Documenti di Didattica
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“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 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."
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
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
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
(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
these organizations depends on the ability to make more and more recruits to replace those
Multi-level Marketing was surprisingly the second highest paid profession behind
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
As most people spend a major part of the adult life at work, job satisfaction was an
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
and Employment.
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
The study would mainly focus on the perception of the 60 job seekers using random
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:
study would investigate as stated by Trochim (2006). The study would aim to prove the
following hypothesis:
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Null Hypothesis:
Directional
Non-directional
Employment.
Alternative Hypothesis:
Directional
and Employment
Non-directional
Employment.
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
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
Employment
Employment?
6. In what way does job seekers evaluate the reliability between Multi-Level
Conceptual framework
This corner represents the concepts that are placed within logical and sequential
differences differences
Adopted Survey
Questionnaire
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
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,
Methodology
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.
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.
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
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
numerical forms and subjected to statistical analyses as stated by Muhamad, A (2013). Data
be analyzed and interpreted according to Perumal, T. (2014) The data gathered from the
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
4 Agree 3.6-4.5
3 Neutral 2.6-3.5
2 Disagree 1.5-2.5
Mean
Mode
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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
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
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
Gender
Finding a job were so vast that anyone who engaged in it find it difficult especially
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
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
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
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
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?
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)
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.
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
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
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 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
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
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
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
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),
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
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
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
(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
amplifies innovation, creativity and results. It raises employee engagement and motivation
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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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)
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
(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
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
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-
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
In the fifth descriptive statement, job seekers voted highest in strongly agree in
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
In the sixth descriptive statement, job seekers voted highest in strongly agree in
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
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
“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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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
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
Time flexibility
MLM can give many benefits to the people. In fact, whether an experienced worker,
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
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
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
Home-based work
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
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
marketing technically operates as subset of the direct sales business model, the two
Part 3: Which kind of job does Job seekers prefer: employment or multi-level
marketing?
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
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
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
Part 4: What are the situations of job seekers in employment and multi- level
marketing in terms of:
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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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
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
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.
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
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
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
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
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
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
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
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.
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
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)
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
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
In the third descriptive statement, job seekers voted highest in strongly agree
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
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
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.
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
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
EMPLOYMENT
DESCRIPTIVE
5 4 3 2 1
STATEMENT
1. Job seekers are
overqualified 9 (15) 16 (27) 22 (37) 9 (15) 5 (8)
3. Dubbed to inexperienced
job seekers 9(15) 20(33) 22 (37) 6(10) 3(5)
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)
identified in terms of job seekers are overqualified; lack of job vacancy; dubbed to
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
(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
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
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
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
In the fifth descriptive statement, job seekers voted highest in neutral in “age
(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
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
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
overqualified job seekers will perform at a higher level or at a lower level. There is still a
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
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
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
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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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)
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
(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
In the second descriptive statement, job seekers voted highest in neutral in "low self-
(16) equivalent to twenty-seven percent (27%). Some voted in strongly agree section with a
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
In the third descriptive statement, job seekers voted highest in agree and neutral in
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
(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
In the fifth descriptive statement, job seekers voted highest in neutral in "network
(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
(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.
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
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
Uncharismatic
According to the oxford dictionary (2018), uncharismatic means lacking the charm
and attractiveness that can inspire enthusiasm in others. Without this “charisma” recruiter
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
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
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
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
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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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
DESCRIPTIVE STATEMENT 5 4 3 2 1
1. Proof of transactions 32 (53) 21 (35) 6 (10) 1 (2) 0 (0)
As can be seen in Table 5, the reliability of jobs was identified in terms of proof of
documents. The table showed that in the first descriptive statement, job seekers voted
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
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
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
(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
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
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
to NSW Government (2014), there are number of obligations on businesses, these include
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secure the earned salaries were legally transact and save numerous proofs for convenience.
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
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
The workers were always fond of being involved and acknowledge with workplace
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
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,
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
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
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
Legal Document
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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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
ANALYSIS OF MEAN:
PART 2: What are the perceptions of the job seekers in multi-level marketing and
employment job?
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.
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
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
As can be seen in Table 2a, majority of the respondents agreed on “I like to work
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.
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
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.
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
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
opportunities of advancement and benefits such as issues related to child labor, wages and
company.
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coming from family or friend referral as it gave assurance that it is the best job to fit in, a
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
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.
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
6. The job seekers evaluate the reliability of jobs in either multilevel marketing and
a. Proof of transaction
c. Legal document
e. Testimonial
f. Recommendations
g. Popularity
h. Many applicants
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
3. Conflicts and problems might be encountered in every business, but the job seekers
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
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Appendices
Dear Ma’am/sir:
Trece Martires City, Senior High School are currently conducting a research titled
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
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
Female
Male
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Under 25
25-49
More than 50
Primary education
Tertiary education
0-6 months
7-12 months
1-1.5 years
1.6-2 years
2-2.5 years
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
P a g e | 89
Others:
Source: Ramaniya, A (2014). "The tendency among university students in choosing multilevel
marketing as a business model "
The following statement relates to the attitudes of job seekers toward career
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
P a g e | 90
Others:
Source: Ramaniya, A (2014). "The tendency among university students in choosing multilevel
marketing as a business model "; Jobvite (2012). "Job vite job seekers"
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
P a g e | 91
2. Low self-confidence
3. Uncharismatic
4. Liquidity of time
6. Network marketing schemes
7. Low recruitment
Others:
The following statement relates to the reliability of jobs in employment and multi-
level marketing.
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:
P a g e | 92
CURRICULUM VITAE
Educational Attainment
Personal Data:
Educational Attainment
Special Skills
Czarinah C. Navarro
#41 Pelaez St. Barangay Kanluran
Naic, Cavite
navarroyna20@gmail.com
09058086952
Personal Data:
Educational Attainment
Leadership skills
Communication skills
Risk management skills
Team management skil
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Personal Data:
Educational Attainment
Special Skills
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:
Educational Attainment
Special skills
Knowledgeable in MS Office
Knowledgeable in Fundamentals of accounting
Poem writing
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Personal Data:
Educational Attainment
Special Skills
Creative
Has knowledge on basic accounting (Journalizing, Posting, Trial
balance)
Has Mathematical skills