http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/1 2026-05-07T09:42:45Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3683 A Study of the Organizational Socialization Strategies Used by the Civil Service Commission Delos Santos, Christina R. Everytime employees enter an organization and join the workforce they undergo the inevitable and significant process of learning about their task, their role, and how to relate well with their co-workers. This process is called organizational socialization. It is the process where organization members learn or acquire the things relevant to them and to the organization, and its success or failure is a major determinant of the level of productivity, commitment, and turnover. A lot of learning is involved in organizational socialization but they can be classified under the three areas, namely the Task, Role, and Interpersonal Areas. Further, since the demands of the three areas pose the major sources of organizational stress, then successful socialization can result in a stress-free organizational life for the employees. To ease and hasten the employees' learning process, managers of organizations initiate activities that facilitate organizational socialization. These activities are the organizational socialization strategics. Organizations can, be creative and innovative in coming up with different activities for the employees, but all entail investment (in terms of time, money, and manpower) on the part of the management. Because of this, management needs to identify the organizational socialization strategy that has the best ability to socialize the employees so as to save on resources but still derive quality results. For government offices, such as the Civil Service Commission, this need is even more significant and urgent due to the limited budget appropriated them. Recognizing the above, the researcher conducted a comparative study of the different organizational socialization strategies of the Civil Service Commission to be able to identify the strategy that can best socialize the employees. Using the five parameters set in the three areas of organizational socialization, this paper aimed to answer the major problem "Which of the organizational socialization strategies used by the Civil Service Commission has the best ability to socialize the employees?" The researcher had also set objectives to answer the major problem of this paper. They are the following: 1. To find out the different organizational socialization strategies used by the Civil Service Commission to socialize its employees. 2. To determine the employees' level of awareness and pa1iicipation to the organizational socialization strategies of the CSC. 3. To find out the perception (in terms of sufficiency, need for improvement and additional strategies) of the employees regarding the organizational socialization strategics of the CSC. The data gathering for the study was conducted at the Central Administrative Office of the Civil Service Commission, and the qualitative-quantitative design of the paper was achieved via the questionnaires given to the employees and the interview schedule conducted with the management for the quantitative part, the measure used was frequency and percentile. Findings of the study revealed that the Civil Service Commission uses several organizational socialization strategics, namely: CSC Orientation Course and ALAS Induction Program; Continuing Seminar on English Skills; Information Technology Training; Regular Meetings and Assemblies; Supervisory Development Course; Local Scholarship Program; Values Orientation Workshop; Mass; Sports Programs; Social Activities; and Hasik-Diwa. It was also found out that the employees of the Central Administrative Office of the CSC have different levels of awareness towards the different organizational socialization strategics, with the required activities (like the CSC Orientation Course and ALAB Induction Program) receiving the highest level of awareness. The same also applies with the level of participation of the employees which also varies from strategy to strategy but with the compulsory activities receiving the highest level of participation. In general, the level of awareness and participation is just around fifty percent with the level of participation even lower than the level of awareness. The results also showed that, generally, the employees perceive the current organizational socialization strategies as sufficient, and majority indicated that the activities do not need any improvements nor is there a need for additional organizational socialization strategies. Finally, the study yielded that the strategy with the best ability to socialize the employees is the Values Orientation Workshop, which maintained relatively high percentages in all the three areas. It is followed by the CSC orientation Course and ALAB Induction Program and Regular Meetings and Assemblies. Then, the Information Technology Training came in third, while the Continuing Seminar on English Skills ranked fourth. Meanwhile, the following activities were, ordered from the fifth to the least able organizational socialization strategy starting from the Social Activities, to the Sports Programs, then the Hasik-Diwa, and finally the Mass. 1997-01-01T00:00:00Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3677 The Perceived Effect of Power Communication on Organizational Effectiveness: A Case Study of Zeneca Pharma Philippines Inc. Ybanez, Anna Clarina R. It has been said that power is inevitable and that each person exhibits a certain amount of power over another. It is simply a natural part of life. In organizations, although every employee exercises power, the superior is said to command greater power over the subordinates. Literature on communication and management defined power as the act of influencing others and of making them do what they would not normally do. It may be inherent in a person, termed as personal power, or may come from a person's position in the company, known as positional power. On the other hand, communication provides the means through which power is exercised, developed, maintained and enhanced. From these is devised the term power communication, which is defined as communicating to others one's power to induce them to act in certain ways. It is said to occur in all directions of communication: upward, downward, and horizontal. Its manifestation, however is said to be more evident in downward communication. Power communication is viewed to have different effects on the organization. Some theorists say that its existence in an organization is destructive. On the other hand, others stated that power communication is positive. Still, some people believe that power communication in itself is neither negative nor positive. Therefore, this paper's aim was to answer the question: What is the perceived effect of power communication on organizational effectiveness? To answer this question, a descriptive design was adapted. With this design, the researcher was able to describe the perceptions of the employees of Zeneca Pharma Philippines, Inc. Zeneca is an international bioscience group that boasts of making innovative medicines that addresses serious health problems such as cancer and heart disease. The respondents were divided into the managers and the employees to give a clearer view and understanding of the perceived effects. The tools used for data gathering included the survey questionnaire for the managers and the employees, and the interview schedule for the country manager. Frequency and percentages were the tools used for data analysis. These tools described the patterns that emerged regarding the effects. from the respondents, it was discovered that power communication does not intimidate nor does it lessen the creativity and the initiative of the employees. If its effects on the employees are not negative, then it seems to have a high potential to be positive to the company. However, its potential is not fully realized because the superior seems hesitant in practicing power communication. Its use seems to be limited to improving performance and initiating change. Significantly, although power communication is perceived to be positive, it also presents a risk that the subordinate might become dependent on the superior. 1999-03-01T00:00:00Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3674 A Descriptive Study on the Effectiveness of Public Relations Programs of Selected Institutions for Higher Learning in Laguna Maravilla, Mary Glynn B. Public Relations in Higher Education as quoted in Bernays (285) is "a tool of persuasion and suggestion to accomplish certain specific objectives such as fund raising. securing better students and teachers etc.'' It is different from PR in general because it has a limited realm. It is only relevant to people who are directly concerned or affected by it. The person in charge of PR in educational institutions for higher learning has the following publics: the alumni, the faculty, the student body, tl1e local community and the local government unit. He also has to face the problem of decreasing enrollments in colleges and universities at present. The paper is a study on the effectiveness of the Public Relations campaign of three schools in Laguna. It aims to find out if institutions for higher learning in Laguna have a public relations program. If there is a public relations program the research aims to find out examples of these PR activities. It also aims to find out if there is a PR person in charge of the public relations program. Furthermore, it aims to discover if the school allots a budget for its public relations campaigns. It also aims find out if the school provides financial assistance, scholarship grants and other support programs to their students. And lastly, the research aims to find out if students consider the school's public relations program or activities in choosing a school. The study done was descriptive in nature. It was conducted in three schools in Laguna. Systems Technology Institute in Sta. Roso, Laguna. It is an educational center offering vocational courses in Information Technology. The second is St. Michaels' College in Binan, Laguna, a private college, and the last is the University of Perpetual Help System Laguna. The researcher used two methods for data collection. The interview and the survey questionnaire. The Public Relations persons of the three said schools were interviewed. And a survey questionnaire was also distributed to fifty students of the three institutions. The respondents were chosen through non-probability sampling. Based on the responses the researcher was able to accomplish the six objectives. The first is to find out if the selected schools have a public relations program. According to the responses, all three schools have a public relations program. The third objective is to find out if there is a PR person in charge of the school's PR campaign. The respondents replied that they do have a person in charge of the school's PR program. The fourth objective is to find out if the schools have allotted budgets for public relations. Based on the responses, all three schools have budgets for their Public relations activities. But STI does not have a fixed budget for their PR campaigns while St. Michael's and UPHSL have fixed budgets-for their PR campaigns. The fifth objective is to find out if the students are provided with financial assistance and other support programs. The respondents replied that their school provides financial assistance to its students. The last objective is to find out if students consider the school's public relations activities in choosing a school. Based on the responses, the students consider the school's public image and public relations activities in choosing a school. At the top of the list is the school's good reputation and the last consideration is the school's popularity. Community relations, location, scholarships, price and ad11ertisements and promotion are second, third, fourth, fifth and sixth on the list respectively. Based on the study, the three selected schools all have effective public relations programs based on the ideal. The researcher also identified other factors which affect the school's enrollment. Some of these are the financial problems encountered by the students and their families, the students’ decision to work after graduation and the competition from o1her schools in the area. At the end of the study, the researcher gave several suggestions to future researchers. They may decide to conduct a comparative-study on the public relations programs of a number of schools or a11other type of organization. They may also focus on the benefits the public relations programs brings to the organization. For the schools, the research could serve as an evaluation tool to gauge whether the public relations program 1hey hove at present is effective or not. For the students, this research could encourage them to maximize the PR program of their respective schools. 2000-03-01T00:00:00Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3673 Motivational Factors that Influence High School Students of Cabuyao to Enter the Work Force Salas, Samantha The Ladies Circle of the Rotary of Cabuyao set up a project to provide incentives to high school graduates to enroll in college. This has been on-going for several years now. The project is geared towards encouraging public high school graduates to enter college. Considering the industrialization of Laguna as part of CALABARZON, and proliferation of numerous factories in Cabuyao, most families can afford college education for their children. However, this civic organization found out that still, most high school graduates do not go to college anymore but work immediately as apprentices, messengers, laborers and other unskilled assignments. Through Career Orientation Seminars, the Club tried to encourage high school graduates to go to college and finish a course that will lift their standard of living. Rotarians admit that, so far, their Project has not shown any sign of success. More and more high school graduates still enter the labor force. To respond to the Rotarians' problem, the researcher looked at the possible factors why most young people of Cabuyao do not go to college. For Cabuyao's students, college education is not as expensive as before, particularly now that the colleges are already near, hence no need to spend for board and lodging. The parents, for their part, have steady source of income, not only as workers in the factories, but by being self employed tricycle drivers and sari-sari store operators. Setting aside financial reasons, the researcher focused on what motivation provides disincentive to the pursuit of college education. The researcher hoped to find clarification on the role of self-esteem and need for recognition in influencing the high school graduate to forego college. Once these disincentives were identified, the researcher formulated specific recommendations to counteract them. The Conceptual and Operational Framework is based on Maslow's Hierarchy of Needs that categorized human motivations into five (5) levels. The most basic are the Physiological Needs that include food, shelter and clothing. Next comes Safety Needs which include physical safety and security. The third level is Social Needs that involve belongingness and love and interactions of individuals with each other. Esteem is the next level, where one's actuations are geared to earning recognition. Finally, at the highest level is Self-Actualization, where an individual aspires to develop his fullest potential. As each level is attained, the individual is motivated to aspire to the next level. Alderfer's ERG Theory was also referred to, which reclassified needs into three: Existence Needs that include food, clothing and shelter; Relatedness Needs which represent desire for relationships with family, friends and co-workers; and Growth Needs that relate to creativity and productivity, A Descriptive-Exploratory Approach was used in the Research Design to isolate determining factors for the study. Interviews were conducted in several factories where high school graduates were employed. The data showed that majority of these young workers did not come from impoverished families. Their parents are either dressmakers, jeepney and school bus drivers, or even teachers. Thus, financial reasons for not going to college are not considered. Respondents of the research were 4th year students of Cabuyao National High School who were given questionnaires on Self-Esteem. An Interview with the Guidance Counselor of CNHS (Cabuyao National High School) was also conducted to get the point of view of the teaching staff A Focus Group Discussion was held with randomly picked 4th year students. Although the typical senior high school student is already urbanized and with high self-esteem, it was found by the researcher that he is discouraged by the fact that he could not enter prestigious schools. And so, he opts to immediately apply for a job, reasoning that even if he graduates from some obscure college, when job hunting comes, applicants from the prestigious schools will ease him out. He concludes that having a high school diploma and landing a job, then helping his younger brother or sister finish high school, are accomplishments enough worthy of recognition. He will be staying in his own community, with his family, near his friends and co-workers. This is much better than go to some obscure college where he will just be a faceless stranger. Furthermore, while parents dream of their child becoming a lawyer, doctor or engineer, what interests the high school graduate may be drastically different, such as becoming a painter or a dance choreographer. The appeal of college education is not strong enough. Self-esteem worked negatively in so far as Cabuyao's high school graduates are concerned. From the response to the questionnaire and the interview, they appeared self-confident and well informed, but they will not insist on choosing their own careers if their parents desire another. They would rather lower their satisfaction needs from self-actualization and esteem to mere belongingness and love which can be derived if he remains in his community, working at a nearby factory, close to his family and friends. Based on the findings of the study, the researcher has certain specific recommendations in mind. There must be an overhaul of the curriculum in the primary, intem1ediate and high school level. Professional educators must monitor the student's performance on all levels and once in high school, there need be only four or five major subjects to be taken found consistent with the particular student's record. This will allow the students much needed free time to balance his concentrated schooling with other subjects and activities of interest to him, similar to what in college are classified electives. Limiting high school subjects will also permit the maximum use of school facilities, as there may be three (3) sessions of morning, afternoon and evening classes. Civic organizations like the Rotary need not insist in requiring a choice between college and working. In their Career Orientation Seminars, the pride of being a working student may be emphasized, as there are hundreds of famous Filipinos who took this route to success. It will be better also to include the parents in the seminars, for as noted in the research, parents sometimes provide disincentive for their children to go to college. Since it will require passage of law to overhaul our educational system and provide the needed funds, which will take some time, what the Rotary and other such organizations may do is to support a career identification monitoring system to be implemented from 1st year high school, so that by 4th year high school, students will have a definite direction in mind insofar as higher education is concerned. U.P., being the standard by which the level of education of other schools is judged, its high standards must filter down to the provincial level by establishing at least one ( l) U.P. college in each of the provinces. The necessary funding to implement the recommendations may be derived from assessments on the top 500 Philippine corporations to establish an Education and Career Development Fund. These participating companies must sign an undertaking to take in as preferred employees the students upon their college graduation. Since parents will be deprived of the income a working child would have earned had there been no college schooling, Vouchers may be issued to them by the participating company, which can be used exclusively for their hospitalization and food requirements, chargeable to whatever salaries the child will earn upon graduation and employment. Finally, it is recommended that further studies be made on how motivations could be ingrained in the youth, elevating their self-esteem and creating in them the impetus to finish college, setting their sight to the highest level of needs, called Self-actualization Needs in Maslow's Hierarchy of Needs, or Creativity and Productivity Needs in Alderfer's Theory. 2000-03-20T00:00:00Z