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_______________________________________
__________________________
Submitted to:
Mr. Clifford Neri Cagbay
______________
Submitted by:
Freddie N. Delfin
October, 2018
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
ACKNOWLEDGEMENT
First and foremost, I have to thank my parents for their love and support
throughout my life. Thank you both for giving me strength to reach for
the stars and chase my dreams. My brothers, aunties, uncles and cousins
deserve my wholehearted thanks as well.
Abstract:
TABLE OF CONTENTS
Acknowledgement…………………………………………………………………………………………………………………………………i
Dedication……………………………………………………………………………………………………………………………………………ii
Abstract………………………………………………………………………………………………………………………………………………iii
I. INTRODUCTION………………………………………………………………………………………………………1
VII. RECOMMENDATION………………………………………………………………………………………………………………7
REFERENCES…………………………………………………………………………………………………………………………………………………
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
INTRODUCTION
Many researcher and points out that, countless studies have been
conducted on work place equalization. This study is provoked by the gap
left unfilled by a substantial number of research works that has been
conducted on workplace equalization and its significance on the corporate
culture. In recent years Equalization Management and workforce
equalization have been substantial and as such have forced companies to
embrace these concepts in their companies with the aim of increasing
productivity and profit. This forced integration has created divergence
and uncertainty in the workforce, as management is not skilled enough
to control the concept of equalization management and its ethics, and
so managers are finding it difficult to effectively practice equalization
management, which in turn has become an albatross on their neck. Managers
find it difficult in knowing the factors that contribute to effective
equalization management or the exact leadership tasks that can be
achieved to effectively and efficiently deal with issues related to
workplace equalization. In completing this study, relevant theoretical
works are considered in order to ascertain the factors that could lead
to the formation of a favorable working environment that pertains to
equalization management. In reality, it is also important to establish
the implications this has had on companies so as to create a very
conductive working atmosphere through workplace equalization
management.
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
SPECIFIC PROBLEM
Conflict
Though one's personal life should typically not affect their job
performance, lifestyle acceptance is sometimes an issue in the workplace.
Unfortunately, even though many employers now provide extended benefits
to "alternative lifestyle partners," sometimes gay and lesbian workers
experience disrespect and discrimination from coworkers. Such behavior
leads to an uncomfortable working atmosphere and poor productivity.
Gender
One the oldest and most common equalization issues in the workplace
is the "men vs. women" topic. Over the years, a new element in the
disputes over equal pay and opportunity is the transgender employee.
Some corporations have trouble dealing with the fact that a man in
women's clothing or a woman in the stages of "becoming a man" may perform
equally as well on the job done as those in traditional gender roles.
Harassment
Communication
Generation Gaps
Disabilities
Consistency
NO Percentage
0%
YES
100%
NO Percentage
0%
YES
100%
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
Percentage YES
10%
NO
90%
NO Percentage
10%
YES
90%
Percentage NO
0%
YES
100%
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
Percentage NO
0%
YES
100%
Percentage
NO
40%
YES
60%
Percentage
NO
40%
YES
60%
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
NO
Percentage
20%
YES
80%
Percentage YES
20%
NO
80%
TABLE 1.1
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10
100% 100% 90% 90% 100% 60% 60% 50% 80% 20%
YES
0% 0% 10% 10% 0% 40% 40% 50% 20% 80%
NO
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
Figure 2.1
To the question number 4, again a 10% of the man power are not
Q4 accessing to proper equipment, efficiency might be effective
in some fundamental areas like work speed, in terms of
internet communication, or it lack of number of equipment. In
other words productivity is down on this percentage for not
accessing the equipment.
WESLEYAN UNIVERSITY-PHILIPPINES
MARIA AURORA, AURORA
COLLEGE OF BUSINESS AND ACCOUNTANCY
To the question number 7, From the graph says that 40% say NO
Q7 and 60% say it YES, 40% are scared to report probably because
it can cause them job termination,So basically 4 out 10 says
NO, because they don’t have any procedure to make encourage
other people to join their company.
To the question number 9, Say 10 percent did feel that they were
not encourage by management, to attain training, the problem
could be attendance or everyone is really busy and cannot come
Q9 in the training, it is suggested that extra coverage must be
Provided so everyone can come conveniently on training or time
table must be set to complete the training of every individual
in this company.
Workplaces that follow the law and remain true to Title VII of
the Civil Rights Act of 1964 are more likely to have a diverse
workplace. According to the act, it is unlawful to mistreat employees
based on age, race, gender, religion and abilities. Employers who
treat workers with respect and recruit with equalization in mind reap
the benefits of loyal employees who work hard to increase revenue.
When employees of different cultures and experiences work together to
create and problem solve, the results are positive: employee self-
esteem, morale and productivity go up, while turnover and lawsuits go
down.
Mix Generations
QUESTIONNAIRE on
WORKPLACE EQUALIZATION ON ORGANIZATION: A CASE STUDY ON LOCAL
GOVERNMNENT UNIT OF MARIA AURORA
YES NO
2. Is it your workplace allow all employees to celebrate holidays
appropriately?
YES NO
YES NO
YES NO
YES NO
Dear Sir/Madam:
The survey would last only about less than 5 minutes and would be arranged
at a time convenient to the employees’ schedule (e.g. during break).
Participation in the survey is entirely voluntary and there are no known
or anticipated risks to participation in this study. All information
provided will be kept in outmost confidentiality and would be used only
for academic purposes. The names of the respondents and the name of your
department will not appear in any study or publications resulting from
this study unless agreed to.
If you agree, kindly sign below acknowledging your consent and permission
for me to conduct this study/survey at Local Government Unit of Maria
Aurora. Your approval to conduct this study will be greatly appreciated.
Thank you in advance for your interest and assistance with this research.
Sincerely yours,
FREDDIE N. DELFIN
Student Noted by:
Clifford N. Cagbay
Case Study Adviser
Name:__________________ Department:_______________
Age:__________ Designation:______________