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“Perspective of Job Seekers: Multi-Level Marketing or Employment”

“Choose a job you love, and you will never have to work a day in your life”

-Confucius

Introduction

The selection of a career was one of the most important things in people's life

because it determined the future ones hold and making it the main source of income. Yet,

finding a career was not always as easy as it sounds. Traditionally, the college graduates

were mostly expecting to find a good paying career that were in lined with the field it took.

Unfortunately, most of it does not mean would continue and apply desired jobs based on

the courses taken. Evolution Writers (2009) stated that graduates were now expected to

possess skills that could be apply anywhere in the world and not just on its own countries,

a graduate student or the general job seekers may possess sufficient training, education,

orientation and aptitude for a particular job or position may not get in, because of various

problems of employment in the society and not all the job vacancies offer the job that suits

with the courses that had been applied.

With more people graduating with a university degree, employers were spoilt for

choices in getting the best people to serve in the organization. However, the others were

luckily accepted in job. One of the job seekers who are already interviewed said:

"I have been told that I interview well (by folks who did the interviewing). Generally, I

feel like I have a great chance at getting a job once I get offered an interview because I work

hard to present myself well and prepare by anticipating the questions. I keep a list of questions
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that are the typical stuff (tell us about a time when...) or that were asked during a previous

interview. I review the questions and mentally prepare answers for them so I sound more natural

during the interview and spend less time trying to think of something to say."

However, according to Baronia, S. (2016), "applying to job was a painstaking

process that came with the responsibilities of restructuring the resume as per the job

requirements, writing a target cover letter and creating profiles etc." Every job seeker was

always subjected to wasting more time making and filing an application form than being

on working world. Thus, rejection was always the ending results of thousand application

for Job. As stated by a respondent in the survey of the study entitled "Job Searching: The

Applicant's Perspective",

" Rejection after rejection after rejection. It’s very difficult to try and sell yourself and

your qualifications when (as far as you can tell) they weren't worth anything to the people at the

last place you applied. It is a challenge to do SO much work in an area with next to no feedback,

particularly with such a tenuous sense of how to improve for the next time."

Villena et. al, (2016) stated that most of the employment opportunities were in or

would be coming from the government sector, wherein 1 out of 2 workers were employed

on a full-time working arrangement. The World Bank (2014) estimated that half a million

college graduates every year, only 240,000 would be absorb in the formal sector and every

year about 200,000 simply leave the country and find jobs abroad. The remaining 650,000

entrants, of which around half have high school degrees, would have no other option but

to find or create work in the low-skill and low-pay informal sector. For the job seekers, job

experience was very important, as most of the job vacancy prefer a worker that has many

experiences in working compared to those that only graduated but not have any experience.
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According to Sablik (2013), employment was often described as the level of job at

which virtually anyone who wants to work can find it at the prevailing wage. Employment

brought career and financial stability. Instead of addressing short-term issues, such as

finding a new job and worrying over bills and debts, the employees could plan the future

carefully, build status in the chosen field and build up plenty of savings for retirement.

Employees who do not fear for the jobs were more likely to perform at a higher level and

feel greater commitment to an employer. Employees who settled into a position were more

likely to achieve long-term career goals, better position themselves financially, and gained

marketable skills that appeal to future employers. However, job security in an organization

works best as a motivator when employees saw a connection between job retention and its

own performance as stated by Ralph (2018). For some reason, according to the researchers,

people who tend to lose its job or who normally wanted to take the risk of building its own

business were somewhat introduced to the Traditional Business.

Traditional businesses typically diversify marketing to attract customers from both

local areas and from online demographics. It was the common practice of doing business

where there were transactions and processes that need to done physically. It was a set of

delivering value to customer and managing customer relationships in a way that benefit the

organizations and its owners. The main goal of Traditional Business was to make profit by

satisfying customer demands and needs. According to Linden Legal Strategies (2018) there

were so many ways traditional business raises the organization’s capital, one of this is

loaning in a bank. Banks and other lending institutions, work with businesses every day to

provide the customer with the capital it need for operations, expansion, purchases and other
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needs. There were also investors or businesses partners that may contribute to the business.

The more capital invested in traditional businesses, the more it may achieve its goals and

meet the demands of the society.

Ofelia et. al, (2009) explained that the revolution in information technology has

exploded into the new knowledge economy and new information technologies were

changing the ground rules for information flow societies. As years go by, the new

information technologies were used to come up with Network Marketing as a very effective

way of having or providing a business. Network Marketing was also the recent and rapidly

growing phenomenon called Multilevel Marketing. This organizations also often called

direct marketers (direct selling organizations) as defined by Herbig P. & Yelkrum R.

(2008). The concept of Multilevel Marketing (MLM) or referral marketing was a method

of product distribution. The products were moved through independent distributors. The

distributors were given opportunity to introduce other distributors to the business. Instead

of incurring massive media advertising and sales promotion cost, the savings are passed on

to distributor consumers. Distributors share the large revenue that normally goes to the

middleman. At the same time, products were available to consumers at wholesale prices.

Effective recruiting was very essential for the very existence of the majority of direct

selling companies including multilevel marketing organizations because the survival of

these organizations depends on the ability to make more and more recruits to replace those

who have discontinued as explained by Koroth & Sarada (2012).


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Multi-level Marketing was surprisingly the second highest paid profession behind

professional athletes. Networking was typically recommended as a job search strategy in

the popular press, research on networking as a job search behavior is scarce. Chiara M.

(2013) conducted a research about Network Marketing and stated that even in good

economic times, numerous people are confronted with job loss and need to search for new

employment during its work life but at the end of the day, many network marketers have

said, it was not about the money, it was about helping someone in need to get where it

wanted to go in life. People go from zero to a million dollars in two years of hard work and

dedication. Network Marketing empowered people build strong relationships and

friendships, and most importantly help other people.

As most people spend a major part of the adult life at work, job satisfaction was an

important element of individual well-being. Nowadays, satisfaction from a job become a

significant factor that workers are looking for. This result has proved by researchers. Some

people may not be aware on how satisfaction affects its lives, but it exists and influence

quietly. Work generally has a considerable proportion in a person’s adult life and people

can now understand how important it is. According to another study, the researchers found

out that there are several satisfaction types: tasks, salary and encouragement. First, some

people feel satisfied due to finishing a task or a challenge. Second, some people might

focus on the salary. Third, other people need others encouragement. Therefore, it all

depends on the personality.


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Objectives of the Study

The general objective of the study was:

1. To determine the perspective of Job seekers in terms of Multi-Level Marketing

and Employment.

In lined of this objective, the study specifically aimed:

2. To identify the demographic profile of the job seekers

3. To know which is preferable for the Job seekers

4. To determine the situation of the Job seekers in either of the Multi-Level

Marketing and Employment in terms of:

a.) the attitude towards career opportunities of Job seekers

b.) the problems encountered by Job seekers

5. To compare and differentiate the characteristics of the two jobs

6. To suggest ways on how to choose reliable job between Multi-Level Marketing

and Employment to sustain desired goal.

Significance of the Study

The result of the study would greatly benefit the following:


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o Job seekers. This study would contribute greatly not only on the fresh graduates

but also on general job seekers who wanted to choose a higher income job that

sustain the everyday needs and help to save money for the future use.

o Student. The result of this study helped the students to provide with some

knowledge on the Multi-Level Marketing and Employment and how to criticize the

job.

o Future researchers. By having this study, providing new insights for the other

future related researches will help the future researchers to widen the knowledge

and the holistic view of choosing job.

Scope and limitation

The study would mainly focus on the perception of the 60 job seekers using random

sampling technique in Multi-Level Marketing and Employment in Cavite; and how to

evaluate the reliability of the jobs. The limitations were composed of time restrictions to

spread questionnaires and collect data; and the availability of the respondents.

Hypotheses:

A hypothesis was a statement of prediction. It described the concrete terms the

study would investigate as stated by Trochim (2006). The study would aim to prove the

following hypothesis:
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Null Hypothesis:

Directional

o There was no positive significant difference between Multi-Level

Marketing and Employment

Non-directional

o There was no significant difference between Multi-Level Marketing and

Employment.

Alternative Hypothesis:

Directional

o There was a positive significant difference between Multi-Level Marketing

and Employment

Non-directional

o There was significant difference between Multi-Level Marketing and

Employment.

Statement of the problem

The study would purposely create to suggest ways on how to choose reliable job to

prevent outwitted by the others in terms of career opportunities. The study would aim to

answer the following questions:


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1. What are the demographic profile of the job seekers?

2. What are the perception of job seekers in Multi-level Marketing and Employment

job?

3. What is the most preferable job of the job seekers between the Multi-Level

Marketing and Employment?

4. What are the situation of Job seekers in either Multi-Level Marketing or

employment in terms of:

a.) The attitude of Job seekers toward career opportunities

b.) Problems encountered of Job seekers in either Multi-Level Marketing or

Employment

5. What are the similarities and differences of Multi-Level Marketing and

Employment?

6. In what way does job seekers evaluate the reliability between Multi-Level

Marketing and Employment to sustain the desired goals?


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Conceptual framework

This corner represents the concepts that are placed within logical and sequential

design that was used in the study.

Perspective of Job Seekers


Problems
Problems encountered by Job
encountered by Job seekers
seekers
Multi-level Employment
Marketing
Attitude of Job Attitude of Job
seekers toward career seekers toward
opportunities career opportunities
Choice

Reliability of Job Reliability of Job

differences differences

Adopted Survey
Questionnaire

Likert scale (five-point)

Figure 1: Paradigm of conceptual framework of the study


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The figure 1 showed how the statement of the problem connected to each other.

The study was aiming to find out what are the perspectives of job seekers when applying

a job, was it in employment or in multi-level marketing type of job. Because many people

do not know what job to apply to sustain the needs of everyday life, some are choosing

government sector jobs, and some are applying to network business.

World Federation of Direct Selling Associations (WFDSA) had defined Direct

Selling as “On non-fixed retailing places and using face-to-face way, the product and

service are sold directly to the consumers. “Direct selling includes single level marketing

and multi-level marketing where the direct sellers were awarded based on the number of

persons recruited and the sale performance. Multi-level marketing businesses went like a

virus in the Philippines. Many Filipinos engaged on the statement like "million-income-

potential" and "compensation plan" and register to the network marketing businesses.

Many people believed that multi-level marketing was more cost-effective method of

generating more new businesses than the public relations effort. This was because the

network business was low-cost activity that focus on personal commitment than money.

Some examples of existing and reliable multi-level marketing here in the Philippines are

Avon Cosmetics, Natasha, AIMS Global, Frontrow, Sophie Paris and many more.

Another type of Job was employment. A government business provides services and

fixed schedule. It was the common occupation of individual. It addressed short-term issues

that help individual to plan the future carefully. Many job seekers including the fresh
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graduates are having a hard time searching and applying for a thousand of jobs in lined

with the course taken. But most of the applicants only receive rejection after rejection.

The similarities and differences of the employment and multi-level marketing can

be gathered through the data that will be coming from the respondents of the study. This

similarities and differences are subjected to evaluate using the statistical used in the study,

which is Likert-scale (five-point) rate.


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Methodology

"Quantitative methods emphasized objective measurements and the statistical,

mathematical, or numerical analysis of data collected through polls, questionnaires, and

surveys, or by manipulating pre-existing statistical data using computational techniques"

as stated by Libguides (2018). This chapter presented the methods, techniques and

procedures used to investigate carefully the study. It discussed about the research design,

research instrument, data gathering procedure and statistical treatments applied to the

study.

Research Design

The study would undertake survey quantitative approach in which the hypotheses

stated are subject to either support or reject based on the data gathered. Perumal, T (2014)

“defined survey research as a study on large and small populations by selecting samples

chosen from the desired population and to discover relative incidence, distribution and

interrelations. The goal of survey research was to learn about a large population by

surveying a sample of the population; thus, may also call it descriptive survey or normative

survey.” It was used to be able to conclude the perception of job seekers in Multi-Level

Marketing and Employment and how the two jobs differ and like each other. The primary

goal of this study was to have factual and systematic evidences to support the hypotheses

created.
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Research Instruments

Research instruments were the tools used by the researchers to achieve the stated

objectives. (Edekin, J., 2017). The only research instruments utilized in the study is adopted

Survey Questionnaire. This could be due to the goal of the study which was to gather the

opinion and perception of the job seekers in Multi-Level Marketing and Employment. The

survey included the structured questions to achieve the objectives stated by the researchers.

Research Sampling Technique

Considering that the study was driving to a goal of determining the perception of

the job seekers in Multi-Level Marketing and Employment, the population of the study

were the general job seekers in Cavite. Nevertheless, due to large numbers of respondents

and limited resources, the researchers would only choose sixty (60) job seekers in a random

sampling technique as the respondents to help gathered needed data to accomplish the

study. Random sampling technique is used to select a sample out of the population.

Research Data Gathering Procedure

The study would use primary and secondary data to come up with factual data that

answers the statement of the study. The primary data included the survey questionnaire

(structured) based on survey questionnaire used by other related study. In addition, it

included the letter of request given to respondents. It was given in sixty (60) job seekers in

random sampling technique within Trece Martires City, Cavite area and subjected to

analysis using the statistical tool defined by the researchers. It was a great help in the study
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to find out the needed data and to ensure the regularity of the information. The secondary

data includes the journal, electronic resources, past researchers and other sources that is

outside the study but greatly help to formulate conclusions at the latter part. It was also

helping to furtherly understand the research study of the researchers.

Research Data Analysis

Quantitative data analysis referred to the techniques used to convert data to

numerical forms and subjected to statistical analyses as stated by Muhamad, A (2013). Data

collected from questionnaires or other instruments in quantitative research methods must

be analyzed and interpreted according to Perumal, T. (2014) The data gathered from the

study would l be tabulated and interpreted using the Likert-scale.

Statistical tool

The study would use the Likert scale (five-point) to evaluate and measure the

opinions and perspective of job seekers in the multi-level marketing and employment. This

was used to accurately determined and identified the feedback or perceptions of the

respondents. The procedure for a Likert scale were the following:

1. List the raw scores by group

2. Identify the response and equivalent in either


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RATE VERBAL RANGE


INTERPRETATION
5 Strongly Agree 4.6-5.0

4 Agree 3.6-4.5

3 Neutral 2.6-3.5

2 Disagree 1.5-2.5

1 Strongly Agree 1.0-1.4

3. Get the mean, median and mode.

Mean

Mode
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Results and Discussion

This chapter present analyze and interprets the data gathered in the research study.

The various results were presented in the succeeding tables with corresponding discussions

and explanations. It also answered problems given in the previous chapter.

PART 1: What are the demographic profiles of the job seekers?

Table 1: Demographic Profile

VARIABLE CATEGORY FREQUENCY PERCENTAGE


GENDER Female 27 45
Male 33 55

AGE Under 25 47 78
25-49 13 22
more than 50 0 0
EDUCATION Primary 1 2
Secondary w/o
15
graduation 9
Secondary w/
47
graduation 28
Tertiary 22 36
LONG 0-6 mos 40 67
7-12 mos 14 23
1-1.5 yrs 3 5
1.6-2 yrs 0 0
2-2.5 yrs 0 0
2.5-more 3 5
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As can be seen in Table 1, demographic profile of the job seekers was identified in

terms of gender, age, education and how long it look for a job. The table showed that in

the first variable, male job seekers was greater than female with a frequency of thirty-three

(33) equivalent to fifty-five percent (55%). Female job seekers have the frequency of

twenty-seven (27) equivalent to forty-five percent (45%). The data suggested that males

were more likely to find a job because it stands as the provider of the house.

In second variable, the job seekers were more likely in the age of under twenty-five

(25) with a frequency of forty-seven (47) equivalent to seventy-eight percent (78%). Some

job seekers were in the age of twenty-five (25) to forty-nine (49) with a frequency of

thirteen (13) equivalent to twenty-two percent (22%). Lastly, no one in the job seekers have

the age of more than fifty (50). The data suggested that graduates and students were more

likely to find a job because of the poverty spread around the nation.

In the third variable, most of the job seekers were graduate of secondary with a

frequency of twenty-eight (28) equivalent to forty-seven percent (47%). Some job seekers

were graduate of tertiary education with a frequency of twenty-two (22) equivalent to

thirty-six percent (36%). Other job seekers were in secondary education without graduation

with a frequency of nine (9) equivalent to fifteen percent (15%). Lastly, only one (1) job

seeker were graduate in primary education with a frequency of two percent (2%). The data

suggested that most of the job seekers were graduate only/some in secondary education.

Job seekers tend to find a job before continuing in college to save money for the future.
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In the fourth variable, most of the job seekers were looking for a job in zero (0) to

six (6) months with a frequency of forty (40) equivalent to sixty-seven percent (67%).

Some job seekers were seven (7) to twelve (12) months with a frequency of fourteen (14)

equivalent to twenty-three percent (23%). Other job seekers were voted both in one (1) to

one point five (1.5) years and two-point five (2.5) and more with a frequency of three (3)

equivalent to five percent (5%). Lastly, no one voted in one point six (1.6) to two (2) years

and two (2) to two point five (2.5) years. The data suggested that because of the economy

today in the Philippines, job seekers were obliging to find a job to sustain age everyday

needs of the family.

Gender

Finding a job were so vast that anyone who engaged in it find it difficult especially

in women. When employed or actively seeking in employment, it was said to participate

in labour force. According to International Labour Organization (ILO) (2018), the current

global labour force participation rate for women is close to 49% while for men is 75%. In

accordance of applying for a job, men are more likely to apply for any role that takes it

interest, even if it only meets 60% of the requirements. It also not influenced using

masculine and feminine traits in the job description. On the other hand, women are more

selective and will only apply for jobs that it thinks suit it skills and personality and fit 100%

of the requirements for. It also commonly deterred by typically masculine terms such as

‘assertive’, ‘independent’ or ‘aggressive’. Women are much more likely to respond to

terms such as ‘dedicated’ or ‘responsible’. (Deterring, 2018)


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Age

Age does not matter in any employment because there was a law that eliminates

age discrimination in workplace. However, some job seekers tend to find a job at a young

age because of the economic crisis happen in the nation. There are thousands or millions

of people who experience poverty. This reason holds the people to find a job. According

to OECD (2018), employed people are defined as those aged 15 and over who report that

it has worked in gainful employment for at least one hour in the previous week or who had

a job but were absent from work during the reference week while having a formal job

attachment. Employment rates are shown for three age groups: people aged 15 to 24 (those

just entering the labour market following education); people aged 25 to 54 (those in its

prime working lives); people aged 55 to 64 (those passing the peak of its career and

approaching retirement). It represented that age does not define the job a job seeker leading

on.

Level of Education

Many jobs required a certain level of education to be eligible to work in that

profession. Job applicants usually include its educational attainment in its resume that was

presented in the company wanted to apply for. According to Doyle (2018), some

classifications in applying for a job were less than high school; high school diploma; some

college with no degree; Associate degree and bachelor's degree. Less than high school in

terms of completion of any level in primary and secondary education without the rewarding

of diploma or specifically secondary education without graduation. High school diploma


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was also listed which identifies he completion of high school receiving the diploma that

undergone General Education Development (GED) award. Some college with no degree,

addition of another postsecondary courses that did not result in receiving any college

degree or award. Associate degree is a degree usually awarded for the completion of at

least two years of full-time academic study beyond high school, typically at the community

college level. Lastly, Bachelor’s Degree is a degree usually awarded for at least four years

of full-time academic study beyond high school. However, educational attainment does not

always represent the skills and talents job seekers have. It always determined by the will

and determination in doing a job properly and productively.

Duration of finding a job

Over time, experts have estimated it would take very, very roughly one month to

find a job for every $10,000 of the paycheck job seekers would like to earn. So, in theory,

if job seekers were looking to earn $60,000 a year, its job search could take six months.

However, there are factors that can effect on how long job seekers does can find a job.

According to Doyle (2018), these are the overall state of the economy and the job market,

economic conditions in the area where a worker is looking for employment, the quantity

of jobs in the person's preferred location, the geographic flexibility on the part of the job

seeker, the flexibility in terms of job preferences (those exclusively seeking a type of job

which is hard to land will likely have a longer job search) and the credentials of the job

seeker, and the level of demand for one's skills. It only showed that the length of time job

seekers would likely to find a job was based on the factors in the economy and within itself.

It was based on the type of job, job seekers wanted to get in.
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PART 2: What are the perceptions of the job seekers in multi-level marketing and

employment job?

Table 2: Perspectives of Job Seekers in Employment

EMPLOYMENT
DESCRIPTIVE
5 4 3 2 1
STATEMENT
1. Employment as a full-time
career prospect 28 (47) 22 (37) 8 (13) 0 (0) 2 (3)

2.Employment as a good income


prospect 29 (48) 24 (40) 5 (8) 1 (2) 1 (2)

3. Employment has offered time


flexibility 31 (52) 16 (27) 6 (10) 5 (8) 2 (3)

4. Employments allows to
achieve financial independence 25 (41) 26 (43) 4 (7) 4 (7) 1 (2)

5. Employment builds
entrepreneurial spirit by
allowing freedom in decisions 20 (33) 28 (47) 5 (8) 3 (5) 4 (7)

and ideas.

As can be seen in Table 2, the perspective of job seekers in Employment were

identified in terms of full-time career prospect, good income prospect, time flexibility,

financial independence and entrepreneurial spirit. The table showed that in the first
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descriptive statement, job seekers voted highest in strongly agree in “employment as a full-

time career” with a frequency of twenty-eight (28) equivalent to forty-seven percent (47%).

Some job seekers voted in agree section with a frequency of twenty-two (22) equivalent to

thirty-seven percent (37%). Other job seekers voted in neutral section with a frequency of

eight (8) equivalent to thirteen percent (13%). In disagree section, no one voted. Lastly,

two (2) job seekers equivalent to three percent (3%) voted in strongly disagree. This

suggested that job seekers were strongly agree that employment was a full-time career

prospect.

In the second descriptive statement, job seekers voted highest in strongly agree in

“employment as a good income prospect” with a frequency of twenty-nine (29) equivalent

to forty-eight percent (48%). Some job seekers voted in agree section with a frequency of

twenty-four (24) equivalent to forty percent (40%). Other job seekers voted in neutral

section with a frequency of five (5) equivalent to eight percent (8%). In disagree and

strongly disagree section, job seekers voted both with a frequency of (2) equivalent to one

percent (1%). This suggested that job seekers were strongly agree that employment was a

good income prospect that could help to survive in daily life.

In the third descriptive statement, job seekers voted highest in strongly agree in

“employment has offered time flexibility” with a frequency of thirty-one (31) equivalent

to fifty-two percent (52%). Some job seekers voted in agree section with a frequency of

sixteen (16) equivalent to twenty-seven percent (27%). Other job seekers voted in neutral

section with a frequency of six (6) equivalent to ten percent (10%). In disagree section, job
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seekers voted with a frequency of five (5) equivalent to eight percent (8%). Lastly, only

two (2) job seekers equivalent to three percent (3%) voted in strongly disagree. This

suggested that job seekers consider employment as time flexible job because it gives time

to bond to the family and to enjoy life.

In fourth descriptive statement, job seekers voted highest in agree in “employment

allow to achieve financial independence” with a frequency of twenty-six (26) equivalent

to forty-three percent (43%). Some job seekers voted in agree section with a frequency of

twenty-five (25) job seekers equivalent to forty-one percent (41%) Other job seekers voted

in neutral and disagree section; with a frequency of four (4) equivalent to seven percent

(7%). Lastly, only one (1) job seeker equivalent to only one percent (2%) voted in strongly

disagree. This suggested that job seekers were agree that sometimes employment allow to

achieve financial independence.

In fifth the descriptive statement, job seekers voted highest in agree in “employment

builds entrepreneurial spirit by allowing freedom in decisions and ideas” with a frequency

of twenty-eight (28) equivalent to forty-seven percent (47%) Some job seekers voted in

strongly agree section with a frequency of twenty (20) equivalent to thirty-three percent

(33%). Other job seekers voted in neutral section with a frequency of five (5) equivalent to

eight percent (8%). In disagree section, job seekers voted with a frequency of three (3)

equivalent to seven percent (5%). Lastly, four (4) job seeker equivalent to seven percent

(7%) voted in strongly disagree. This suggested that job seekers were agree that
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employment help to build entrepreneurial spirit by allowing freedom in decisions and ideas

that could help the current company to improve.

Full-time career prospect

Employment plays a big role in job seekers because of its popularity and that its

reliability was already tested. Most of the time, when job seekers were newly hired in the

company, there was a possibility that the temporary assignment given can turn into a full-

time position (Ceniza-Levine, 2018). Yet, job seekers needed to search for a company that

hired a temporary to permanent employer to fully achieved full-time career. So necessarily,

employment can be full-time career prospects based on the company. However, some

employment jobs such as professional jobs can be full-time career prospects because of its

availability and the needs in economy.

Good income prospect

Nowadays, job seekers were in need to find a good paying job that can sustain daily

necessity of the family. According to Barnett, B (2012), the purpose of career strategy is

to generate greater and greater income. Job seekers usually preferred to work on a company

with a good income. When choosing a career, job seekers would first search for a job then

investigated the income it may got to that job. According to Government of Canada (2018),

employment income can consist of amounts received as salary, wages, commissions,

bonuses, tips, gratuities, and honoraria. The highest income once got was when graduated

and applied with professional job such as doctor, engineering and accountant. In lined with

this, good income can have considered.


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Time Flexibility

A job seeker would find a job with a good income and a flexible schedule to give

time for bonding with the family and for one's self. According to Heathfield, S. (2018), "a

flexible schedule allowed an employee to work hours that differ from the normal company

start and stop time. Particularly in an environment for exempt employees, those hours were

generally 8 a.m. - 5 p.m. or 9 a.m. - 6 p.m. and tallied with a total 40-hour work week."

Also, it was dependent on employee availability to cover all aspects of the job and all hours

of the day during which a business makes products or serves customers. "A work-life

balance was among the greatest benefits of flextime. Employees can have all sorts of

conflicts in personal lives that do not allow for a typical 9-to-5 day, but nonetheless need

to work a full-time position for financial reasons. Another benefit of flextime was allowing

employees to avoid rush hour. Any opportunity to avoid sitting in traffic is welcome for

employees with long commutes. This unpaid benefit can keep a highly qualified employee

on staff and prevent her from looking for a position closer to home. "(Nathan, S.2018)

Thus, giving a flexible time to job seekers could create job satisfaction.

Financial Independence

According to U.S News (2018), the company pay well, challenge job seekers year

after year, match the talents and skills, offer room to advance throughout the careers and

provide a satisfying work-life balance. Whether the position is in demand is also a

consideration, especially among job seekers. Having a financial independence at work

means a state of not depending on income because it already has sufficient wealth to live
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on. Employment could give a job seeker financial independence in the age of retirement.

It does not mean employee would quit the job. It just means that the job really need

employee for the employee to reach financial independence. According to Wong, K.

(2018), "achieving financial independence and early retirement was a big deal, and it takes

a lot of focus and determination. It is not for those who want to get rich quick, or for those

who just hate the job. The better solution then is just to find a new job, or a new career

path."

Entrepreneurial Spirit

Entrepreneurial spirit in work was a mindset. It was an attitude and approach for

thinking actively seek out change, rather than adapt to change. It helps companies to grow

rather than to be stagnant. It usually means that an employee working within a budget and

corporate guideline was allowed or encouraged to find innovative ways of getting the job

done as explained by Smith, J. (2013). It gives job satisfaction on every employee.

According to Westwood, R. (2018), building a company with an entrepreneurial spirit

amplifies innovation, creativity and results. It raises employee engagement and motivation

by giving them more responsibility and recognition. A survey of executives with

companies reporting annual revenues ranging from $10 million to $1 billion said that more

than one-third (35 percent) of executives who “believe the companies have become more

entrepreneurial since it joined had experienced better financial results than less

entrepreneurial companies.”
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Table 2.1: Perspective of job seekers in multi-level marketing

MULTI-LEVEL MARKETING
DESCRIPTIVE STATEMENT 5 4 3 2 1
1. MLM as a full-time career
prospect 23 (38) 18 (30) 14 (23) 4 (7) 1 (2)

2. MLM as a good income


prospect 27 (45) 20 (33) 10 (17) 2 (3) 1 (2)

3. MLM has offered time


flexibility 27 (45) 23 (38) 7 (12) 1 (2) 1 (2)

4. MLM allow to achieve


financial independence 21 (35) 26 (43) 7 (12) 5 (8) 1 (2)

5. MLM allows me to work


wherever I want -including from
25 (42) 20 (33) 7 (12) 5 (8) 3 (5)
home

6. MLM builds entrepreneurial


spirit by allowing freedom in
30 (50) 21 (35) 5 (8) 2 (3) 2 (3)
decisions and ideas.

As can be seen in Table 2.1, the perspective of job seekers in multi-level marketing

were identified as full-time career prospect, good income prospect, time flexibility,

financial independence, work wherever it wants and builds entrepreneurial spirit. The table

showed that in the first descriptive statement, job seekers voted highest in strongly agree

in “multi-level marketing as a full-time career prospect” with a frequency of twenty-three


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(23) equivalent to thirty-eight percent (38%). Some job seekers voted in agree section with

a frequency of eighteen (18) equivalent to thirty percent (30%). Other job seekers voted in

neutral section with a frequency of fourteen (14) equivalent to twenty-three percent (23%).

In disagree section, job seekers voted with a frequency of four (4) equivalent to seven

percent (7). Lastly, only one (1) job seeker equivalent to two percent (2) voted in strongly

disagree. This suggested that job seekers consider multi-level marketing as a full-time

career prospect that can help to invest for the future due to its benefits.

In the second descriptive statement, job seekers voted highest in strongly agree in

“multi-level marketing as a good income prospect” with a frequency of twenty-seven (27)

equivalent to forty-five percent (45%). Some job seekers voted in agree section with a

frequency of twenty (20) equivalent to thirty-three percent (33%). Other job seekers voted

in disagree section with a frequency of two (2) equivalent to three percent (3%). In strongly

disagree section, one (1) job seekers voted with equivalent to one percent (1). Lastly, no

one voted in neutral section. This suggested that job seekers see multi-level marketing as a

good income prospect that it do not need to find other job because the income receive was

enough in everyday life.

In the third descriptive statement, job seekers voted highest in strongly agree in

“multi-level marketing has offered time flexibility” with a frequency of twenty-seven (27)

equivalent to forty-five percent (45%). Some job seekers voted in agree section with a

frequency of twenty-three (23) equivalent to thirty-eight percent (38%). Other job seekers

voted in neutral section with a frequency of seven (7) equivalent to twelve percent (12%).
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In disagree and strongly disagree section, only one (1) job seeker equivalent to one percent

(1) voted. This suggested that job seekers were strongly agree that multi-level marketing

offered time flexibility because the distributor hold its time for its clients.

In the fourth descriptive statement, job seekers voted highest in agree in “multi-

level marketing allows financial independence” with a frequency of twenty-six (26)

equivalent to forty-three percent (43%). Some job seekers voted in strongly agree section

with a frequency of twenty-one (21) equivalent to thirty-five percent (35%). Other job

seekers voted in neutral section with a frequency of seven (7) equivalent to twelve percent

(12%). In disagree section, job seekers voted with a frequency of five (5) equivalent to

eight percent (8). Lastly, only one (1) job seeker equivalent to one percent (1) voted

strongly disagree. This suggested that job seekers were agree that sometimes multi-level

marketing allowed financial independence. It is always based on the recruited applicants

and sold products have.

In the fifth descriptive statement, job seekers voted highest in strongly agree in

“multi-level marketing allows me to work wherever I want-including from home” with a

frequency of twenty-five (25) equivalent to forty-two percent (42%). Some job seekers

voted in agree section with a frequency of twenty (20) equivalent to thirty-three percent

(33%). Other job seekers voted in neutral section with a frequency of seven (7) equivalent

to twelve percent (12%). In disagree section, job seekers voted with a frequency of five (5)

equivalent to eight percent (8). Lastly, only two (2) job seeker equivalent to three percent
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(3) voted strongly disagree. This suggested that multi-level marketing allowed distributor

to work wherever it wants because of its flexible deign.

In the sixth descriptive statement, job seekers voted highest in strongly agree in

“multi-level marketing build entrepreneurial spirit by allowing freedom in decisions and

ideas” with a frequency of thirty (30) equivalent to fifty percent (50%). Some job seekers

voted in agree section with a frequency of twenty-one (21) equivalent to thirty-five percent

(35%). Other job seekers voted in neutral section with a frequency of five (5) equivalent to

eight percent (8%). In disagree and strongly disagree section, job seekers voted with a

frequency of two (4) equivalent to three percent (3%). This suggested that multi-level

marketing could build entrepreneurial spirit of the job seekers by allowing freedom in

decisions and ideas that could improve one’s life.

Full time career prospect

Some job seeker sees multi-level marketing as a full-time career prospect because

of the benefits it gave to its member. According to Chuckholmes (2015), most people

working in multi-level marketing do it out of necessity rather than choice.

“I’m working full-time to pay my bills and part-time on my fortune” according to Jim Rohn

Job seekers think going full time will allow building business faster. Yet, the

biggest discoveries job seekers got was that it always takes two to three years to get

profitable.
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Good income prospect

Many people were scared to try the multi-level marketing because of the myths and

misunderstanding on this type of business. Some reported that MLM has a low rate of

success. However, a multi-level marketing business is not destined to fail any more than

any other business. Regardless of the home business people started, success comes from

doing the work to build it. (Lilyquist, 2018) In MLM, members are encouraged to recruit

everyone it knows to join to the network. The mentality is something along the lines of

MLM is 'something that anyone can do'. If you believe in the system, then why would not

you invite everyone you know to be part of it? The more people it signs up, the more it can

earn from the activity. Members can potentially make money from all the business

generated from not only the people recruited, but also the people that others recruit as

explained by Finance Guy (2015).

Multi-level marketing can only consider as a good income prospect based on the

recruitment a member made and the sold products. Thus, a job can only have considered a

good income prospect if the employee was doing the best and working hard to achieve the

income it may expect.

Time flexibility

MLM can give many benefits to the people. In fact, whether an experienced worker,

a business owner, or a fresh graduate, if conducted the right way, network-marketing

businesses are suitable to any section of society that is looking to have a flexible career

lifestyle. In the perspective of the people, pursuing a career may be rewarding for some,
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but it leaves with a very limited time on your hands to pursue other areas of life that can be

equally as rewarding. With network marketing, however, the initial push might take up

about an equal amount of time as any other regular job, but once established a solid down-

line, job seekers can enjoy leisurely time doing whatever it would like to, whether it is

starting up another business, giving back to society through charity and voluntary work,

picking up a new skill, or travelling. All these activities do not only need money – it also

need time too. (Nisha, 2014)

Financial Independence

Careful planning was required to meet the financial independence for retirement.

In an uncertain economy, financial independence has become all but an elusive dream; an

ideal that, for most of us, is unattainable. Network marketing allows people to shed the

confines and financial parameters of a traditional work environment and have the

opportunity to reach full potential; personal accomplishment and financial achievement

without limits. Multi-level marketing (MLM) can ultimately only be as effective and

successful as the product around which it is focused and the company and leaders that

support that product. (Jeff, 2016)

Home-based work

MLM or Multi-Level Marketing is a business model being use by thousands of

people who have home based businesses. It allows every people not to put so much effort

to apply in employment job provided by the businessperson but helping to create a home-

based job inside the house using cellphone, computer and recruitment. According to
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Wordpress (2018), "home-based companies are quite quickly coming to be the fastest

growing type of business start-ups. Running your company out of your residence allows

for adaptability that is difficult to have when renting or acquiring office space. Working at

home requires self-control, but the advantages can be considerable, specifically in the start-

up years."

Entrepreneurial Spirit

According to Dianameyer (2018), one of the most common personalities inherent

among MLM business people is the entrepreneurial spirit. In addition, Johnson (2017)

explained that:

“For those with the entrepreneurial spirit, but limited startup capital, both direct sales

and multilevel marketing provide an opportunity to start a business. While multilevel

marketing technically operates as subset of the direct sales business model, the two

approaches differ in a variety of ways, ranging from product type to organizational

structure and costs”.

Part 3: Which kind of job does Job seekers prefer: employment or multi-level
marketing?

Table 3: Types of Job

TYPES OF JOB
Employment 43 (72)
MLM 17 (28)
As can be seen on Table 2, types of job were identified in terms of employment and

multi-level marketing. The table showed that in the first descriptive statement, 43 out of 60

job seekers preferred employment with the highest percentage of 72. While 17 out of 60
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job seekers preferred Multilevel Marketing with the lowest percentage of 28. The data

suggested that most of the job seekers were more favourable in employment than multilevel

marketing.

Employment

Today's job seekers have more knowledge than ever about a company and a position

at the first stages of the job search process. Job seekers do not just seek job for nothing. It

seeks for opportunities of advancement and the benefits the company can offer. According

to Labor and Employment (2017), employment or labor laws have been developing to

facilitate smooth relationship between employers and employees. Employment laws

provided rules and regulations that should govern both the employer and the employees in

places of work. Employment laws discussed issues related to child labor, wages and

salaries, retirement, working conditions, compensations, incentives and employment

benefits among others. Most of the Job seekers nowadays wanted a safer workplace that

may deliver many benefits not just for the job seekers but also to the family. Employment's

capability to provide the employers and employees needed to give much assurance to the

mind of everyone.

Multilevel Marketing

According to Gregor & Wadleski (2013), Multi-level Marketing was one of the

fastest developing and still the least understood methods of introducing products to the

market. It was mainly due to poor understanding of the system that multi-level marketing

was often regard as direct sales, pyramid sales or even pyramid scheme. Though MLM
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have also so much benefits to offer such as the initial costs to start a business, providing

dynamic leadership and motivation, catering a healthy team competition and have an

attractive incentives and bonus plans for those employees who excel but still job seekers

think it is too risky. Multi-level marketing was more of a people business. Not people as

customers, but people as a commodity when it comes to recruiting. MLM was not like a

job where everyone can work for a couple of weeks and then got paid. In the beginning its

work, work, work for just a little pay. Most people quit within 90 days when the get quick

rich did not materialize.

Part 4: What are the situations of job seekers in employment and multi- level
marketing in terms of:

Table 4a: Attitudes towards Career Opportunities in Employment

EMPLOYMENT
DESCRIPTIVE
5 4 3 2 1
STATEMENT
1. I am properly informed about
15 (25) 27 (15) 13 (22) 2 (3) 3 (5)
career opportunities in my region
2. Actively seeking or open to a
21 (35) 25 (41) 7 (12) 1 (2) 6 (10)
new job
3. I have at least one social 7
16 (27) 18 (30) 15 (25) 4 (2)
networking profile (12)
4. I found best job from my
15 (25) 19 (32) 18 (30) 5 (8) 3 (5)
friends or family
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5. I used online job sites as my


primary method for finding 20 (33) 16 (26) 19 (32) 1 (2) 4 (7)
employment

As can be seen in Table 4a, the attitude of job seekers towards career opportunities

were identified in terms properly informed, actively seeking for job, one social networking

profile, best job from friends or family and online sites as primary method for finding

employment. The table showed that in the first descriptive statement, job seekers voted

highest in agree section in “I am properly informed about career opportunities in my

region” with a frequency of twenty-seven (27) equivalent to forty-five percent (45%).

Some job seekers voted in strongly agree section with a frequency of fifteen (15) equivalent

to twenty-five percent (25%). Other job seekers voted in neutral section with a frequency

of thirteen (13) equivalent to twenty-two percent (22%). Some job seekers voted in strongly

disagree section with a frequency of three (3) job seekers equivalent to five percent (5%).

Lastly, two (2) job seekers equivalent to three percent (3%) voted in disagree. The data

suggested that job seekers agreed about being properly informed job seekers in Cavite

Area.

In the second descriptive statement, some job seekers voted highest in agree section

in “actively seeking or open to a new job” with a frequency of twenty-five (25) equivalent

to forty-one percent (41%). Some job seekers voted in strongly agree section with a

frequency of twenty-one (21) equivalent to thirty-five percent (35%). Other job seekers

voted in neutral section with a frequency of seven (7) equivalent to twelve percent (12%).
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In strongly disagree section, job seekers voted with a frequency of six (6) equivalent to ten

percent (10%) and disagree section, job seekers voted with a frequency of one (1)

equivalent to two percent (2%). The data suggested that job seekers were just agree that

actively seeking for an open new job was rarely establish and somewhat gave new

opportunity for the job seekers.

In the third descriptive statement, some job seekers voted highest in agree section

in “I have at least one social networking profile” with a frequency of eighteen (18)

equivalent to thirty percent (30%). Some job seekers voted in strongly agree section with

a frequency of sixteen (16) equivalent to twenty-seven percent (27%). Other job seekers

voted in neutral section with a frequency of fifteen (15) equivalent to twenty-five percent

(25%). In disagree section, job seekers voted with a frequency of seven (7) equivalent to

twelve percent (12%). Lastly, only four (4) job seekers equivalent to six percent (6%) voted

in strongly disagree. The data suggested that job seekers agreed about having at least one

social networking profile to convey the performances and experiences of each job seekers.

In fourth descriptive statement, job seekers voted highest in agree section in “I

found best job from my friends or family” with a frequency of nineteen (19) job seekers

equivalent to thirty-two percent (32%). Some job seekers voted in neutral section with a

frequency of eighteen (18) equivalent to thirty (30%). Other job seekers voted in strongly

agree with a frequency of fifteen (15) equivalent to twenty-five percent (25%). and disagree

section with a frequency of five (5) equivalent to eight percent (8%). Lastly, three (3) job

seekers equivalent to five percent (5%) voted in strongly disagree. The data suggested that
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job seekers agreed that family or friend referral were one of the most convenient process

of searching for job.

In fifth the descriptive statement, job seekers voted highest in strongly agree in “I

used online job sites as my primary method for finding employment” with a frequency of

twenty (20) equivalent to thirty-three percent (33%) Some job seekers voted in neutral

section with a frequency of nineteen (19) equivalent to thirty-two percent (32%). Other job

seekers voted in strongly agree section with a frequency of sixteen (16) equivalent to

twenty-six percent (26%). Some job seekers voted in strongly disagree section with a

frequency of four (4) equivalent to seven percent (7%). Lastly, in disagree section only one

(1) job seeker voted which is equivalent to two percent (2%). The data suggested that job

seekers strongly agreed that the use of online job sites as the primary method of finding

employment helped to fasten the job search of every job seekers.

Properly Informed

A certain research about career opportunities gave the job seekers an idea about

whether opportunity for the applicants were available to have a job or not. Civil Service

Commission (2018) stated that "RULE VII - PUBLICATION AND POSTING OF

VACANT POSITION Sec. 24. Vacant positions in the career service shall be published

and posted in three (3) conspicuous places for a period of at least ten (10) calendar days

for NGAs, SUCs and GOCCs with original charters in accordance with the provisions of

RA No. 7041 and its implementing guidelines, and not less than fifteen (15) calendar days

for local government units pursuant to Section 80(a), Title Three, Book I of RA No. 7160.
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Every citizen in the Cavite area was always informed by the job opportunities waiting for

the job seekers

Actively Seeking for Job

According to Homegardner (2016) There were certainly things to be said for people

who were currently unemployed. Job Seekers were not to be judged based on the current

employment status, but rather based on the stand of the credentials, the merits of the current

skills and past performance. People who were currently unemployed could certainly have

much better qualities and work performance than people who were employed. The job

seekers were able to start the new position immediately and be eager and enthusiastic to

dive into the new opportunity. As a result, many job seekers that job searching was a big

opportunity for the qualities and improvement.

One Networking Profile

Often a resume can be a turn off, however a Network Profile helped create

conversations. LDS Job (2018) stated that a networking profile helped the job seekers to

provide networking contacts with information, beyond a traditional résumé, to better

understand the positions available and how to find help. Expanding the contacts, open

doors to new opportunities for job seekers, career advancement, personal growth, or simply

new knowledge. Active networking profile helped keep the person top of mind when

opportunities such as job openings arise and increases likelihood of receiving introductions

to potentially relevant people or even a referral.


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Best Job from Family or Friends

One way that new employees were sourced was through family or friend’s referral

whereby an existing employee which was either family or friends refers someone to the

company. This was viewed as a very desirable, low-cost and often effective way to source

new employees. According to Petrone (2015) the more research was made, the more

research was clear almost always, the first step of any hiring process was asking the existing

employees if one of the friends or family were good for the role. A great referral person

allows the company to turn the entire workforce into a great opportunity of recruiting

employees. When the company have so many recruiters and so many resources to reach

out to candidates, it helps to have a great referral person to empower all the employees to

help in sourcing.

Online Job Site as Primary Method of Finding Job

According to Younger (2007) the increasing job seekers were turning to electronic

resources such as corporate web sites, federal, state, and municipal job postings, online job

search engines and aggregators, Internet classifieds, and online versions of local and

national newspapers to facilitate the job search process. Conversely, a growing majority of

employers have moved a significant proportion of the recruitment efforts online. As with

any moving target, the exponentially expanding trend of online recruitment resists easy

definition and description. But by relying on a number of recent analyses and indices, the

chances were possibly piece together a clearer picture of what the trend of online

recruitment was and what was not.


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Table 4a: Attitudes of Career Opportunities in Multi-level Marketing

MULTI-LEVEL MARKETING

DESCRIPTIVE STATEMENT 5 4 3 2 1
1. I like to work independently 31 (52) 11 (18) 11 (18) 3 (5) 4 (7)

2. MLM provides training that


enable me to operate my own 18 (30) 26 (43) 14 (23) 0 (0) 2 (3)
network marketing business

3. MLM training enrich my


knowledge about network 22 (37) 21 (35) 12 (20) 3 (5) 2 (3)
marketing

4. A career in MLM would provide


me a long-term sustainable living 13 (22) 27 (45) 13 (22) 4 (7) 3 (5)

5. A career in MLM would support


my lifestyle choices 20 (33) 1 (32)9 12 (20) 5 (8) 4 (7)

As can be seen in table 4a, attitudes of career opportunities in multi-level marketing

were identified in terms of working independently, MLM provides training that enable to

operate its own network marketing business, MLM training enrich knowledge about

network marketing, a career in MLM would provide a long-term sustainable living and a

career in MLM would support my lifestyle choices. The table showed that in the first

descriptive statement, job seekers voted highest in strongly agree in working independently

with a frequency of thirty-one (31) equivalent to fifty-two percent (52%). Some job seekers

voted in agree and neutral section with both frequency of eleven (11) equivalent to eighteen
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percent (18%). Other job seekers voted in disagree section with a frequency of three (3)

equivalent to five percent (5%). Lastly, four (4) job seekers equivalent to seven percent

(7%) voted in strongly disagree. This suggested that the job seekers were always wanted

to work independently because it helps to improve its leadership skill that can be used for

the future business wanted to establish.

In the second descriptive statement, job seekers voted highest in agree section in

"MLM provides training that enable to operate its own network marketing business" with

a frequency of twenty-six (26) equivalent to forty-three percent (43%). Some job seekers

voted in strongly agree section with a frequency of eighteen (18) equivalent to thirty

percent (30%). Other job seekers voted in neutral with a frequency of fourteen (14)

equivalent to twenty-three percent (23%). In strongly disagree section, job seekers voted

with a frequency of two (2) equivalent to three percent (3%). Lastly, no one voted in

disagree section. This suggested that job seekers were agree that the training provided by

MLM enables it to operate its own business in the future using the things it learned from

the said training.

In the third descriptive statement, job seekers voted highest in strongly agree

"MLM enrich knowledge in network makreting" with a frequency of twenty-two (22)

equivalent to thirty seven percent (37%). Some job seekers voted in agree section with a

frequency of twenty-one (21) equivalent to thirty-five percent (35%). Other job seekers

voted in neutral section with a frequency of twelve (12) equivalent to twenty percent (20%).

In disagree section, job seekers voted with a frequency of three (3) equivalent to five
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percent (5%). Lastly, two (2) job seekers equivalent to three percent (3%) voted in strongly

disagree. This suggested that job seekers were strongly agree that multi-level marketing

training can enrich its knowledge regarding the job it was going to enter.

In the fourth descriptive statement, job seekers voted highest in agree section in "

A career in MLM would provide a long-term sustainable living" with a frequency twenty-

seven (27) equivalent to forty-five percent (45%). Some job seekers voted in strongly agree

and neutral section with both frequency of thirteen (13) equivalent to twenty-two (22%).

Other job seekers voted in disagree section with a frequency of four (4) equivalent to seven

percent (7%). Lastly, three (3) job seekers equivalent to five percent (5%) voted in strongly

disagree. This suggested that job seekers were agree that multi-level marketing can sustain

its long-term living due to its higher income.

In the fifth descriptive statement, job seekers voted highest in strongly agree in " A

career in MLM would support my lifestyle choices" with a frequency of twenty (20)

equivalent to thirty-three percent (33%). Some job seekers voted in agree section with a

frequency of nineteen (19) equivalent to thirty-two percent (32%). Other job seekers voted

in neutral section, job seekers with a frequency of twelve (12) equivalent to twenty percent

(20%). In disagree section with a frequency of five (5) equivalent to eight percent (8%).

Lastly, four (4) job seekers equivalent to seven percent (7%) voted in strongly disagree

section.
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Working Independently

"Quite often, such a question is asked while applying for jobs that require leadership

qualities in the right candidate. Although, it appears to redundant probe into one’s psyche

but it quite helpful for an interviewer to judge and ascertain the key traits which he may be

looking for in an interviewee." One of the main advantages of working independently was

that the job seeker can create a fulfilling job within itself and making its time more flexible.

According to Ashe-Edmunds (2017), when working independently, it often finds more job

satisfaction because it was responsible for determining how to tackle the duties and get the

credit for success.

Multi-Level Marketing Training

Just like any businesses, MLM also requires training that enable its member to train

and develop enough to build and operate its own business. It helps members to feel satisfied

and motivated because of the skills it acquired from the training. Any new business that

takes off, needs to get the proper MLM training start. When job seeker does not get good

training early in the business career, things become difficult and very challenging.

According to Martinez (2018), to become a successful business today in network

marketing, quality MLM training will be the key ingredient. The unique thing about

network marketing is that it does not have to build the business alone. It has business

partners who will be willing to provide with the quality MLM training that it need to

succeed.
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Multi-Level Marketing training also helps job seeker to enrich its knowledge on

how to recruit more and what was really the benefit of MLM. The job seeker who wanted

to start its own business in multi-level marketing must attend trainings designed by MLM

to orient the new members in its new business career.

Multi-Level Marketing as a career

MLM and direct selling programs also offer very low barriers into

entrepreneurship, often providing training, support, and ample encouragement along the

way. As retirees begin to realize it need activities that keep it busy, relevant, in good health,

and connected to others, the time, energy and cost to participate in these kinds of companies

make it very appealing to large segments of the population caught up in these dynamics as

stated by Laura (2014). Therefore, MLM remains a viable career option for youth and it

need to be equipped with adequate training in personal selling, entrepreneurship and soft

skills. MLM companies can tap and nurture this pool of young talent to meet its human

resource needs for future growth of this industry.

Table 4.1b: Problems Encountered in Employment

EMPLOYMENT

DESCRIPTIVE
5 4 3 2 1
STATEMENT
1. Job seekers are
overqualified 9 (15) 16 (27) 22 (37) 9 (15) 5 (8)

2. Lack of job vacancy 13(22) 17 (28) 18 (30) 9 (15) 3(5)


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3. Dubbed to inexperienced
job seekers 9(15) 20(33) 22 (37) 6(10) 3(5)

4. Do not receive any


feedback on my applications 13 (22) 16 (27) 17 (28) 10 (17) 4 (7)

5. Age discrimination
16 (27) 11 (18) 17 (28) 7 (12) 10 (17)
6. Low salaries
19 (32) 13 (22) 9 (15) 10 (17) 9 (15)

As can be seen in table 4.1b, the problems encountered in employment were

identified in terms of job seekers are overqualified; lack of job vacancy; dubbed to

inexperienced job seekers; do not receive any feedback on my applications; age

discrimination; low salaries and wide range of search for jobs. The table showed that in the

first descriptive statement, job seekers voted highest in neutral in “job seekers are

overqualified” as a problem encountered in employment with a frequency of twenty-one

(21) equivalent to thirty-five percent (35%). Some job seekers voted in agree section with

a frequency of sixteen (16) equivalent to twenty-seven percent (27%). Other job seekers

voted strongly agree and disagree with both frequency of nine (9) equivalent to fifteen

percent (15%). Lastly, five (5) job seekers equivalent to eight percent (8%) voted in

strongly disagree. This suggested that the job seekers neither agree nor disagree on the idea

that job seekers are overqualified because of its advantages and disadvantage.

In the second descriptive statement, job seekers voted highest in neutral in “lack of

job vacancy” as a problem encountered in employment with a frequency of eighteen (18)

equivalent to thirty percent (30%). Some job seekers voted in agree section with a
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frequency of seventeen (17) equivalent to twenty-eight percent (28%). Other job seekers

voted in strongly agree with a frequency of thirteen (13) equivalent to twenty-two percent

(22%). In disagree section, job seekers voted with a frequency of nine (9) equivalent to

fifteen percent (15%). Lastly, three (3) job seekers equivalent to five percent (5%) voted

in strongly disagree. This suggested that job seekers neither agree nor disagree on the

statement that lack of vacancy was one of the problems it was encountered. This could be

due to that job seekers applying on the company who had a advertisement of hiring.

In the third descriptive statement, job seekers voted highest in neutral in “dubbed

to inexperience job” seekers as a problem encountered in employment with a frequency of

twenty-two (22) equivalent to thirty seven percent (37%). Some job seekers voted in agree

section with a frequency of twenty (20) equivalent to thirty-three percent (33%). Other job

seekers voted in strongly agree section with a frequency of nine (9) equivalent to fifteen

percent (15%). In disagree section, job seekers voted with a frequency of six (6) equivalent

to ten percent (10%). Lastly, three (3) job seekers equivalent to five percent (5%) voted in

strongly disagree. This suggested that job seekers do not mind if it was inexperienced or

not because before applying, it makes sure it was qualified on the company.

In the fourth descriptive statement, job seekers voted highest in neutral in “do not

receive any feedback on my applications” as a problem encountered in employment with a

frequency seventeen (17) equivalent to twenty-eight percent (28%). Some job seekers

voted in agree section with a frequency of sixteen (16) equivalent to twenty-seven (27%).

Other job seekers voted in strongly agree section with a frequency of thirteen (13)
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equivalent to twenty-two percent (22%). In disagree section, job seekers voted with a

frequency of ten (10) equivalent to seventeen percent (17%). Lastly, four (4) job seekers

equivalent to six percent (6%) voted in strongly disagree. This suggested that job seekers

do not mind if the application passed does not receie any feedback from the company. Job

seekers always tried and tried until to be qualified.

In the fifth descriptive statement, job seekers voted highest in neutral in “age

discrimination” as a problem encountered in employment with a frequency of seventeen

(17) equivalent to twenty-eight percent (28%). Some job seekers voted in strongly agree

section with a frequency of sixteen (16) equivalent to twenty-seven percent (27%). Other

job seekers voted in agree section, job seekers with a frequency of eleven (11) equivalent

to eighteen percent (18%). In strongly disagree section with a frequency of ten (10)

equivalent to sixteen percent (16%). Lastly, seven (7) job seekers equivalent to eleven

percent (11%) voted in disagree. This suggested that age discrimination was not a

hindrance in applying in employment so the job seekers neither agree nor disagree.

In the sixth descriptive statement, job seekers voted highest in strongly agree in

“low salaries” as a problem encountered in employment with a frequency of nineteen (19)

equivalent to thirty-two percent (32%). Some job seekers voted in agree section with a

frequency of thirteen (13) equivalent to twenty-two percent (22%). Other job seekers voted

in disagree section with a frequency of ten (10) equivalent to sixteen percent (16%). Lastly,

nine (9) job seekers equivalent to fifteen percent (15%) voted in neutral and strongly

disagree. This suggested that the major problem a job seeker encountered when applying
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in employment services was the low salaries it got per month. It was not even enough to

sustain everyday need.

Overqualified

According to Fisher (2010), companies typically avoided hiring overqualified

workers because it tends to be unhappy with the job and frequently quit. However, with

the high unemployment rate and brutal job market, many highly qualified workers have

little choice but to apply for jobs below its education and skill level. Overqualified job

seekers can be either an advantage or disadvantage. It is still a question whether

overqualified job seekers will perform at a higher level or at a lower level. There is still a

lot more evidence that will needed as explained by Maynard (2006).

Lack of job vacancy

According to Pinoy OFW (20009), most of the unemployed in the Philippines were

fresh graduates with about 400,000 added to the labor force each year. But a significant

ratio of it also were workers who were retrenched from its jobs or whose employment

contracts were not renewed. Sadly, one reason is that job creation has struggled to keep

pace with an ever-expanding population. In three of the past five years, the number of

people entering the job market has been greater than the number of jobs created as

explained by Salvosa (2015). Some experts say that lack pf job vacancy was not a problem,

the lack of skills and qualifications was the one because the Government were too focused

on education that it overlooks the needs of the Filipino workers.


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Dubbed to inexperienced job seekers

According to Reddy (2016), most of the inexperienced job seekers were more

flexible to work for extra hours. Also, it come up with the most innovative initiatives that

would help the organization grow. It also tried to develop the traditional standards with its

updated knowledge which is a good sign for any organization, but on the other hand due to

lack of experience, many young job seekers get fired for the damage that occurred to the

organization because of its small mistake. Some said that inexperienced job seekers were

lack of needed skills for that position, lack of stability in work, it has a discipline issue, it

fails on handling pressure and more prone on frustration. This must be the reason other

company were looking when it comes to hiring an employee. However, some company

would likely to accept inexperienced job because it believes that job seekers were

passionate in work, had an optimist’s traits that needed badly in an organization, high

productivity and easy to manage because inexperienced job seekers were willing to learned

and taking it as its experienced. Therefore, organization prefer loyal, focused and talented

employees. So basically, it can provide equal opportunities to show the inexperienced job

seekers performance.

Feedback on applications

According to Moesby (2017), only 50% of job application cases receive an answer

that the hiring company has received its job application and, in some cases, when applying

for very popular positions, 80% of the applicants do not receive any response at all from

the company. Despite these, job seekers tend to have this huge determination that trying
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again is the second option. However, job seekers would always send many resumes in

different company to get an alternative if the first company cut apply does not accepted it.

Age discrimination

According to Ballman (2017), researchers created realistic, but fictitious, resumés

for young (aged 29 to 31), middle-aged (49 to 51), and older (64 to 66) job seekers and

sent out more than 40,000 applications for over 13,000 low-skill positions in 12 cities.

Older applicants, particularly older female applicants, were much less likely to be

contacted for interviews — in some fields, as much as 47% less likely. However, age

discrimination was now banned, according to Republic Act No. 10911 that was passed into

law in August 2016, entails that employers, including contractors and subcontractors, will

not be allowed to publish advertisements on job opportunities that would suggest

preference, limitation, specification, and discrimination based on age.

Low salaries

According to Ordinario (2016), the World Bank said the implementation of the

country’s minimum wage has also been inefficient and has not improved Filipinos’

incomes. Low salaries have been one of those many problem in employment that affect not

only the employees but also the employees’ families. The price of goods these days are

rapidly increasing and still wages, and salaries are not enough to fill out all the needs

needed by families.
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Table 4.1b: Problems Encountered in Multi-Level Marketing

MULTI-LEVEL MARKETING

DESCRIPTIVE STATEMENT 5 4 3 2 1
1. Lack of recruitment skills
9 (15) 9 (15) 22 (37) 12 (20) 8 (13)
2. Low self-confidence
14 (23) 9 (15) 16 (27) 11 (18) 10 (17)
3. Uncharismatic
11 (18) 15 (25) 15 (25) 13 (22) 6 (10)
4. Liquidity of time
9 (15) 15 (25) 17 (28) 15 (25) 4 (7)
5. Network marketing schemes
13 (22) 13 (22) 19 (32) 11 (18) 4 (7)
6. Low recruitment
13 (22) 10 (17) 14 (23) 20 (33) 3(5)

As can be seen in Table 4.1b, the problems encountered in Multi-Level Marketing

were identified in terms of lack of recruitment skills; low self-confidence; uncharismatic;

liquidity of time; networking marketing schemes and low recruitment. The table showed that

in the first descriptive statement, job seekers voted highest in neutral in "lack of recruitment

skills as a problem encountered in Multi-Level Marketing" with a frequency of twenty-two

(22) equivalent to thirty-seven percent (37%). Some voted in disagree section with a

frequency of twelve (12) equivalent to twenty percent (20%). Others voted in strongly agree

and agree sections with a frequency of nine (9) equivalent to fifteen percent (15%). Lastly,

eight (8) job seekers equivalent to thirteen percent (13%) voted strongly disagree. The data

suggested that the job seekers where experienced lack of recruitment skills sometimes that

can hinder to increase the sales and income it gets.


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In the second descriptive statement, job seekers voted highest in neutral in "low self-

confidence as a problem encountered in Multi-Level Marketing" with a frequency of sixteen

(16) equivalent to twenty-seven percent (27%). Some voted in strongly agree section with a

frequency of fourteen (14) equivalent to twenty-seven percent (27%). Others voted in

disagree section with a frequency of eleven (11) equivalent to eighteen percent (18%). Others

voted in strongly disagree section with a frequency of ten (10) equivalent to seventeen

percent (17%). Lastly, nine (9) job seekers equivalent to fifteen percent (15%) voted agree.

The data suggested that sometimes job seekers may have bought self-confidence but

sometimes it lacks, and it became the hindrance to recruit more.

In the third descriptive statement, job seekers voted highest in agree and neutral in

"uncharismatic as a problem encountered in Multi-Level Marketing" with a frequency of

fifteen (15) equivalent to twenty-five percent (25%). Some voted in disagree section with a

frequency of thirteen (13) equivalent to twenty-two percent (22%). Others voted in strongly

agree section with a frequency of eleven (11) equivalent to eighteen percent (18%). Lastly,

six (6) job seekers equivalent to ten percent (10%) voted strongly disagree. The data

suggested that uncharismatic was not its major problem but one of the main problems

because sometimes if the job wanted to enter required charisma or good looking, it fails to

accept.

In the fourth descriptive statement, job seekers voted highest in neutral in "liquidity

of time as a problem encountered in Multi-Level Marketing" with a frequency of seventeen

(17) equivalent to twenty-eight percent (28%). Some voted in agree and disagree section
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with a frequency of fifteen (15) equivalent to twenty-five percent (25%). Others voted inn

strongly agree section with a frequency of nine (9) equivalent to fifteen percent (15%).

Lastly, four (4) job seekers equivalent to seven percent (7%) voted strongly disagree. The

data suggested that liquidity of time was one of the problems encountered in MLM because

the time was the most important aspect in working in MLM.

In the fifth descriptive statement, job seekers voted highest in neutral in "network

marketing schemes as a problem encountered in employment" with a frequency of nineteen

(19) equivalent to thirty-two percent (32%). Some voted in strongly agree and agree section

with a frequency of thirteen (13) equivalent to twenty-two percent (22%). Others voted in

agree section with a frequency of eleven (11) equivalent to eighteen percent (18%). Lastly,

four (4) job seekers equivalent to six percent (6%) voted strongly disagree. The data

suggested that sometimes job seekers may have a problem if the company was scammed but

sometimes it ensures that when applying, the background of the company was tested and

evaluated.

In the last descriptive statement, job seekers voted highest in disagree in "low

recruitment as a problem encountered in Multi-Level Marketing" with a frequency of twenty

(20) equivalent to thirty-three percent (33%). Some voted in neutral section with a frequency

of fourteen (14) equivalent to twenty-three percent (23%). Others voted in strongly agree

section with a frequency of thirteen (13) equivalent to twenty-two percent (22%). Others

voted in agree section with a frequency of ten (10) equivalent to seventeen percent (17%).

Lastly, three (3) job seekers equivalent to five percent (5%) voted strongly disagree. The
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data suggested that one of the most agreed problem encountered by job seekers in MLM was

low recruitment because it was reflected on the performance and income received.

Lack of recruitment skills

To be able to succeed in network marketing, you must master the art of MLM

recruiting and convert your prospects into your business as stated by Adiju (2016). As it is

said, recruiting is very essential in the part of MLM distributors because if distributors won’t

be able to find recruits, the pyramiding scheme will become static therefore distributors

won’t be able to get money. Learning how to recruit is easy especially those in MLM has

coaches to which learning comes from.

Low self-confidence

According to Leung (2018), when it comes to making sure that you build a successful

foundation for your network marketing business, the key to success involves increasing your

confidence in the business overall.

Uncharismatic

According to the oxford dictionary (2018), uncharismatic means lacking the charm

and attractiveness that can inspire enthusiasm in others. Without this “charisma” recruiter

won’t be able to make more recruits.


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Liquidity of time

Most recruiters are doing Multi-Level Marketing that’s why liquidity of time is either

a problem or not. Recruiting through internet can be easy for if there is an internet available

for the recruiters. Then, recruiting can be done anytime.

What are the similarities and differences of Employment and Multi-level


marketing?

Table 5: Similarities of Employment and Multi-level marketing

Descriptive statement Employment & Multi-level Marketing


MODE
1. Full-time prospect no mode

As can be seen in Table 5, the only similarities of employment and multi-level

marketing was full-time propsect. The data suggested that the two kinds of job can be take

full time, in the end working in different job will not make difference in the future if the

job seeker do its best to satisfy its future.

Table 5.1: Differences of employment and multi-level marketing

Descriptive statement Employment MLM


MEAN MODE MEAN MODE
2. Good income prospect 4.32 1 4.17 no mode
3. Time flexibility 4.15 no mode 4.18 1
4. Financial Independence 4.17 4 4 no mode
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5. Builds entrepreneurial
3.95 no mode 4.25 2
spirit

As can be seen in Table 5.1, the differences of employment and multi-level marketing

were identified in terms of good income prospect, time flexibility, financial independence

and builds entrepreneurial spirit. The table showed that in the first descriptive statement, the

mean of employment was four point thirty-two (4.32) with a mode of one (1) while MLM

was four point seventeen (4.17) having no mode. The data suggested that job seekers agreed

in both job but implicitly employment was a better good income prospect than multi-level

marketing due to its popularity.

In the second descriptive statement, the mean of time flexibility of employment was

four point fifteen (4.15) having no mode while MLM was four point eighteen (4.18) having

a mode of one (1). The data suggested that both job was closely voted but job seekers were

more agreed on multi-level marketing that has a flexible work hours than employment. This

could be due to the flexible design organization of Multi-Level Marketing.

In the third descriptive statement, the mean of financial independence of employment

was four point seventeen (4.17) having a mode of four (4) while MLM was four (4) having

no mode. The data suggested that job seekers were agreed in both jobs that they possessed

financial independence for the future. However, it obviously interpreted that when a job

seeker were employed in labor force, it was likely to experience financial independence for

the future.
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In the fourth descriptive statement, the mean of builds entrepreneurial spirit of

employment was three point ninety-five (3.95) having no mode while MLM was four point

fifteen (4.15) having a mode of two (2). The data suggested that job seekers were agreed in

both jobs. Yet, it showed that job seekers were more likely to build its entrepreneurial spirit

in multi-level marketing than employment because of its way of service that can help

anyone to freely shared the ideas and opinions.

Part 6: In what way do job seekers evaluate the reliability of job?

Table 6: Reliability of job

DESCRIPTIVE STATEMENT 5 4 3 2 1
1. Proof of transactions 32 (53) 21 (35) 6 (10) 1 (2) 0 (0)

2. Permit and licensed 32 (53) 19 (32) 8 (13) 0 (0) 1 (2)

3. Read comment and feedbacks 27 (45) 21 (35) 11 (18) 1 (2) 0 (0)

4. Testimonial 25 (42) 22 (37) 10 (17) 2 (3) 1 (1)

5. Recommendations 26 (43) 20 (33) 11 (18) 2 (3) 1 (3)

6. Popularity 25 (42) 23 (38) 7 (12) 4 (7) 1 (1)

7. Solvency and Liquidity 22 (37) 22 (37) 13 (22) 2 (3) 1 (1)

8. Many applicants 24 (40) 22 (37) 11 (18) 2 (3) 1 (2)

.9. Legal document 31 (52) 19 (32) 7 (12) 2 (3) 1 (1)


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As can be seen in Table 5, the reliability of jobs was identified in terms of proof of

transaction; permit and licensed; read comment and feedbacks; testimonials;

recommendations; popularity; solvency and liquidity; many applicants; and legal

documents. The table showed that in the first descriptive statement, job seekers voted

highest in strongly agree in “proof of tansactions” with a frequency of thirty-two (32)

equivalent to fifty three percent (53%). Some job seekers voted in agree section with a

frequency of twenty-one (21) equivalent to thirty five percent (35%). Other job seekers

voted in neutral section with a frequency of six (6) equivalent to percent (10 %). In disagree

section, job seekers voted with a frequency of one (1) equivalent to two percent (2%).

Lastly, no one voted in strongly disagree section. The data suggested that the job seekers

strongly agree that proof of transaction was one of the important things a job seeker wants

to assure before getting the job.

In the second descriptive statement, job seekers voted highes in strongly agree in

“permit and licensed” with a frequency of thirty-two (32) equivalent to fifty three percent

(53%). Some job seekers voted in agree section with a frequency of nineteen (19)

equivalent to thirty two percent (32%). Other job seekers voted in neutral section with a

frequency of eight (8) equivalent to thirteen percent (13%). In strongly disagree section,

only one (1) job seeker voted equivalent to two percent (2%). Lastly, no one voted in

disagree section. The data suggested that job seekers were strongly agree that permit and

licensed will help to evaluate a job and secure it and the workers inside the organization.
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In the third descriptive statement, job seekers voted highest in strongly agree in

“read comment and feedbacks” with a frequency of twenty-seven (27) equivalent to forty

five percent (45%). Some job seekers voted in agree section with a frequency of eleven

(11) equivalent to eighteen percent (18%). Other job seekers voted in neutral and disagree

section with both frequency of one (1) equivalent to two percent (2%). Lastly, no one voted

in strongly disagree ection. The data suggested that job seekers were strongly agree that

reading comments and feedbacks about the job will give an idea about the reliability of the

preferred business and represents the connections of the employees and the business.

In the fourth descriptive statement, job seekers voted highest in strongly agree

section in “testimonial” with a frequency of twenty-five (25) equivalent to forty two

percent (42%). Some job seekers voted in agree section with a frequency of twenty-two

(22) equivalent to thirty seven percent (37%). Other job seekers voted in neutral section

with a frequency of two (10) equivalent to seventeen percent (17%). In disagree section.

Job seekers voted with a frequency of two (2) equivalent to three percent (3%). Lastly, only

one (!) job seeker voted in strongly disagree. The data suggested that the job seekers were

strongly agree that testimonial was the basis in putting the trust to the preferred business.

In the fifth descriptive statement, job seekers voted highest in strongly agree in

“recommendations” with a frequency of twenty-six (26) equivalent to forty two percent

(42%). Some job seekers voted in agree section with a frequency of twenty (20) equivalent

to thirty three percent (33%). Other job seekers voted in neutral section with a frequency

of eleven (11) equivalent to eighteen percent (18%). In disagree section, job seekers voted
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with a frequency of two (2) equivalent to three percent (3%). Lastly, only one (1) job seeker

voted in strongly disagree. The data suggested that job seekers were strongly agree that

recommendations were very important for a job seeker in terms of referrals in social

medias.

In the sixth descriptive statement, job seekers voted highest in strongly agree in

“popularity” with a frequency of twenty-five (25) equivalent to forty two percent (42%).

Some job seekers voted in agree section with a frequency of twenty-three (23) equivalent

to thirty eight percent (38%). Other job seekers voted in neutral with a frequency of seven

(7) equivalent to twelve percent (12%). In disagree section, job seekers voted with a

frequency of four (4) equivalent to seven percent (7%). Lastly, only one (1) job seeker

voted in strongly disagree. The data suggested that job seekers was strongly agree that

popularity was one of the most important factors to a job seeker

In the seventh descriptive statement, job seekers voted highest in both strongly

agree and agree with a frequency of twenty-two (22) which is equivalent to thirty seven

percent (37%). Some job seekers voted in neutral section with a frequency of thirteen (13)

equivalent to twenty two percent (22%). Other job seekers voted in disagree section with a

frequency of two (2) equivalent to three percent (3%). Lastly, only one (1) job seeker voted

in strongly disagree. The data suggested that job seekers were strongly agree that solvency

and liquidity were business greatest weapon to attract job applicants to the business.

In the eighth descriptive statement, job seekers voted highest in strongly agree in

“many applicants” with a frequency of twenty-four (24) equivalent to forty percent (40%).
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Some job seekers voted in agree section with a frequency of twenty-two (22) equivalent to

thirty seven percent (37%). Other job seekers voted in neutral section with a frequency of

eleven (11) equivalent to eighteen percent (18%). In disagree section, job seeker voted with

a frequency of two (2) equivalent to three percent (3%). Lastly, only one (1) job seeker

voted in strongly disagree. The data suggested that job seekers were strongly agree that

many applicants gave it knowledge and good impression to the business going to apply.

In the ninth descriptive statement, job seekers voted highest in strongly agree in

“legal document” with a frequency of thirty-one (31) equivalent to fifty two percent (52%).

Some job seekers voted in agree section with a frequency of nineteen (19) equivalent to

thirty two percent (32%). Other job seekers voted in neutral section with a frequency of

seven (7) equivalent to twelve percent (12%). In disagree section, job seekers voted with a

frequency of two (2) equivalent to three percent (3%). Lastly, only one (1) job seeker voted

in strongly disagree. The data suggested that job seekers were strongly agree that legal

documents were one of the powerful evidences a business may present to the applicants.

Proof of Transaction

Proof of Transaction was a bank statement proving that a person has the financial

ability to perform a transaction. In terms of jobs, evidences include documents, information

and data stored by any means of electronic form uploaded into the Department’s IT System

or hard copy in either company or own business. Where the Department was IT Systems

identified that Documentary Evidence uploaded is mandatory for a transaction. According

to NSW Government (2014), there are number of obligations on businesses, these include
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an obligation to provide proof of transaction or receipts to employees. Employees can now

secure the earned salaries were legally transact and save numerous proofs for convenience.

Permit and Licensed

When it comes to starting a business or launching a new product line, most people

do not apply much scrutiny to the business licenses and permits until something goes

wrong. Gove (2016) stated that when incidents such as fires do occur, human factors such

as failure to implement procedures properly are often a root cause. These failures are often

attributable to a lack of training or understanding of the Permits and License to work. By

having business permit and license, job seekers get the assurance that the business would

produce a safe environment to the family and/or business clients. Allowing code guidelines

to meet minimum standards of safety and will be less likely to not cause injury, health

diseases or environmental issues inside the business.

Read comments and feedbacks

The workers were always fond of being involved and acknowledge with workplace

or organization. According to Reddy (2016), workplace feedback provides guidance to

people and shows how the colleagues perceive the performance. Feedback helps the job

seekers make better decisions in terms of the incredible amount of insight as to what is

happening at every level of the chosen company and give the job seeker's ability to make

more decisions that are informed. Feedback is always immensely fascinating, revitalising,

fosters resilient connections with employee fulfilment and thereby directly proportional to

productivity. Thus, without feedback, one is performing or functioning blindly, it may be


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lucky if success is achieved but the most probable result will be a directionless hard work

or failure.

Testimonials

Testimonials strengthen the reputation not just the business but also the workers of

it by expressing the trust that other people have in business offerings. It was wonderful tool

that helps people attract a deeper interest from perspective clients and existing clients and

will ultimately make the workers and the business increasingly more successful. Egan

(2016) stated that testimonials work because it does not strong sales pitches, it come across

in an unbiased voice and establish trust. When someone is trying to persuade a customer

or even a job seeker to choose one business over another, effective testimonials always

work. The plain truth is that people were influence by other people’s opinions.

Recommendation

According to Fay & Keller (2012), personal recommendations were very important.

It was the number one driver of job seekers decisions at every stage of finding a job across

multiple company/business categories. The results of the study revealed that the social

media influenced eight (8) out ten (10) job seekers. Through the explosive growth and

connectivity of social media, every aspect of a company was now openly discussed. Brand

and company comments cover the entire information from whether the company's

description or job openings. Companies that understand how it can actively shape, monitor,

and manageable in business were a transformative way of promoting business today.


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Popularity

Popularity in such things may affect careers, success in a business, personal and

professional relationships, and ultimately happiness. Mitra et. al (2017) explained that with

such amazing growth, every business today needs to leverage proper social media channels

in the best possible way. Not because it is the “in thing”, and not because it sounds simple,

but because the target audience is hanging around the popular social networks. It is

engaging with favorite brands and connecting with it on different levels. Social media

proved to be a powerful tool when it comes to growing a company image. There were

businesses who dismissed it to build popularity, but by doing that, it was leaving an open

ground for competitors. On the other hand, many people agree that social media has a

definite impact one's mind. In choosing a job whether employment or multilevel marketing,

job seekers prefer a business who were popular in news, social media and even with friends

and relatives’ referrals. Popularity of a business influence the job seekers perception about

how reliable the business is that it made them popular.

Liquidity and Solvency

According to Murray (2018) Businesses with a track record of consistently turning

profits year after year have viability. This adds to the overall value of a business because

of the expectation that it can continue to turn profits moving forward. Among the financial

risks faced by a firm were liquidity risk, solvency risk and profitability risks, but the

organizations that embed the right risk management strategies into business planning and

performance management are more likely to achieve their strategic and operational
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objectives. It adds the appeal to the mass of job seekers and gives the company the

capability to introduce the growth of their financial stability. In addition, job seekers

nowadays check the solvency position of the companies before applying. Therefore,

managing these risks was an important factor, which companies must attend to if they are

to remain financially healthy

Many applicants

In recent years, the process of applying for a job has become increasingly efficient,

with the availability of modern technology enabling mass of job seekers to apply in job

openings. Cable and Turban (2006) stated that job seeker’s knowledge or impression

creates value for an organization because it determines how they pursue and process

information about the organization, whether they accept jobs with the organization, what

they expect from the organization as new employees, and whether they purchase products

and services from the firm in the future. In addition, referrals and other advertisement on

the internet helps the job seekers find a job. However, also a big factor once there are many

applicants in a business, there was also a possibility that the business would leave a good

impression about how reliable the business is.

Legal Document

Business documents have a variety of importance in a business. It was used as a

way of communication; and used to analyze productivity and to help organize deals.

Business documents can save and referred throughout the life of the business. Ruiz et. al

(2018) explained that legal documents can help the job seekers, employees and employer
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to understand the company's reliability in terms of company overview, permits, contract or

even the transactions of money. Most of the job seekers give much attention in the evidence

of the terms and conditions agreed upon by the business and the other person or

organization that it is dealing with.

ANALYSIS OF MEAN:

PART 2: What are the perceptions of the job seekers in multi-level marketing and

employment job?

TABLE 1: Perspectives of Job Seekers in Employment

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK


1. Employment as a full-time career
prospect 4.23 AGREE 2

2.Employment as a good income


prospect 4.32 AGREE 1

3. Employment has offered time


flexibility 4.15 AGREE 4

4. Employments allows to achieve


financial independence 4.17 AGREE 3

5. Employment builds
entrepreneurial spirit by allowing 3.95 AGREE 5
freedom in decisions and ideas.
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As can be seen in Table 1, majority of the respondents agreed that Employment job

can be perceived as a good income career prospect because of the labor job given by the

Government with a mean of 4.32. The job seekers voted agree on employment as full-time

career prospect who ranked second with a mean of 4.23. Employment allows job seekers

to achieve financial independence ranked third with a mean of 4.17. Employment has

offered time flexibility ranked second with a mean of 4.15. Lastly, Employment builds

entrepreneurial spirit by allowing freedom in decisions and ideas ranked fifth with a mean

of 3.95.

Table 1.1: Perspective of job seekers in multi-level marketing

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK


1. MLM as a full-time career
prospect 3.97 AGREE 2

2. MLM as a good income prospect 4.17 AGREE 4

3. MLM has offered time flexibility 4.18 AGREE 3

4. MLM allow to achieve financial


independence 4 AGREE 5

5. MLM allows me to work wherever


I want -including from home 3.97 AGREE 2

6. MLM builds entrepreneurial spirit


by allowing freedom in decisions and 4.25 AGREE 1
ideas.
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As can be seen in Table 1.1, majority of the respondents agreed that MLM builds

entrepreneurial spirit by allowing freedom in decisions and ideas because doing the training

and personal interaction with build, job seekers developed necessary skills needed for

entrepreneurs with a mean of 4.25. The job seekers voted agree on MLM has offered time

flexibility who ranked second with a mean of 4.18. MLM as a good income prospect ranked

third with a mean of 4.17. MLM allow to achieve financial independence ranked fourth

with a mean of 4. Lastly, MLM allows me to work wherever I want -including from home

and MLM as a full-time career prospect ranked fifth with a mean of 3.97.

Part 4: What are the situations of job seekers in employment and multi- level

marketing in terms of:

Table 2a: Attitudes towards Career Opportunities in Employment

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK


1. I am properly informed about
3.82 AGREE 3
career opportunities in my region
2. Actively seeking or open to a new
3.9 AGREE 2
job
3. I have at least one social
3.58 NEUTRAL 5
networking profile
4. I found best job from my friends or
3.93 AGREE 1
family
5. I used online job sites as my
primary method for finding 3.78 AGREE 4
employment
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As can be seen in Table 2a, majority of the respondents agreed on the descriptive

statement “I found best job from my friends or family” as the attitude toward career

opportunities in Employment with a mean of 3.93. The job seekers voted agree on

“Actively seeking or open to a new job” who ranked second with a mean of 3.9. “I am

properly informed about career opportunities in my region” ranked third with a mean of

3.82. “I used online job sites as my primary method for finding employment” ranked fourth

with a mean of 3.78. Lastly, the job seekers voted neutral in “I have at least one social

networking profile” who ranked fifth and as the least attitude toward career opportunities

with a mean of 3.58.

Table 2a: Attitudes of Career Opportunities in Multi-Level Marketing

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK


1. I like to work independently 4.03 1
AGREE
2. MLM provides training that enable me
to operate my own network marketing 3.97 AGREE 3
business

3. MLM training enrich my knowledge


about network marketing 3.98 AGREE 2

4. A career in MLM would provide me a


long-term sustainable living 3.68 AGREE 5

5. A career in MLM would support my


lifestyle choices 3.77 AGREE 4
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As can be seen in Table 2a, majority of the respondents agreed on “I like to work

independently” as the most attitude toward career opportunities in Multi-Level Marketing

with a mean of 4.03. The job seekers voted agree on “MLM training enrich my knowledge

about network marketing” who ranked second with a mean of 3.98. MLM provides training

that enable me to operate my own network marketing business ranked third with a mean of

3.97. “A career in MLM would support my lifestyle choices” ranked fourth with a mean of

3.77. Lastly, “A career in MLM would provide me a long-term sustainable living” ranked

fifth and as the least attitude toward career opportunities in Multi-Level Marketing with a

mean of 3.68.

Table 2.1b: Problems Encountered in Employment

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK


1. Job seekers are overqualified 3.3 NEUTRAL 6

2. Lack of job vacancy 3.47 NEUTRAL 1

3. Dubbed to inexperienced job


seekers 3.43 NEUTRAL 2

4. Do not receive any feedback


on my applications 3.4 NEUTRAL 3

5. Age discrimination 3.32 NEUTRAL 5

6. Low salaries 3.38 NEUTRAL 4


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As can be seen in Table 2.1b, majority of the respondents voted neutral in “lack of

job vacancy” as the most problem encountered in employment with a mean of 3.47. The

job seekers voted neutral in “dubbed to inexperienced job seekers” who ranked second with

a mean of 3.43. “Do not receive any feedback on my applications” ranked third with a

mean of 3.4. “Low salaries” ranked fourth with a mean of 3.38. “Age discrimination”

ranked fifth with a mean of 3.32. Lastly, “job seekers are overqualified” ranked sixth and

as the least problem encountered in employment with a mean of 3.3.

Table 2.1b: Problems Encountered in Multi-Level Marketing

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK


1. Lack of recruitment skills 2.98 5
NEUTRAL
2. Low self-confidence 3.1 4
NEUTRAL
3. Uncharismatic 3.2 2
NEUTRAL
4. Liquidity of time 3.17 3
NEUTRAL
5. Network marketing schemes 3.33 1
NEUTRAL
6. Low recruitment 3.17 3
NEUTRAL

As can be seen in Table 2.1b, majority of the respondents voted neutral in

“Network marketing schemes” as the problems encountered in Multi-Level Marketing with

a mean of 3.33. The job seekers voted neutral in “uncharismatic” who ranked third with a

mean of 3.2. “Liquidity of time” and “low recruitment” ranked third with a mean of 3.17.
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“Low self-confidence” ranked fourth with a mean of 3.17. Lastly, “lack of recruitment

skills” ranked fifth and the least problems encountered in Multi-Level Marketing with a

mean of 3.1.

Part 6: In what way do job seekers evaluate the reliability of job?

Table 3: Reliability of Jobs

DESCRIPTIVE STATEMENT MEAN EQUIVALENT RANK

1. Proof of transaction 4.4 AGREE 1

2. Permit and licensed 4.35 AGREE 2

3. Read comments and feedbacks 4.23 AGREE 4

4. Testimonial 4.13 AGREE 5

5. Recommendations 4.13 AGREE 5

6. Popularity 4.12 AGREE 6

7. Solvency and Liquidity 4.03 AGREE 8

8. Many applicants 4.1 AGREE 7

9. Legal document 4.28 AGREE 3

As can be seen in Table 6, majority of the respondents agree on “proof of

transaction” as the most reliable way of evaluating the job with a mean of 4.4. The job

seekers voted agree in “permit and licensed” who ranked second with a mean of 4.35.

“Legal document” ranked third with a mean of 4.28. “Read comment and feedbacks”
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ranked fourth with a mean of 4.23. “Testimonial” and “recommendations” ranked fifth with

a mean of 4.13. “Popularity” ranked sixth with a mean of 4.12. “Many applicants” ranked

seventh with a mean of 4.1. Lastly, “solvency and liquidity” ranked eighth and as the least

reliable way of evaluating the job with a mean of 4.03.

CONCLUSION

Based on the findings of the study the following conclusions were made:

1. The job seekers were mostly male with the age of under 25. Some of it were finished

secondary education with graduation and in state of job searching for almost six months of

duration

2. Job seekers perceived employment and multi-level marketing as:

a. full-time career prospect

b. good income prospect

c. offered time flexibility

d. allows to achieve financial independence

e. builds entrepreneurial spirit by allowing freedom in decisions and ideas.

3. The job seekers preferred employment than multi-level marketing as it gave

opportunities of advancement and benefits such as issues related to child labor, wages and

salaries, retirement, working conditions, compensations, and incentives in the chosen

company.
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4. In relation with the situation:

a. The attitude of job seekers toward career opportunities in employment where

coming from family or friend referral as it gave assurance that it is the best job to fit in, a

positive impact and assurance of a safer workplace to the applicants.

a.1. In multi-level marketing, job seekers considered working independently as the

attitude towards career opportunities because of the idea that it gave advantages such as

creating a fulfillment in job within the perspective of job seekers and making time more

flexible.

b. The problem encountered by the job seekers in employment was defined as the

lack of job vacancy. This could be due that the job creation has struggled to keep pace on

rapid population of the Philippines.

b.1.In Multi-Level Marketing job, job seekers struggled most on the network

marketing schemes where it recruits people but do not sell any kind of products. Yet, some

job seekers were entertained and then grab the fake opportunity given by the scammers.

5. The similarities and differences of Employment and Multi-Level Marketing summarized

as the job seekers considered both jobs as full-time career prospect. However, the

differences between the job were identified as the employment were good in terms of good

income prospect and financial independence while Multi-Level Marketing were good in

terms of time flexibility and building entrepreneurial spirit.


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6. The job seekers evaluate the reliability of jobs in either multilevel marketing and

employment based on ranked as:

a. Proof of transaction

b. Permit and licensed

c. Legal document

d. Read comments and feedbacks

e. Testimonial

f. Recommendations

g. Popularity

h. Many applicants

i. Solvency and Liquidity

RECOMMENDATIONS

Based on the findings and conclusion of the study, the following are recommended:

1. The most preferable job on the job seekers is employment because it may assure

that it is legal and valid due to the reason that the Government evaluated it first.

2. The attitudes of job seekers should always be the best it can be toward achieving

the career it wanted.


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3. Conflicts and problems might be encountered in every business, but the job seekers

should always have an optimistic, investigative and resourceful skills to fully

achieve the career it wanted.

4. The Government job seekers should not neglect both Employment and Multi-Level

Marketing because it may have distinct characteristics, but it also has a similarity.

5. The best way to evaluate the reliability of the job is through the evidence or proof

of transaction happen within the business.


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Appendices

Appendix A: Letter of request to the Principal


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Appendix B: Survey Questionnaire

Name (optional): Date:

Dear Ma’am/sir:

We, the undersigned researchers of Accountancy, Business and Management of

Trece Martires City, Senior High School are currently conducting a research titled

“Perspective of Job Seekers: Multi-level Marketing and Emloyment.

In this regard, we woud like to ask your cooperation in our data gathering by

answering the questionnaire intended for the study. The data will be used for the

completion of our requirement in Practical Research 2.

Rest assured that all information would be held confidential and will be used

exclusively for the study. Thank you very much and God bless.

Respectfully yours,

Researchers

Direction: Put a check(✔) on the space provided.

SECTION A: DEMOGRAPHIC PROFILE:

1. What gender are you?

 Female

 Male
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2. What is your age?

 Under 25

 25-49

 More than 50

3. Highest level of education:

 Primary education

 Secondary education w/o graduation

 Secondary education w/ graduation

 Tertiary education

4. How long have you been looking for job now?

 0-6 months

 7-12 months

 1-1.5 years

 1.6-2 years

 2-2.5 years

 2.5 years and more


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5. What type of job do you prefer?

 Employment (ex. Government jobs)

 Multi-level marketing (ex. Avon)

Source: Questionnaire for job seekers (2018)

SECTION B: PERCEPTION OF JOB SEEKERS

The following statement relates to the perception of job seekers in multi-level

marketing and employment.

5- Strongly agree 4-Agree 3- Neutral 2-Disagree 1-Strongly disagree

STATEMENT 5 4 3 2 1
Employment
Employment as a full time career prospect
Employment as a good income prospect
Employment has offered time flexibility
Employment allow to achieve financial independence
Employment builds entrepreneurial spirit by allowing
freedom in decisions and ideas.
Multi-level marketing (MLM)
MLM as a full time career prospect
MLM as a good income prospect
MLM has offered time flexibility
MLM allow to achieve financial independence
MLM allows me to work wherever I want -including
from home
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MLM builds entrepreneurial spirit by allowing


freedom in decisions and ideas.

Others:

Source: Ramaniya, A (2014). "The tendency among university students in choosing multilevel
marketing as a business model "

SECTION C: ATTITUDES TOWARD CAREER OPPORTUNITIES

The following statement relates to the attitudes of job seekers toward career

opportunities in employment and multi-level marketing.

5- Strongly agree 4-Agree 3- Neutral 2-Disagree 1-Strongly disagree

STATEMENT 5 4 3 2 1
Employment
I am properly informed about career opportunities in
my region
Actively seeking or open to a new job
I have at least one social networking profile
I found best job from my friends or family
I used online job sites as my primary method for
finding employment
Multi-level marketing (MLM)
I like to work independently
MLM provides training that enable me to operate my
own network marketing business
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MLM training enrich my knowledge about network


marketing
A career in MLM would provide me a long-term
sustainable living
A career in MLM would support my lifestyle choices

Others:

Source: Ramaniya, A (2014). "The tendency among university students in choosing multilevel
marketing as a business model "; Jobvite (2012). "Job vite job seekers"

SECTION D: PROBLEMS ENCOUNTERED


The following statement relates to the problems encountered by job seekers in

employment and multi-level marketing.

5- Strongly agree 4-Agree 3- Neutral 2-Disagree 1-Strongly disagree

STATEMENT 5 4 3 2 1
Employment
Job seekers are overqualified
Lack of job vacancy
Dubbed to inexperienced job seekers
Do not receive any feedback on my applications
Age discrimination
Low salaries
Wide range of search for jobs
Multi-level marketing (MLM)
1. Lack of recruitment skills
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2. Low self-confidence
3. Uncharismatic
4. Liquidity of time
6. Network marketing schemes
7. Low recruitment

Others:

SECTION E: RELIABILITY OF JOBS

The following statement relates to the reliability of jobs in employment and multi-

level marketing.

5- Strongly agree 4-Agree 3- Neutral 2-Disagree 1-Strongly disagree

STATEMENT 5 4 3 2 1
1. Proof of transactions
2. Permit and licensed
3. Read comment and feedbacks
4. Testimonial
5. Recommendations
6. Popularity
7. Solvency and Liquidity
8. Many applicants
9. Legal document

Others:
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CURRICULUM VITAE

Honey Lou M. Peje


Purok 3, Mataas na Lupa, Indang,Cavite
honeybeybeee@gmail.com
09651455385
Personal Data

Age: 17 years old


Sex: Female
Height: 167 cm
Weight: 51 kg
Religion: Roman Catholic
Date of Birth: March 23, 2001
Place of Birth: San Mateo, Rizal
Father’s name: Leonardo N. Peje Jr.
Occupation: OFW
Mother’s name: Marilou M. Peje
Occupation: Housewife

Educational Attainment

Secondary: Lumampong National High School- Indang Annex With Honors


Indang Cavite, April 2017

Elementary: Mataas na Lupa Elementary School Third Honor

Indang Cavite, March 2013

Silangan Elementary School Fifth Honor


San Mateo Rizal, March 2007

Pres-school: Buntong Palay Day Care Center Second Honor


San Mateo Rizal,March 2006
Special Skills

 Leadership skill  Knowledgeable in basic


 Adaptability accounting
 Computer knowledge Financial
 Accounting statements/basic
 Copy writing documents/bank
 Team management skill reconciliation
P a g e | 93

TRECE MARTIRES CITY SENIOR HIGH SCHOOL

Gadiel John D. Primavera


Blk 30 Lot 26 Ph-1 Latrinidad Sbdv.
Brgy. Cabuco, Trece Martires City
pekkersprimavera@gmail.com
09565502586

Personal Data:

Age: 18 years old


Sex: Male
Height: 157 cm
Weight: 60 kg
Religion: Roman Catholic
Date of Birth: September 12, 2000
Place of Birth: Manila Doctor’s Hospital
Father’s Name: Marlo Florencio G. Primavera
Occupation: Security Guard
Mother’s Name: Eileen D. Primavera
Occupation: Call Center Agent

Educational Attainment

Secondary: Trece Martires City National High School Third Honor


Trece Martires City Cavite, March 2017

Elementary: Trece Martires City Elementary School Fifth Honor


Trece Martires City Cavite,March 2013

Preschool: Dei Gracia Academy Third Honor


Trece Martires City Cavite, March 2007

Special Skills

 Has knowledge in English


 Has knowledge on basic accounting Financial statements/basic
documents/bank reconciliation
 Has Knowledge on Ms word and Excel
P a g e | 94

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Czarinah C. Navarro
#41 Pelaez St. Barangay Kanluran
Naic, Cavite
navarroyna20@gmail.com
09058086952

Personal Data:

Age: 18 years old


Sex: Female
Height: 156 cm
Weight: 50 kg
Religion: Roman Catholic
Date of Birth: August 20, 2000
Place of Birth: Naic, Cavite
Father’s name: Norman Navarro
Occupation: Logistics manager
Mother’s name: Leah Navarro
Occupation: Professor

Educational Attainment

Secondary: Cavite Community Academy With honor


Naic Cavite, April 2017

Elementary: Naic Central Elementary School Outstanding


Naic Cavite, March 2013

Pres-school Naic Central Elementary School Outstanding


Naic Cavite, March 2007
Special Skills

 Leadership skills
 Communication skills
 Risk management skills
 Team management skil
P a g e | 95

TRECE MARTIRES CITY SENIOR HIGH SCHOOL

John Benedict V. Borja


Kale Vicedo Brgy. Inocencio
Trece Martires City, Cavite
jborja1223@gmail.com
09105083844

Personal Data:

Age: 17 years old


Sex: Male
Height: 165 cm
Weight: 62.7 kg
Religion: Christian
Date of Birth: March 22, 2001
Place of Birth: Surigao Del Sur
Father’s Name: Lou A. Borja
Occupation: Security Guard
Mother’s Name: Mineth V. Borja
Occupation: Housewife

Educational Attainment

Secondary: Trece Martires City National High School Conduct award


Trece Martires City Cavite, March 2017

Elementary: Bagong Pook Elementary School


Trece Martires City Cavite,March 2013

Preschool: Brgy. Inocencio Day Care Center Most behave


Trece Martires City Cavite, March 2007

Special Skills

 Has knowledge on basic accounting (Journalizing, Posting, Trial balance)


 Has knowledge on Ms Word and Excel
P a g e | 96

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Jacqueline R. Macaraeg
Blk 15 Lot 42 Hagerstown St. Ph 1
Governor’s Hills
Brgy Biclatan Gen. Trias, Cavite
jackiemacaraeg1614@gmail.com
0997650153
Personal Data:

Age: 17 years old


Sex: Female
Height: 164 cm
Weight: 46 kg
Religion: Christian
Date of Birth: July 16, 2001
Place of Birth: Quezon City, Manila
Father’s name: Artemio D. Macaraeg Jr.
Occupation: Uber Driver
Mother’s name: Estella R. Macaraeg
Occupation: Sales Lady

Educational Attainment

Secondary: Lord’s Vine Academy Inca. With Honors


Marilao Bulacan, March 2017

Elementary: Heritage Homes Elementary School Second Honor


March 2013

Sta. Florentina Academy First Honor


March

Pres-school Sta. Florentina Academy First Honor


Buntong Play,Rizal,March 2006

Special skills

 Knowledgeable in MS Office
 Knowledgeable in Fundamentals of accounting
 Poem writing
P a g e | 97

TRECE MARTIRES CITY SENIOR HIGH SCHOOL

Keith Andrei R. Petate


Brgy. Hugo Perez Trece Martires City,Cavite
Petatekeithandrei@gmail.com
09202490885

Personal Data:

Age: 17 years old


Sex: Male
Height: 160 cm
Weight: 45 kg
Religion: Roman Catholic
Date of Birth: October 24, 2000
Place of Birth: Trece Martires City, Cavite
Father’s Name: Servando A. Petate
Occupation: Tricycle Driver
Mother’s Name: Annabelle A. Petate
Occupation: Housewife

Educational Attainment

Secondary: Trece Martires City National High School


Trece Martires City Cavite, March 2017

Elementary: Brgy. Hugo Perez Elementary School With Honor


Trece Martires City Cavite,March 2013

Special Skills

 Creative
 Has knowledge on basic accounting (Journalizing, Posting, Trial
balance)
 Has Mathematical skills

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