayon sa

Respondent 2. Nakakalungkot isipin dahil sa mga iilang Pulis na

Respondent 3. Sa akin lamang, pinaghihirapan ng mga PNP

All statement above was shared by the respondent during the

Camaraderie among PNP Personnel at Muntinlupa City Police Station

In terms of Unity most of the personnel must needed to enhance

In terms of Unity,most of the personnel must need to enhance

In this regard the researchers seek/sought to answer the following

2.1To what degree is the camaraderie developed/established

Degree of CAMARADERIE FREQUENCY PERCENTAGE

Table 2 above revealed the degree of camaraderie

In addition, the researchers interviewed 3 respondents to prove and to

1. Papaano nga po ba naipamalas o naipapatupad ng mga PNP

Respondent 1. Basi sa aking pananaw, naipamalas o naipapatupad ng

seryosong pag papatupad ng batas at sa kanilang dedekasyon sa

Respondent 2. Sa nakikita kung kalakaran, naipamalas o naipapatupad

Respondent 3.Since some of them lacks of deep of commitment and

Camaraderie is the binding of spirirt that enchance the teamwork

Leadership Failure at Muntinlupa City Police Station

The PNP through the Directoratefor Personnel and Records

IV. Methods used to the Facts SWOT Analysis (Strength, Weakness,

The PNP has its all opportunity to do their job/work mandated by

PNP Officer has all its opportunity to do their job/work mandated by